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Am I Covered Under Ohio’s Workers’ Compensation Code?

Posted on Wednesday, August 24th, 2016 at 9:20 am    

If you were injured on the job while working in Ohio, you are probably covered under Ohio’s Workers’ Compensation Code. Here are the things that Ohio Revised Code 4123 requires injured workers to prove to have their claim allowed:

  1. That you were actually employed by the company you are filing a claim against at the time you were hurt;
  2. That the injury arose out of the course of employment, and;
  3. That the injury was accidental in character and result.

Employers have the right to dispute any of these elements, and this can create complex legal obstacles for an injured worker to navigate. This is why it is important to find an attorney who can guide you through the Ohio worker’s compensation process to ensure your claim is allowed and you receive the benefits you are entitled to.

How Could My Employer Challenge My Claim?

Examples of common challenges employers may bring in their attempt to get a claim denied include the following:

  1. Employers may assert that an injured worker is not in fact an employee. This challenge often comes into play in cases of independent contractors, temps, labor leasing and interns. Both statutory and case law are complex in this area, and the classification is not always cut and dry. Therefore, if you employer is claiming that you are not an employee, you should seek out an experienced attorney who can help you decipher if you are entitled to worker’s compensation benefits and who knows how to advocate for your rights.
  2. Employers might argue that an injury did not arise out of the employment. Common scenarios in which this argument might be raised are when there is a toxic exposure over a long period of time at a work place, when there is an injury resulting from a repetitive motion brought on by work places duties which did not have a specific onset date, or heart attacks that occur while on the workplace premises. While some of these instances may result in denial of a claim, the validity of such a claim should not be discounted automatically. Several details must be taken into consideration in each of these instances, and attention to various factors could mean the difference between a claim being allowed or denied.
  3. Ohio law states that employers are not permitted to pass blame on the injured worker for the workplace injury because Ohio is a no fault state. If an employer is asserting that a claim should not be allowed due to an injured workers lack of common sense, failure to follow work rules, inattention to details or other similar careless actions, that injured worker needs to find an Ohio attorney who is familiar with the Ohio no-fault system to advocate for their rights and prevent them from failing receive the benefits they deserve under such a no-fault system.

Ohio worker’s compensation law is complex and the process of getting your Ohio worker’s compensation claim allowed can be difficult and stressful. Employers are only looking out for their own interests and have their own attorneys working to save them time and money. As an injured worker you need an experienced Ohio attorney in your corner to make sure you claim is not wrongfully denied.

What Can You Do To Protect Your Workers’ Compensation Rights Under Ohio Law?

The Ohio Bureau of Workers’ Claims has a handy handbook for injured workers that will outline many of your rights for you. There is also an ombudsman employed by the BWC that is tasked with attempting to resolve disputes related to the procedural requirements of filing a Workers’ Compensation claim.

However, the only way to get true representation in this system is to hire an attorney, as referenced above. Attorneys are paid by contingency fee, so you do not have to spend money out of pocket, and attorneys have an ethical duty to represent you to the fullest of their ability. If you would like to speak to an attorney about the specifics of your claim, call Lawrence & Associates today for a free consultation. We’re Working Hard for the Working Class, and we can help you!


Injured at Work: Separating Jones Act from State Workers’ Compensation Claims

Posted on Monday, August 15th, 2016 at 2:19 pm    

seamenIn this article, Justin Lawrence explains the difference between Workers’ Compensation benefits and the Jones Act, which provides benefits for men and women who work on navigable waterways such as the Ohio River.  Workers should know under which system they are eligible for benefits, and what benefits they are supposed to receive if they get injured.

Know your rights!  Call us if you have any questions about a maritime or land based injury – we can help!

Click here to read the article.


Marisa’s Story

Posted on Wednesday, July 20th, 2016 at 9:34 am    

Long before I was an attorney practicing in the area of Worker’s Compensation and long before I started representing injured workers, not one but two immediate family members of mine got hurt on the job. One family member smashed her arm in between two extremely heavy skids while at her place of employment, the other developed serious back conditions due to stocking heavy inventory at the major grocery chain she worked at for over 20 years. While the two injuries sustained were quite different and the circumstances leading to the injuries were unalike, the response of the two employers for which these dedicated employees worked was much the same. Both employees were strongly encouraged not to report their injury, and were made to feel as if they were being unfaithful to their company if they filed a Workers Compensation claim.

