Top 10 Workers Comp Disputes And How They Are Settled

Last Updat­ed on June 19, 2023 

Is your employ­er ques­tion­ing your Work­ers’ Com­pen­sa­tion Claim? If so, you’re not alone. Many employ­ers try to deny or reduce work­ers’ com­pen­sa­tion claims, even when they’re valid.

Call a Work­ers’ Comp Lawyer today at 844–682-0999. Your con­sul­ta­tion is free, and you won’t pay any­thing unless you win your case.

The good news is that you have rights under Workers’ Comp Law to Settle Disputes

• Be pre­pared to dis­cuss the details of your injury and how it happened.
• Bring any med­ical records or oth­er doc­u­men­ta­tion relat­ed to your injury.
• Be clear about what you’re hop­ing to achieve with your work­ers’ com­pen­sa­tion claim.
• Ask the lawyer about their expe­ri­ence with work­ers’ com­pen­sa­tion cas­es and their suc­cess rate.
• Get a sense of whether you feel com­fort­able work­ing with the lawyer.

Talk­ing to a work­ers’ com­pen­sa­tion lawyer is the best way to pro­tect your rights and get the ben­e­fits you deserve.

Top 10 Workers Comp Disputes And How They Are Settled

1. Employer Disputing Injury

Employ­ers may con­test that an employee’s injury is not work relat­ed, or not seri­ous enough to qual­i­fy for work­ers’ com­pen­sa­tion ben­e­fits. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing med­ical evi­dence of their injury and its sever­i­ty, as well as evi­dence of any lost wages due to the injury. 

2. Employer Disputing Lost Wages

Employ­ers may dis­pute the amount of lost wages an employ­ee is claim­ing, as well as the dura­tion of the claim. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence of their salary and any lost wages due to the injury. 

3. Employer Disputing Medical Treatment

Employ­ers may dis­pute the type and amount of med­ical treat­ment an employ­ee is seek­ing, or that the treat­ment is nec­es­sary. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence of their injury, as well as the med­ical opin­ion of a qual­i­fied doc­tor or specialist. 

4. Employer Disputing Benefits

Employ­ers may con­test that an employ­ee is enti­tled to receive cer­tain ben­e­fits under the work­ers’ com­pen­sa­tion pol­i­cy. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence that they are enti­tled to the ben­e­fits in question.

5. Employer Disputing Permanent Disability

Employ­ers may dis­pute that an employ­ee has a per­ma­nent dis­abil­i­ty due to a work-relat­ed injury. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence of their dis­abil­i­ty, as well as the med­ical opin­ion of a qual­i­fied doc­tor or specialist. 

6. Employer Disputing Coverage

Employ­ers may dis­pute that an employ­ee is cov­ered under the work­ers’ com­pen­sa­tion pol­i­cy. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence that they are in fact cov­ered under the policy. 

7. Employer Disputing Circumstances of Injury

Employ­ers may dis­pute the cir­cum­stances of an employee’s injury or ill­ness, such as whether the employ­ee was on the job or off the job at the time of the inci­dent. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence of their injury or ill­ness, as well as any wit­ness­es to the incident. 

8. Employer Disputing Pre-Existing Condition

Employ­ers may dis­pute that an employee’s pre-exist­ing con­di­tion is cov­ered under the work­ers’ com­pen­sa­tion pol­i­cy. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence that their pre-exist­ing con­di­tion was aggra­vat­ed or wors­ened by their job duties. 

9. Employer Disputing Fraud

Employ­ers may dis­pute that an employ­ee is attempt­ing to fraud­u­lent­ly receive work­ers’ com­pen­sa­tion ben­e­fits. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence that they have not com­mit­ted any fraud or deception. 

10. Employer Disputing Settlement 

Employ­ers may dis­pute that an employ­ee is enti­tled to a cer­tain amount of set­tle­ment mon­ey. This dis­pute is usu­al­ly set­tled by the employ­ee pro­vid­ing evi­dence of the sever­i­ty of their injury or ill­ness, as well as any future costs asso­ci­at­ed with the injury or illness.

#Ama­zon #Appeal­sProcess #Back­ToWorkAf­ter­In­jury #Cal­cu­la­tors #Claims­De­nied #Con­struc­tion­Work­er­sCom­pen­sa­tion #Death­Ben­e­fits #Employ­ers #Flori­da­Work­er­sComp­Ben­e­fits #FreeCon­sult #Inde­pen­dent­Con­trac­tors #Injure­dAt­Work #Insur­ance­For­Work­er­sComp #LawsIn50States #Lawyer #Med­ical­Ben­e­fits #NJLaws #Occu­pa­tion­al­In­juries #Ore­gonWork­er­sComp­Ben­e­fits #OSHA #Per­ma­nent­Ben­e­fits #RehireAf­ter­In­jury #Repet­i­tive­Mo­tion­In­juries #Rights #SocialSe­cu­ri­ty #Tem­po­rary­Ben­e­fits #Ten­nessee­Work­er­sComp #Trans­porta­tion­Work­ers #USDe­part­mentOfLa­bor #Work­er­sComp­Ben­e­fits #Work­er­sCom­p­Claims #Work­er­sCom­pDis­abil­i­ty­Claims #Work­er­sCom­pen­sa­tion­Laws #Work­er­sCom­pRights #Work­In­jury­Terms