Bradt Law Offices Case Report: Ankle Injury on a Flat, Dry Floor

Type of Case: Workers’ Compensation

Legal Issue or Dispute: Denial of ankle injury claim which occurred at work

Facts: Our client was employed with one of the mining companies in northern Minnesota. His job duties required him to maintain and repair equipment within the facility. On the day he was injured, one of the machines in the plant malfunctioned and began to spew waste material into the air and onto the plant floor. Our client received a radio call to get to the machine, evaluate the problem and assist in any maintenance or repairs which might be necessary.

As he was hurrying across the concrete plant floor and approaching the malfunctioning machine, he rolled his ankle and suffered a severe ankle sprain. The floor was not wet and he did not recall stepping on, or tripping over, any hoses or other debris. He wasn’t even sure what happened except that he was hurrying because of the emergency and was looking up at the malfunctioning machine rather than at the floor.

The claim was completely denied by the employer and its workers’ compensation insurer on the grounds that the injury was not related to the employee’s work activities because he was simply walking across the plant floor at the time of the injury and there was no unsafe or dangerous condition in the plant or on the premises which caused the injury.

The case proceeded to trial before a workers’ compensation judge where we argued that the employee’s work environment caused or contributed to the injury because he was hurrying to deal with an emergency situation and not paying attention to the floor. His job duties required him to deal with the malfunctioning machine as quickly as possible and those factors are what caused or contributed to the injury.

Result: The compensation judge ruled in favor of our client and determined that his ankle injury was covered by workers’ compensation. The case was appealed by the employer/insurer and the Minnesota Workers’ Compensation Court of Appeals affirmed the judge’s decision and awarded benefits to our client.

The insurance company was also required to pay our attorney fees and costs.

If you have questions about any aspect of your northern Minnesota work comp claim, please feel free to contact me at Bradt Law Offices at any time. I am happy to speak with you about your claim or make an appointment for an absolutely free consultation in our Grand Rapids office or wherever it would be convenient for you. We have been representing your friends and neighbors on their work comp claims all across northeastern Minnesota and the Iron Range for more than 30 years. If you’ve been injured, we can help.

Thank you for visiting our blog.

What Should I Do If I Receive a Notice of Intention to Discontinue Benefits on My Minnesota Work Comp Claim?

At some point in almost any work comp claim where you are paid wage loss benefits, you will receive a Notice of Intention to Discontinue benefits, commonly referred to as an NOID. An NOID is simply a form which the insurer is required to serve and file whenever they will be discontinuing wage loss benefits. The form provides you with notice that your benefits will be ending at a certain time and explains the reason why.

Some reasons why you might receive an NOID form

1. You have returned to work. If you have been off work and receiving wage loss benefits from work comp, you have been receiving Temporary Total Disability (TTD) benefits. These benefits are paid at the rate of 2/3 of your average weekly wage on the date of injury. (For more information on TTD benefits, see our blog post here)

The notice tells you that the insurance company will be discontinuing those benefits because you are back to work and no longer entitled to TTD benefits. If you are returning to work, with restrictions from your injury but earning less than your preinjury wage, you may be entitled to partial wage loss benefits (TPD) and the NOID form should reflect that you will be paid TPD benefits upon returning to work. It doesn’t matter whether you are going back to work for the same employer or whether you have found a new job since the injury.

2. You have exhausted your TTD benefits. For dates of injury between 10/1/95 and 9/30/08, you are limited to 104 weeks of TTD benefits. This means that even if you are still out of work because of the injury, you cannot receive more than 104 weeks of TTD and your benefits will end. For injuries on or after 10/1/08, the maximum number of TTD benefits was increased from 104 to 130 weeks.

3. Your weekly earnings have reached or exceeded your preinjury wage. If you have been working at a wage loss and receiving TPD benefits, those benefits will end once you get back to your preinjury wage, because you no longer have a wage loss.

4. You have reached Maximum Medical Improvement (MMI). If you are receiving TTD benefits, those benefits will end 90 days after you are provided with notice that you have reached MMI. An MMI opinion can come from one of your treating physicians or from a doctor who has examined you for the insurance company (this is called an Independent Medical Exam (IME), more information about an IME can be found here). The explanation for why your benefits are being discontinued must be included on the NOID form.