dyson-mainNow, many years later, the more I practice Worker’s Compensation in Ohio, the more I have come to realize that this experience is quite typical. More times than I can count an injured worker will say something along the lines of “I didn’t think I was hurt all that bad” or “My boss told me to just try and shake it off”, then several months down the road the injured worker has come to realize that he or she was in fact hurt badly, and the injury is in fact something that simply cannot be shaken off. Sometimes months after an injury the injured worker will come to understand the injury will require medical treatment to remedy and that their employer is the one who should be covering such care. Much to the injured worker’s surprise, the very boss that encouraged him or her to be loyal to the company by avoiding a Worker’s Compensation claim, will become unsupportive and fail to help the injured worker get the care they are entitled to under the Ohio Workers Compensation system. Sadly, the injured worker who tried to “tough it out” or “shake it off” will be accused of lacking credibility when they fight to have their claim allowed because they did not file a claim or start treatment right away.

It is for these reasons it is in the best interest of Ohio injured workers to get an attorney and file a claim as soon as possible after sustaining a work place injury. While it is true that the Ohio Revised Code section for work place injuries, the sooner an injured worker files a claim and seeks legal help the better off they will be. This is true not only because a delay in treatment will inevitably cast doubt on the credibility of the claim, but also because hiring a trained professional to advocate for the injured worker’s rights will help protect that worker from making common mistakes and will enable them to avoid pitfalls that could later cost them both medical treatment and monetary compensation.

If you have been hurt on the job in Ohio do yourself a favor: don’t tough it out, shake it off or ignore your pain. Rather, find an attorney you can trust to demand you receive the medical care and financial support you are entitled to.

You can find out more about Marisa Dyson on her profile page.


The Injured Plaintiff’s Bankruptcy — Pitfalls for the Civil Litigator

Posted on Friday, June 24th, 2016 at 11:21 am    

Justin Lawrence recently wrote an article for the Advocate, Kentucky’s trial lawyer community’s premier publication, about what needs to be done when a person who is injured by an automobile accident, slip and fall, or workplace injury files for bankruptcy while their lawsuit is still pending.

Justin regularly advises other attorneys on the best course of action to take when personal injury, workers’ compensation, social security disability, and bankruptcy claims come together, so injured men and women get the best results possible.

Click here to read his article on the injured plaintiff’s bankruptcy.


Attorney Justin Lawrence Wins at the Kentucky Supreme Court

Posted on Monday, February 22nd, 2016 at 3:21 pm    

kentucky-supreme-courtAttorney Justin Lawrence, founder of Lawrence & Associates, recently wrote an Amicus (or “Friend of the Court”) brief for the Kentucky AFL-CIO at the Kentucky Supreme Court. The brief concerned a Workers’ Compensation case in which the injured worker demanded full compensation for his injury and for lost income benefits stemming from the fact that his employer brought him back on a limited basis and then fired him. Lawrence & Associates is particularly happy that the Supreme Court adopted Justin’s argument that the employer bears the burden of proving why an employee is fired, rather than the prior rule of thumb which placed that burden on the employee, even if the employee was never told why he was fired!

The full text of the Kentucky Supreme Court opinion in Fuentes v. Ford Motor Company is below:

“Supreme Court of Kentucky.

John Fuertes, Appellant v. Ford Motor Co.; Honorable James Kerr, Administrative Law Judge; and Workers’ Compensation Board, Appellees.

2015–SC–000268–WC

Decided: February 18, 2016

COUNSEL FOR APPELLANT, JOHN FUERTES:  Charles E. Jennings COUNSEL FOR APPELLEE, FORD MOTOR CO.:  Peter J. Glauber, Philip J. Reverman, Jr., Elizabeth M. Hahn COUNSEL FOR AMICUS CURIAE, THE KENTUCKY CHAPTER OF AMERICAN FEDERATION OF LABOR AND CONGRESS OF INDUSTRIAL ORGANIZATIONS:  Justin Lee Lawrence
OPINION OF THE COURT

Appellant, John Fuertes, appeals a Court of Appeals decision which affirmed the Administrative Law Judge’s (“ALJ”) finding that his workers’ compensation award should not be enhanced by the two multiplier pursuant to KRS 342.730(1)(c)2. Because of this Court’s decision in Livingood v. Transfreight, LLC, 467 S.W.3d 249 (Ky.2015), we reverse the Court of Appeals and remand this matter for further proceedings.

Fuertes suffered a work-related accident while employed by Appellee, Ford Motor Company, on October 30, 2003.  He filed for workers’ compensation.  Before his claim could be resolved, Fuertes was fired by Ford for “performance related issues.”  Fuertes contends that he was fired because of his work-related injuries.  Specifically, Fuertes states that he missed a lot of work to undergo rehabilitation or physical therapy.  He also was under work restrictions which limited his ability to perform his job.

