Find Lawyers in Raleigh, North Carolina for Workers' Compensation Law - Employers
Zack is a solution-oriented employment attorney that has practiced law with Young Moore since 2000. He defends employers of all sizes on a variety of legal issues, and strives to achieve an optimal outcome as efficiently as possible. Zack has extensive experience before the North Carolina Industrial Commission, and he has argued before the North Carolina Court of Appeals and North Carolina Supreme Court. Zack also advises clients on various employment matters, including non-compete agreements...
Steven maintains a varied practice focusing on representing workers who have been injured on the job and people who have been injured due to the negligence of others. His practice also includes representing consumers who have been harmed by unfair or deceptive business practices. Steven started his legal career with the office of the North Carolina Attorney General, where he worked primarily defending the state of North Carolina in workers’ compensation cases, before deciding to join Ma...
Angela Farag Craddock is a partner at Young Moore, focusing her practice on helping businesses and institutional clients navigate state administrative litigation and appeals. Angela represents employers and insurance companies in all stages of litigation before the North Carolina Industrial Commission and North Carolina appellate courts. Her practice includes assisting clients with complex workers’ compensation matters, risk management policies, medical cost containment strategies, and ...
Dawn, an employment lawyer for more than 20 years, partners with employers to solve problems including workers’ compensation claims and other employment matters such as non-compete agreements, harassment and retaliation claims, ADA, FMLA and FSLA issues, employment agreement drafting and enforcement. She pragmatically assists her clients in resolving problems with government, workforce, or legal and policy changes. Dawn enjoys her work with employers, particularly understanding individu...
Matthew is a North Carolina Board Certified Specialist in Workers' Compensation law, which is his passion. He has been a critical member of the Workers’ Compensation Department at the Law Offices of James Scott Farrin since joining in 2015. He has extensive experience litigating cases before the North Carolina Industrial Commission , which oversees Workers’ Compensation, and has represented his clients before the North Carolina Court of Appeals . He received his undergraduate degr...
Jeff is an experienced employment and workers’ compensation litigator serving the healthcare, hospitality and retail, manufacturing, professional services, and transportation industries among others. Jeff represents employers and insurers throughout all stages of litigation. He advises employers on matters involving wage and hour, employee discipline and termination, employment discrimination and harassment, workplace safety and OSHA violations, personnel policies and procedures, and em...
Jefferson is a member of Young Moore’s employment and workers’ compensation teams representing employers and insurers throughout all stages of litigation. This representation includes OSHA and EEOC matters, as well as litigation at the North Carolina Industrial Commission, Court of Appeals, and Supreme Court. He also advises employers on employee handbook provisions and compliance with FMLA, FLSA, and wage and hour laws. He assists with employment agreements, separation agreements...
Workers' Compensation Law - Employers Definition
Begun in England with the recognition that normal lawsuits took too long and were too uncertain for industrial injuries, the trend reached the United States, and individual states started amending their constitutions and passing statutes, first voluntary, then mandatory, to provide no-fault systems with statutorily prescribed amounts of payments to injured workers or to the families of deceased workers whose injuries occurred on the job. In return for the “no-fault” system, employers received what has turned out to be limited immunity from lawsuits by injured workers.
Today, most states’ systems include private insurers who can write coverage nationally, with the exception of Ohio, North Dakota, Washington, and Wyoming, which do not allow private primary insurance coverage, and instead have systems in which employers pay into a State Fund, or are allowed to self-insure. Employers’ lawyers, together with your insurance broker, can advise you on the advantages and disadvantages of self-insurance in the various states.
Although the workers’ compensation systems are “no-fault,” lawyers become involved in individual claims when there are disputes over whether the claimant was actually employed by the employer, whether injuries actually occurred on the job, whether conditions were pre-existing or arose from another cause, as well as issues regarding the extent of the alleged disability or impairment, the duration of weekly benefits, the relationship of medical bills to the original injury, and other issues. At that time, an Employers’ Lawyer can conduct an investigation for factual and surveillance evidence, collect medical records, have the claimant examined in an independent medical examination, and then defend and argue the employer’s case at administrative hearings and/or in court, depending upon that particular state’s system.
Some states have safety rules that are enforced through the workers’ compensation system by enhanced weekly payments or other benefits, and are apart from the federal OSHA system. Some states allow lawsuits outside of the workers’ compensation system by injured workers, in the case of perceived willful, intentional, or deliberate intent by employers, depending on the state.
Some states allow workers’ compensation attorneys to be designated as specialists. Generally, an employer should have a regular workers’ compensation defense attorney advising the employer, in addition to any third party administrator or other claims adjuster the employer might have, since the attorney’s perspective is that of one who must uphold the employer’s position at hearing or in trial. In some states, the defense attorney is not only paid by the insurance company, but the insurance company is the actual party in the case. In those instances, the employer might wish to consider having counsel to make sure that the insurance counsel is representing the employer’s interests adequately as they are obliged to do.
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