5. You no longer have work restrictions. If your treating physician, or the IME doctor, gives an opinion that you have no work restrictions as a result of the work injury, you are no longer eligible for wage loss benefits. Most often, this occurs following an IME where the insurance company doctor writes a report and gives the opinion that you have fully recovered from the work injury or that any restrictions you have are not related to the work injury. Sometimes, your own doctor may lift all restrictions without fully understanding how this might affect your claim. (For more information about choosing a physician for a work comp claim, click here).

What you can do if you receive an NOID

Your options after receiving an NOID are explained on the form and will depend upon the reasons for the discontinuance. If you disagree with the discontinuance of benefits or the reasons given, you can request a telephone conference with a work comp judge to argue your position. The time frame to dispute a discontinuance if you want an immediate conference is generally 12 days. The NOID form provides you with a phone number and address and explains how to request the conference.

If you have an attorney, you should obviously make sure that he or she has received a copy of the NOID form and will be requesting a conference on your behalf if you disagree with the discontinuance of your benefits. If you don’t have an attorney, this would be a very good time to contact one. At the discontinuance conference, the insurance company will be represented by either a claims adjuster or an attorney. The discontinuance of your benefits is a serious matter and you should have an experienced work comp attorney representing you at that conference.

If you win at the conference and the judge agrees that your benefits should not be discontinued, the insurance company may appeal but they will have to continue paying your benefits until a formal hearing is scheduled. However, if you lose at the conference, you may appeal but you will not receive any benefits while you wait for the formal hearing and a decision. Having an attorney represent you at the initial conference will generally give you a much better chance to win.

There are some other reasons why your benefits might be discontinued, but these are the most common situations that we typically see.

Contact Us If You Have Questions about Your Claim

If you have been injured on the job and have questions about the Minnesota work comp system, please don’t hesitate to give us a call. You can contact us anytime, with questions about your case or to arrange an absolutely free consultation. It won’t cost you anything and we will always give you our honest assessment about whether you need a lawyer to represent you. If you have questions or concerns about the cost of hiring an attorney, you can check out this previous post- How much does it cost to hire a workers’ compensation lawyer in Minnesota?

At Bradt Law Offices, we have been providing assistance to injured workers all across northern Minnesota and the Iron Range for more than 32 years.

As always, thank you for visiting our blog and please spread the word that we are a good source of work comp information for workers injured in northern Minnesota or anywhere on the Iron Range.

Are Work Restrictions Important in a Minnesota Work Comp Case?

The simple answer to this question is: Heck Yes!!

As you progress through a typical work comp claim in Minnesota, you will likely be given work restrictions by your treating physician.  You may be off work completely for some period of time or you might be able to continue working within  restrictions.  At some point, your treating physician might release you back to work with “no restrictions”, thinking that he is doing you a favor.  Unless your injury was very mild and temporary, a release to work with no restrictions can create many problems for you.

What Are Work Restrictions and Why Are They Important?

Following a work injury, it is often necessary for your physician to give you restrictions, in order to allow you to continue working without further injuring yourself.  While this sounds like simple common sense, it can be a confusing issue for someone who’s never been through the work comp system.  Also, many doctors are not familiar with the work comp system or prefer not to get involved, so this can also create problems.

An example of a very simple restriction might be “no lifting more than 50 pounds”.  Maybe you sprained your back or have a sore shoulder but don’t require surgery and just need a little time to heal.  If you have a job that is not too physically demanding, you might be able to continue working with the restriction until you are fully healed.

On the other hand, if your injury is more severe, your physician may need to limit how much you can lift, how many hours a day you can work, or how much bending, twisting and turning you can do.  Other injuries might require restrictions on the use of your arms, hands or knees. You might be limited to no use of ladders, no working at heights, no use of power tools, no exposure to dust or fumes……….. the list of possible work restrictions is almost endless, depending entirely upon the nature and extent of your injury.

Why Are They Important?

Again, the common sense answer is that they are important to prevent you from aggravating your injury or re-injuring yourself as you recover. The goal of the work comp system is to return you to work at your date of injury job without wage loss.  That can’t  happen if your job duties make your injury worse.

However, the other reason why work restrictions are important is that they provide you with the ability to recover wage loss benefits under the work comp system in Minnesota.  Without restrictions related to your work injury, you do not have a claim for wage loss benefits.  The restrictions do not have to be significant, but you need some restrictions related to the work injury or the insurance company will not have to pay you a wage loss benefit.

So, if your physician releases you back to work with no restrictions and you are then laid off or the employer does not have a job for you, you don’t receive wage loss benefits.  I know this sounds crazy and unfair, because you are clearly out of work as the result of a work injury.  However, no restrictions = no wage loss.