After a review of the evidence, the ALJ found that Fuertes suffered a work-related injury to his right shoulder, right knee and neck.1  Workers’ compensation was awarded accordingly.  The ALJ declined to apply a multiplier to Fuertes’s award.  He stated that “[t]here is no evidence that [Fuertes’s] cessation of employment was the result of his work-related injury.”  See Chrysalis House, Inc. v. Tackett, 283 S.W.3d 671 (Ky.2009).  However, the ALJ failed to specifically address the application of KRS 342.730(1)(c)2, the two multiplier.  Fuertes filed a petition for reconsideration asking the ALJ to reconsider his finding that there was no evidence to indicate his termination was the result of his work-related injury and that the ALJ make a determination as to the reason Fuertes was fired.  The petition for reconsideration was denied.

Fuertes appealed to the Workers’ Compensation Board (“Board”).  The Board issued an opinion affirming in part, reversing in part, and remanding.  The Board found that the ALJ did not address Fuertes’s request in his petition for reconsideration for a determination as to the reason why he was terminated from Ford. Fuertes then appealed to the Court of Appeals requesting a remand to the ALJ for findings regarding his entitlement to the two multiplier per KRS 342.730(1)(c)2. The Court of Appeals found that the ALJ did address the applicability of the two multiplier, but remanded the matter to the Board for consideration of whether the ALJ erred in finding that substantial evidence did not support application of the multiplier.  On remand, the Board stated that, “the evidence did not compel a finding Fuertes was entitled to enhancement by the two multiplier at the time of the ALJ’s decision.”  The Board further stated that Fuertes’ speculative testimony did not compel the ALJ to find that the work-related injury led to his termination.  Fuertes again appealed to the Court of Appeals which affirmed the Board.  This appeal followed.

The Board’s review in this matter was limited to determining whether the evidence is sufficient to support the ALJ’s findings, or if the evidence compels a different result.  W. Baptist Hosp. v. Kelly, 827 S.W.2d 685, 687 (Ky.1992).  Further, the function of the Court of Appeals is to “correct the Board only where the Court perceives the Board has overlooked or misconstrued controlling statutes or precedent, or committed an error in assessing the evidence so flagrant as to cause gross injustice.”  Id. at 687–88.  Finally, review by this Court “is to address new or novel questions of statutory construction, or to reconsider precedent when such appears necessary, or to review a question of constitutional magnitude.”  Id. The ALJ, as fact-finder, has the sole discretion to judge the credibility of testimony and weight of evidence.  Paramount Foods, Inc. v. Burkhardt, 695 S.W.2d 418 (Ky.1985).

Fuertes argues that the Board and Court of Appeals erred by usurping the ALJ’s role as fact finder and interpreter of the evidence concerning application of the two multiplier to his award.  Fuertes also contends that the ALJ erred when he found that there was no evidence the termination was related to the work-related injury.  However, we need not address the merits of Fuertes’s arguments because this matter must be remanded for further fact finding.

Since the ALJ issued the opinion and order on remand and the opinion and order on reconsideration, this Court has reversed the portion of Chrysalis House, 283 S.W.3d 671, which held that the claimant’s failure to earn the same or greater wages must be related to the work-related injury before the two multiplier may be awarded.  Livingood, 467 S.W.3d at 249.  Instead this Court now holds that “KRS 342.730(1)(c)2 permits a double income benefit during any period that employment at the same or a greater wage ceases for any reason, with or without cause,’ except where the reason is the employee’s conduct shown to have been an intentional, deliberate action with a reckless disregard of the consequences either to himself or to another.”  Id. at 259

In this matter, no finding has been made whether Fuertes’s conduct at Ford satisfies this new standard so as to justify the denial of the application of the two multiplier.  On remand, the ALJ should make a finding of whether Fuertes engaged in conduct as outlined in Livingood that led to the reduction of hours he worked and ultimate termination.  We note that this is a high standard and basic bad behavior will not bar application of the two multiplier.  If Fuertes did not engage in such conduct, the two multiplier may be applied to his award.

Fuertes has additionally requested that this Court decide whether the claimant or employer has the burden of proof to show the employee was fired due to the type of misconduct as described in Livingood.  To prove that the claimant was fired because he committed that type of misconduct, evidence must be provided which supports the conclusion the claimant acted inappropriately.  Obviously it is unlikely that the claimant would admit to misconduct. Because of this, and since proving that type of misconduct occurred is a defense against application of the two multiplier, the burden of proof is upon the employer to show the claimant’s termination was caused by the type of behavior described in Livingood.

Thus, we reverse the decision of the Court of Appeals and remand the matter to the ALJ for proceedings consistent with this opinion.

FOOTNOTES

1.  Fuertes later was found to have suffered work-related hearing loss and he was awarded workers’ compensation.

All sitting.  All concur.”


Am I Covered Under Kentucky Workers’ Compensation?

Posted on Monday, February 8th, 2016 at 4:52 am    

**Workers compensation in the state of Kentucky is a state-mandated, “no-fault” insurance system that pays benefits to workers injured on the job. It is managed by Kentucky’s Department of Workers’ Claims. Any employer who has at least one employee must acquire this coverage before the employee’s first day of work. In return for carrying a workers’ comp policy, employers receive immunity from civil lawsuits filed by employees over workplace injuries.

There are a few circumstances where employers can be exempt. For example, purely agricultural workers are not covered by Kentucky Workers’ Compensation. However, agricultural activities are narrowly defined – for example, harvesting crops is considered agricultural but repairing the roof on a barn is not. If you are not sure whether you fall into the agricultural exception, the attorneys at Lawrence & Associates can research the issue for you, for free.

Other exceptions to Kentucky’s Workers’ Compensation system, although less common, include solitary domestic workers in private homes, workers in a charitable or religious organization, and workers covered by another Federal Act such as the Jones Act for American seamen.

Am I an Employee?

Generally, if you are drawing a paycheck from an employer, you are either an employee or an independent contractor. Figuring out which category you fall under is more an art than a science.

Kentucky has a case called Ratliff v. Redmon that sets out the following factors to determine who is an employee:

(a) the extent of control which, by the agreement, the master (boss/employer)may exercise over the details of the work;

(b) whether or not the one employed is engaged in a distinct occupation or business (Do they have their own company?);

(c) the kind of occupation, with reference to whether, in the locality, the work is usually done under the direction of the employer or by a specialist without supervision;

(d) the skill required in the particular occupation;

(e) whether the employer of the workman supplies the instrumentalities, tools, and the place of work for the person doing the work;

(f) the length of time for which the person is employed;

(g) the method of payment, whether by the time or by the job;

(h) whether or not the work is a part of the regular business of the employer; and

(i) whether or not the parties believe they are creating the relationship of master and servant.

If you are confused, take comfort in the fact that you are not alone. Lawrence & Associates has litigated this issue on many occasions, and on each there are arguments for both sides. If you are not sure whether you qualify as an employee, give us a call and we’ll help you work your way through.

What Happens If I Fall Under an Exemption to Workers Compensation?

Although Kentucky’s workers’ compensation laws allow businesses to choose to be exempt from providing workers’ comp insurance, an exempt employer must still provide benefits to an injured worker. These employers also remain exposed to civil lawsuits brought by employees who are injured during work. In addition, employers that fail to carry workers’ compensation insurance can be hit with severe civil penalties and fines.

If you or someone you know has been injured at work, contact Lawrence & Associates today! We’re Working Hard for the Working Class, and we can help!


Lawrence & Associates Won the First Civil Trial Tried in Boone County This Year

Posted on Wednesday, August 5th, 2015 at 1:29 pm    

scales-316892_1280Lawrence & Associates tried the first civil trial in Boone County court this year and walked away with a complete victory. The case, Webster v. Whalen, involved a motor vehicle accident with injuries and associated workers’ compensation claims. Appeal time is running for the other party, and we don’t know yet whether an appeal is pending.
In this trial, liability was admitted for a fender bender. The person claiming injuries filed for, and received, Workers’ Compensation benefits for a back injury. The Workers’ Compensation employer then filed a claim for subrogation benefits against the driver that rear ended the person claiming injuries.

Causation, meaning the link between the bad driving and the injuries, looked very bad. It was clear that the injured person had worked heavy manual labor for years before the accident, with associated complaints of back pain. Then the employer made him go back to the same heavy duty job, with mandatory overtime, for four months following the accident. Only after all that did the person seek further medical treatment for his back.

Lawrence & Associates represented the man sued by the employer, although we usually represent injured people. We felt that the man being sued did not cause the injuries, and had been sued frivolously. At the end of the trial, the jury agreed with us and returned a verdict against the employer. The injured man still receives his workers’ compensation benefits – after all, it appeared that his years of heavy duty work were the most likely cause for his bad back – but the employer does not get that money back from someone who is not responsible for the injury.