How Significant Do the Restrictions Need to Be in Order to Get Wage Loss Benefits?

The restrictions do not have to be significant at all.  For example, if you had a minor low back injury and you are now limited to lifting no more than 75 pounds, this would be a restriction.  Your actual job might never require you to lift anywhere near 75 pounds, so you would be perfectly capable of performing all your job duties within those restrictions.  However, if the job ends or you are laid off for some reason, that 75 pound lifting restriction might allow you to claim wage loss benefits from work comp while you search for another job – or, if you find a job that pays you less than you were earning when you were injured.

What If the Insurance Company’s IME Doctor Says I Have No Restrictions?

This is very common.  The insurance company may send you for an Independent Medical Examination (an IME) in order to get opinions they can use to cut off your benefits.  The report from the IME doctor may say that you are capable of working full time without any restrictions.  The insurance company may then attempt to discontinue your wage loss benefits and refuse to pay for any future vocational rehabilitation or medical treatment.  At that point, it is very important to have a supportive treating physician who will write a letter for you or your lawyer, explaining that you still have some work restrictions which are related to your injury.  The dispute would then be decided by a work comp judge at a hearing.

What If My Employer Won’t Take Me Back to Work Unless I Have No Restrictions?

Unfortunately, some employers have a “no light duty” policy and will not take you back unless you are released to full duty with no restrictions. This obviously can put you in a very difficult situation, particularly if you have a good job with benefits and  the usual monthly financial obligations which most working people have.  Under those circumstances, I have had many clients over the years feel that they were in an impossible situation.  They felt as if they had no alternative but to ask their doctor for a release to work with no restrictions.  Usually, they then returned to work and suffered at their job, often making the underlying injury worse or aggravating their symptoms.

To make matters worse, a work comp judge in Minnesota has no jurisdiction or authority to order an employer to create a light duty job or take you back to work with restrictions.  In that situation, the employer holds all the cards and the employee has few options.

What If I Have Permanent Work Restrictions and My Employer Can’t Take Me Back?

If you have permanent restrictions from a work injury which has been accepted by the work comp insurance company, you may be eligible for a variety of work comp benefits. These would include wage loss benefits, compensation for permanent impairment, vocational rehabilitation services or even vocational retraining.  For more information on the various types of benefits which might be available to you, please see some of our previous blog posts:

What Is Permanent Total Disability in Minnesota Work Comp?
Retraining in a Minnesota Workers’ Compensation Case
How Long Do Work Comp Wage Loss Benefits Last in Minnesota?
How Much Is a Permanent Partial Disability Rating Worth in a Minnesota Work Comp Claim?

Our Recommendation

If you have any questions or concerns about the issue of work restrictions, we are happy to answer your questions at any time with a completely free, no obligation consultation.  We will meet with you in our office, in your home or on the phone to help you understand the work comp system and your rights.

Always be sure to let your doctor know about any difficulties you are having following an injury.  While it is important to be able to return to work, your doctor should understand what your job duties are and how they might affect your injury and recovery.  Simple, common sense restrictions from your doctor will protect you from re-injury on the job, but will also provide you with protection if you can’t work and need to claim wage loss benefits.

We hope that you have found this information helpful.  Please don’t hesitate to contact us if we can be of assistance or answer any questions for you.  Attorney Steve Bradt has been representing injured workers all across northeastern Minnesota and the Iron Range for nearly 30 years.  If you’ve been injured, we can help.

Thank you for visiting our blog.

How Long Do Work Comp Wage Loss Benefits Last in Minnesota?

This seems like a pretty simple question and it is.  However, the answer is not so simple, because it depends upon a lot of different factors and possibilities.  In this post, I will try to offer some general information on how long your wage loss benefits might last, by providing some basic guidelines.

Please understand that this is a basic summary of general Minnesota Worker’s Compensation principles and is not intended as legal advice or to cover all possible situations.  Minnesota work comp laws have changed a great deal over the years and the benefits available to an injured worker are governed by the date of injury.  Limitations and “caps” on benefits really began with drastic legislative changes in 1992 and again in 1995.  For the purposes of this article, we are only addressing benefits for injuries which occurred after 1992.  If you have an older injury claim, your best bet would be to contact an experienced work comp attorney who has been around for a few years.