At Lawrence & Associates, we fight to win, and our clients are better off for it. We represent Kentucky and Ohio clients in all forms of automobile collision litigation. We’re Working Hard for the Working Class, and we’d be proud to represent you. Call today!


Why Isn’t My Workers’ Compensation Check in the Mail?

Posted on Monday, July 20th, 2015 at 4:27 pm    

The surprise disappearance of a Workers’ Compensation check, or TTD check, is one of the most common reasons injured workers look for a lawyer. The TTD check is supposed to be about 2/3 of the injured workers’ average weekly wage (AWW), and is generally the lifeline saving injured workers from bankruptcy while they are in recovery. When the TTD check doesn’t arrive on time, it can throw even the most carefully managed finances into a tailspin. If your TTD check isn’t coming like it should, contact the insurance company first. If the Workers’ Compensation carrier doesn’t offer a good explanation, you may need a lawyer to set things right.

bank-checkIf your employer’s Workers’ Compensation carrier terminates your TTD benefits, they are supposed to send a letter to the Department of Workers’ Claims (DWC). The DWC then sends you, the injured worker, a letter explaining that benefits have been terminated. This is a clear sign that you need to get an attorney. However, some shady carriers don’t send a letter to the DWC as required by law. So even if you don’t receive a termination notice from the DWC, you should still contact an attorney if the carrier is not sending a regular TTD check.

Did the Workers’ Compensation Carrier Recently Ask You to See a New Doctor?

One of the Workers’ Compensation Carrier’s favorite tricks is to hire an “independent” medical examiner. These doctors are anything but independent. Often they aren’t practicing doctors at all, but rather medically licensed shills for the insurance industry. These doctors are generally hired when the insurance company decides an injured worker’s treatment has gone on too long, and wants to cut it off. The “independent” medical examiner generally finds that a worker is at Maximum Medical Improvement (MMI) and that further treatment is unnecessary, although the examiner will usually stop short of criticizing the treatment that another doctor has already performed.

MMI has two effects: it cuts off the injured worker’s further treatment, and cuts off TTD. For this reason, although the injured worker may not have been warned, the TTD check immediately stops upon the date of the examination. Since the workers’ compensation checks are usually only issued every two weeks, the injured worker doesn’t find out his or her TTD check has been cut off until weeks after the fact. A good Workers’ Compensation lawyer can often defeat this tactic by hiring a competing expert or simply using the treating doctor’s testimony against the insurance company’s examiner.

Did the Workers’ Compensation Carrier Contact You to Take a Statement?

Another common trick is using an injured worker’s own words against him or her. The person who calls you from the Workers’ Compensation company is an adjuster. Speaking to adjusters should follow a familiar rule: what you say can and will be used against you in a court of law. Some adjusters will ask misleading or confusing questions, or purposely take answers out of context, to justify cutting off benefits by claiming that an injury did not happen at work or that the injury was caused by the employee’s willful conduct.

Again, a good Workers’ Compensation attorney can beat this tactic by taking the matter to an Administrative Law Judge (ALJ) and revealing the adjuster’s tricks for what they are. ALJ’s are appointed officials with a great deal of Workers’ Compensation experience, and given the right evidence will often recognize a legitimate injury amid the confusion created by unscrupulous adjuster behavior. However, submitting evidence to an ALJ must be done according to the Workers’ Compensation Code and Rules of Civil Procedure, so it is best to hire an attorney before doing so.

Get a Lawyer and Protect Your Rights

Lawrence & Associates has represented thousands of injured Northern Kentucky and Greater Cincinnati residents. We are Working Hard for the Working Class, and we want to represent you. If you are missing TTD checks and don’t know what to do, please give us a call and see how we can help!


Lawrence & Associates Get a Prisoner Temporary Total Disability (TTD) and Surgery for an Accident That Happened While He Was Working

Posted on Thursday, April 9th, 2015 at 2:57 pm    

prisoner work programEveryday employees are injured while on the job and everyday employers and insurance companies try to deny those injuries have happened on the job because they are trying to minimize the value of claims. Our goal is to help our clients get the medical care they need to recover as much as possible. We want to share a recent case we handled to give you an idea of what we can do for our clients. We will supply as many details as possible while still respecting our clients need for privacy.