Wage loss benefits available to injured Minnesota workers

There are three basic types of wage loss benefits available under Minnesota Worker’s Compensation. We have discussed them in some previous posts and they are:

Temporary Total Disability benefits (TTD) – These are benefits paid to someone who is off work completely because of a work injury.
Temporary Partial Disability benefits (TPD) – These are partial wage loss benefits paid to someone who is working after an injury,with physical restrictions, but earning less than on the date of injury.
Permanent Total Disability benefits (PTD) – These are benefits paid to someone who is off work completely because of a work injury and is permanently unemployable.       (See this previous post for more information on Permanent Total Disability)

How long do Temporary Total Disability (TTD) benefits last?

To begin with, for any injury which occurred on or after October 1, 1995, you are limited to a maximum number of weeks of TTD benefits.  If your injury occurred between 10/1/95 and 9/30/08, the maximum number of weeks of TTD you can receive is 104.  The maximum was increased to 130 weeks for injuries occurring on or after 10/1/08.  For injuries prior to 10/1/95, there are a variety of other laws and limitations which apply and which we won’t go into for the purposes of this post.  There are exceptions to these maximums if you are in an approved retraining program.

Does that mean I am guaranteed 104 or 130 weeks of TTD?

No.  Those are only the maximum number of weeks you can receive. Your TTD benefits may end long before 104 or 130 weeks if one of these things occurs (there are others, but these are the most common):

  • You return to work, for any employer, at the wage you were earning when you were hurt.  At that point, the benefits would and because you are no longer losing wages.
  • You are released to work without any restrictions.  This issue is the subject of many work comp disputes and hearings.  A work comp judge must often decide whether you still have restrictions, based upon competing medical opinions from the insurance company’s doctor and yours.  Unfortunately, if it is determined that you have no restrictions, your TTD benefits will end even if you are not back to work or your job is no longer available.
  • You reach Maximum Medical Improvement (MMI) +90 days.  Maximum Medical Improvement means that you are not expected to make any additional or significant improvement, even if you are not completely recovered.  Your TTD benefits will end 90 days after the insurance company serves you with notice of MMI, even if you are still not back to work and have permanent restrictions from your injury.  Yes, this is as unfair as it sounds.
  • You return to work but at a lower wage than what you were earning when you got hurt.  At this point, assuming you still have restrictions from your injury, in most cases your benefits would be switched from Temporary Total to Temporary Partial (TPD) benefits.

How long do Temporary Partial Disability (TPD) benefits last ?

For injuries occurring prior to October 1, 1992, there was no weekly limit on TPD benefits.  However, anyone injured on or after October 1, 1992, is limited to a maximum of 225 weeks of TPD benefits.

Does that mean that I am guaranteed at least 225 weeks of TPD benefits?

No.  Again, 225 weeks is the maximum you can receive, but not a guarantee.  Your TPD benefits may end for one of these reasons (there are others, but these are the most common):

  • You return to work, for any employer, at the wage you were earning when you were hurt.  Just like with TTD, the benefits end because you are no longer losing wages.
  • You are released to work without any restrictions.  Again, this is the same issue which arises for TTD benefits, and is often the main issue in litigation. You must have restrictions from your work injury in order to receive wage loss benefits.

How long do Permanent Total Disability (PTD) benefits last?

Unfortunately, permanent does not really mean permanent – at least in Minnesota work comp.  There have been a number of changes to PTD benefits over the years, but the most recent and significant relates to injuries occurring on or after October 1, 1995.  For those injuries, there is now a retirement presumption at age 67.  This means that the insurance company will stop paying your PTD benefits when you reach age 67 and force you to prove that you would not have retired at that age.  This will require you to file a claim and try to persuade a work comp judge that you would not have retired at age 67.  If you win your case, the insurance company will have to continue paying your PTD benefits beyond age 67.

Summary

I hope you have found this post helpful for  general questions about how long your benefits might last or how they might end.  There are many variables in every case that will affect the length of your benefits.  If you have questions about any aspect of your Minnesota work comp claim, please feel free to contact me at Bradt Law Offices at any time.  I am happy to speak with you about your claim or make an appointment for an absolutely free consultation in our Grand Rapids office or wherever it would be convenient for you.

As always, thank you for visiting our blog and please tell your friends that we are a source of good work comp information for workers injured in northern Minnesota and anywhere on the Iron Range.

How Much Can I Receive for a Minnesota Work Comp Settlement?

Although there is no single or simple answer to this question, I have posted it because this is one of the most common search requests I see from people visiting our blog.  Every day, I see search requests which involve some form of the question:  how much is a work comp settlement in Minnesota?