The Situation

Our client is a prisoner in the Kentucky state prison system. Shortly before he was incarcerated (for unrelated charges), he was injured at his work in Covington, Kentucky when a box fell from a high shelf and struck his shoulder. The Workers’ Compensation Carrier refused to provide medical treatment or Temporary Total Disability because it claimed our client, as a prisoner, was a ward of the prison system and would have to get treatment and other benefits that way. Unfortunately, the prison system also denied responsibility and client was left without medical care.

What We Did

At Lawrence & Associates, we believe everyone has rights under the laws of the Commonwealth of Kentucky. It did not matter that our client was a prisoner. We took his claim and filed it, proving to the Administrative Law Judge that our client required surgery related to his workplace injury.

The Result

Not only did we get surgery approved, but we also made the Workers’ Compensation carrier pay Temporary Total Disability (TTD) to our client while he was incarcerated. Our client is currently undergoing physical therapy and sending his TTD checks home to his wife and children.

Contact Us (859.371.5997) for a Free Consultation

Experienced Workers’ Compensation & Employment Law Attorneys

Lawrence & Associates have handled all types of workers’ compensation cases. Lawrence & Associates will work to build a strong and successful case for you.

Common Types of Work Injuries….

  • Back injuries and herniated discs
  • Head injuries and spinal cord injuries
  • Meniscus tears and other knee injuries
  • Shoulder injuries and rotator cuff damage
  • Complex regional pain syndrome
  • Exposure to toxic substances, including chemicals and mold
  • Carpal tunnel syndrome and other repetitive motion injuries
  • Construction accidents, including scaffolding collapses, falls and injuries caused by heavy equipment
  • Broken bones

If you lost a loved one in a work accident, we may be able to help you obtain survivor’s benefits. We know that there is simply no amount of money that can replace your loss, but we will work hard to get you the resources you need to make ends meet and begin moving forward in life.

More About Us

>> Our Team
>> Our Testimonials
>> Our Frequently Asked Questions (FAQs)


Lawrence & Associates Get a Settlement for a Client After His Employer Denied Treatment and Refused To Pay Temporary Total Disability

Posted on Friday, April 3rd, 2015 at 9:29 am    

lifting heavy itemsEveryday employees are injured while on the job and everyday employers and insurance companies try to deny those injuries have happened on the job because they are trying to minimize the value of claims. Our goal is to help our clients get the medical care they need to recover as much as possible. We want to share a recent case we handled to give you an idea of what we can do for our clients. We will supply as many details as possible while still respecting our clients need for privacy.

The Situation

Our client injured his back and neck lifting heavy equipment while working for his employer in Florence, Kentucky. Because he had a neck injury years beforehand, his employer denied all his treatment and refused to pay him Temporary Total Disability (TTD). He became desperate, unable to pay for his medical bills and unable to get treatment, although his doctor was recommending an immediate surgery. He also had no income, and his wife’s income alone was not enough to support their family.

What We Did

Lawrence & Associates filed our client’s claim and asked the Administrative Law Judge for an immediate hearing to determine whether our client was entitled to have the employer’s Workers’ Compensation carrier pay for his medical bills, and whether our client was entitled to TTD payments. It was crucial that we get our client’s claim decided immediately because he was in dire straits and was thinking of filing bankruptcy so his home wouldn’t be foreclosed on.

The Result

Lawrence & Associates won the claim and got our client the treatment he needed. He is still treating today and hopes to make a full recovery. Also, we forced the employer’s Workers’ Compensation carrier to pay back all of the TTD that our client should have been paid from the date he was first injured, and he was able to use that money to pay off or catch up the debts that had been troubling him.

Contact Us (859.371.5997) for a Free Consultation

Experienced Workers’ Compensation & Employment Law Attorneys

Lawrence & Associates have handled all types of workers’ compensation cases. Lawrence & Associates will work to build a strong and successful case for you.

Common Types of Work Injuries….

  • Back injuries and herniated discs
  • Head injuries and spinal cord injuries
  • Meniscus tears and other knee injuries
  • Shoulder injuries and rotator cuff damage
  • Complex regional pain syndrome
  • Exposure to toxic substances, including chemicals and mold
  • Carpal tunnel syndrome and other repetitive motion injuries
  • Construction accidents, including scaffolding collapses, falls and injuries caused by heavy equipment
  • Broken bones

If you lost a loved one in a work accident, we may be able to help you obtain survivor’s benefits. We know that there is simply no amount of money that can replace your loss, but we will work hard to get you the resources you need to make ends meet and begin moving forward in life.

More About Us

>> Our Team
>> Our Testimonials
>> Our Frequently Asked Questions (FAQs)

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