It is perfectly understandable to wonder if you will receive a settlement for your claim and how much it might be.  After all, we all know someone who has settled a work comp claim, or we have heard rumors about how much someone received for an injury claim.  Now that you have been injured and are “in the system”, you probably have the same questions and concerns.

In a previous blog post, I discussed when, or if, you might get a settlement in a Minnesota work comp case.  I explained that a “settlement” is not a guaranteed part of every claim.  (See this previous post, When Do You Get a Work Comp Settlement in Minnesota?)  In today’s  post, I will discuss how a claim is valued for settlement purposes.

As I pointed out in my earlier post, not every case results in a settlement.   In addition, every settlement is different, based upon a variety of factors which will be different in every case.  The only way to put a value on your individual case, is to look at all of the factors which affect how much the insurance company might be willing to pay to settle your claim.  Some of the factors considered are:

Average Weekly Wage and Compensation Rate.  Every claim starts with the basic determination of your average weekly wage on the date of injury. Any wage loss benefits you are paid after that are based upon the average weekly wage.  The higher your average weekly wage, the more value your claim will probably have.  It stands to reason that if the insurance company is paying you wage loss benefits at the maximum rate of $850 per week, your claim has more value than someone who was working part-time at minimum wage and is receiving work comp benefits of $175 per week.

How Many Weeks Have You Been Paid and How Many Do You Have Remaining?  There are limits on the number of weeks that you can receive certain benefits.  Temporary Total Disability (TTD) benefits are limited to 130 weeks (104 weeks for injuries occurring before 10/1/08). Temporary Partial Disability (TPD) benefits are limited to 225 weeks and are not available if more than 450 weeks have elapsed since your date of injury.

Keep in mind that these are not guaranteed weeks of wage loss benefits.  Your benefits might end long before 130 or 225 weeks, for a variety of reasons – these are simply the maximum number of weeks you can receive.  So, if the insurance company has already paid you most of the available weeks of benefits you can receive, they don’t have much exposure in terms of future benefits.  Or, if your weekly wage loss benefits are about to end for some other reason, your claim may have limited value for settlement purposes.

On the other hand, if you have only been paid a few weeks and it appears that you will be eligible for long-term, ongoing wage loss benefits, then your claim would have significantly more value.

How Serious Was Your Injury and What Are Your Restrictions?  If you are permanently unable to return to a high-paying job, your claim has more value.  The insurance company will likely be paying you weekly wage loss benefits for many months.  Or, they may realize that you need vocational retraining, which can also be very expensive.  Your claim would have more value under those circumstances.

On the other hand, if your injury is only temporary and you can return to your previous job at your regular wage, the insurance company may not consider the claim as having long-term financial exposure.  They may simply wait for you to return to work at full wage and just pay future medical expenses related to your injury, without wanting to make any type of settlement.

How Strong or Weak Is Your Claim?  Has your entire claim been denied by the work comp insurance company?  If so, they may be willing to take their chances at a hearing.  If the insurance company wins, they don’t have to pay you anything.

In a medical dispute, the strength or weakness of the medical evidence is a key factor.  If you have a strong, supportive medical report from your doctor, your claim will have more value than if you have weak medical evidence.

What Issues Are Being Disputed?  If the only dispute is over a small medical bill or a few weeks of wage loss benefits, the claim probably won’t have much value.  If the dispute involves Permanent Total Disability (PTD) or retraining, the insurance company is looking at a lot more exposure for future benefits and the claim will have more value, assuming you have a strong claim based upon solid medical and vocational evidence.

How Old Are You, How Disabled Are You and What Are Your Plans for the Future?   If you are a younger person with a serious injury, a high wage  and plans to work for many more years, you might have a claim that could cost the insurance company a lot of money.  Those types of claims, if supported by strong medical evidence, can result in significant settlements.  On the other hand, if you are near retirement age, are only temporarily disabled or have a minor injury, your claim will be valued much differently.

These are only some of the factors that are considered when trying to put a value on a claim if the insurance company wants to make a settlement. There can be other factors that come into play, including previous injuries or pre-existing conditions, credibility issues, your cooperation with vocational rehabilitation, the quality of any job search you might have done and many others.

What We Recommend

If the insurance company proposes a settlement of your work comp claim, you should immediately contact an experienced attorney for advice or representation.  A claims adjuster or defense attorney will have far more experience than you in evaluating the claim.  Obviously, they will try to settle your claim as cheaply as possible.  Even though a settlement must be approved by a work comp judge, the judge does not represent you and cannot give you any advice about whether it is a fair settlement.

If you have any questions about your work injury claim, whether it involves a settlement or anything else, feel free to contact me at Bradt Law Offices anytime, with any questions.  We can talk about your claim on the phone or we can make an appointment to meet – either way it is an absolutely free consultation.  We can meet in my Grand Rapids office or wherever it would be convenient for you.

I  have been representing your friends and neighbors in their work comp claims all across northeastern Minnesota for nearly 30 years.  If you’ve been injured, we can help.

Thank you for visiting our blog.

Questions to Ask Before You Hire A Lawyer for Your Minnesota Work Comp Case

You‘ve been injured at work.  You are either thinking about filing a claim or have already done so.  Perhaps you are dealing with an insurance company claims adjuster you don’t really trust.  Maybe the insurance company has scheduled you for an independent medical exam (IME), or assigned a QRC to your case.  No matter the reason, you are looking for an attorney who can answer some questions for you and protect your interests, if necessary.

You have looked in the phonebook or done a Google search and found dozens of lawyers and law firms who advertise themselves as work comp lawyers.  Minneapolis.  St. Paul.  Duluth.  The Iron Range.  Who to call?  What questions to ask?

These would be some good questions to ask if you are looking for an experienced attorney to help you with your case:

Do you specialize in work comp cases?  What you really want to know is if the attorney focuses his or her practice primarily on workers’ compensation claims.  You probably don’t want someone who dabbles in work comp, along with divorces, DUIs, wills, real estate, etc.  While a general practice law firm can be very helpful on a number of matters, work comp is a complicated and specialized field of practice.  We develop skills and knowledge about work comp matters only after years of experience with a variety of injury claims.  If work comp is just one of many practice areas an attorney advertises, you may want to look elsewhere.  My practice is limited exclusively to workers’ compensation, injury and Social Security disability matters.

Have you taken many cases to trial?  There is no substitute for experience.  If an attorney has taken lots of cases to trial over a number of years, you can assume that you are talking to someone with a lot of experience.  Taking cases to trial is important for several reasons.  For one thing, at trials we appear before a variety of different judges and learn what to expect in each judge’s courtroom.  It’s also important to take cases to trial because sometimes that’s the only way to get a fair result.  If the attorney for the insurance company knows that your lawyer will take a case to trial, they are much more likely to make a fair settlement offer.  I’ve been trying work comp cases for my injured clients all across northern Minnesota for over 28 years.

Do you have experience with my type of injury?  Over the past 28 years, I have had experience with just about every kind of injury one could imagine.  So, when a new client comes to me and asks if I’ve ever handled a shoulder surgery claim, a lead poisoning claim,  a cervical fusion case, a brain injury claim, a quadriplegia case or a carpal tunnel claim, I can answer  “yes”.  I can also suggest a variety of surgeons or medical specialists who might be able to help my client with medical treatment and a supportive letter or medical report for the claim.

Are you familiar with northern Minnesota?  Why is this important?  Well, it certainly helps if your attorney knows the local medical providers, vocational rehabilitation consultants and employment services and opportunities.  It helps to know all about the mining industry, construction industry, tourism and logging industry across northern Minnesota, and what my clients do at those jobs.   It might even help if your attorney has actually operated a forklift, a loader, a chainsaw or a jackhammer.  (Or delivered Hamm’s beer from Eveleth to Ely, which I did many years ago : )   If you are looking for a new job after a work injury, you need every advantage you can get in a tough economy.  As an Eveleth native and resident of northern Minnesota for over 50 years, I know my way around the Iron Range – and that’s good for my clients.

What We Recommend

If you feel that it’s time to have someone in your corner while you battle the insurance company, or if you simply have a few questions about your claim or the work comp system, please give me a call.  Don’t be afraid to contact us, anytime, if I can answer some questions for you.  It won’t cost you anything and I will always give you my honest assessment about whether you need a lawyer to represent you.

Remember, you are dealing with an insurance company which handles hundreds or thousands of claims every day. They have experienced claims adjusters and attorneys managing their files.  Even if you don’t need a lawyer at the moment, a little information about how the work comp system works can make a big difference for you in your dealings with the insurance company.

If you have questions about how much it costs to hire us (nothing), this earlier post should answer those questions for you.

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Thanks again for visiting our blog and please spread the word that we are a source of good work comp information for workers injured in northern Minnesota and anywhere on the Iron Range.