tag:blogger.com,1999:blog-74713488553333614492024-03-05T23:52:39.079-08:00California Lawyers - Personal Injury, Workers Compensation & Civil RightsMastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comBlogger61125tag:blogger.com,1999:blog-7471348855333361449.post-6806485381038475392020-05-06T17:40:00.001-07:002020-05-06T17:40:29.912-07:00Governor Newsom Signs Executive Order Clarifying COVID-19 Is A Presumptive Injury <br />
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Today, Governor Newsom signed Executive Order N-62-20. This critical order creates a rebuttable presumption that California’s essential employees who contract COVID-19 did so in the course and scope of their employment if certain requirements are satisfied and thus are eligible for workers' compensation benefits.<o:p></o:p></div>
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<a href="https://blogger.googleusercontent.com/img/proxy/AVvXsEg7WWgEeIP3Jtc2pXUOrSaRbkSbOegeHamq01lfy1qw38HoSaZq2dmlzauc6lrkFpWHWfsNcie_G88_NCpE60Lc-QE6b9COz32qzW19_plUBZZR2dPZtzh55MIbQtZQkoPeKp893i00_BGf_4_mpsQGb5LJCUXJxw0cewu2Jaq-C0jTMpFVrydAiiyx=" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Coronavirus - HSA - Stanislaus County" border="0" height="147" src="https://blogger.googleusercontent.com/img/proxy/AVvXsEg7WWgEeIP3Jtc2pXUOrSaRbkSbOegeHamq01lfy1qw38HoSaZq2dmlzauc6lrkFpWHWfsNcie_G88_NCpE60Lc-QE6b9COz32qzW19_plUBZZR2dPZtzh55MIbQtZQkoPeKp893i00_BGf_4_mpsQGb5LJCUXJxw0cewu2Jaq-C0jTMpFVrydAiiyx=" width="320" /></a>The presumption, which is disputable by the employer, pertains to employees that have tested positive or been diagnosed by a licensed physician with COVID-19 within 14 days after a day that the employee performed labor or services at the employee’s place of employment, or at the employer’s direction – but not at the employee’s home or residence. In addition to first responders and health care workers, the new executive order also covers other employees who are working during the COVID-19 pandemic.<o:p></o:p></div>
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Under the Order, the presumption will be in place for the next 60 days and covers claims dating back to March 19, 2020. Once a COVID-19 claim has been filed, the employer will have 30 days to determine whether to accept or deny the claim. The presumption should eliminate most of the causation fighting that is currently happening between the workers’ compensation insurance carriers, third party administrators and those seeking benefits under the California Workers’ Compensation system. However, it is unclear at this time whether employers will make an effort to challenge this order.<o:p></o:p></div>
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<span style="font-family: "times new roman" , serif; font-size: 12pt;">Workers’ Compensation benefits may include medical treatment; temporary disability (or salary continuation under Labor Code section 4850 for public safety) so long as the employee is certified for temporary disability by the treating physician; permanent disability; and/or dependency death benefits. If you are someone you know has tested positive or was diagnosed with COVID-19 within 14 days of performing labor or services at the employee’s place of employment please contact the law office of Mastagni Holstedt for assistance in pursuing workers’ compensation benefits</span>Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-30179858859228406222020-04-21T15:08:00.002-07:002020-04-21T15:11:47.725-07:00Filing a COVID-19 Workers' Compensation Claim<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 4;">
<span style="font-family: inherit; mso-fareast-font-family: "Times New Roman";">The pandemic caused by the coronavirus disease (COVID-19) is impacting almost every aspect of Californian lives, including how we live and work.<span style="mso-spacerun: yes;"> </span>Every cough, runny nose and even headache can make a person wonder if they have contracted this virus. To make matters worse our first responders and front-line medical personnel continue to perform their essential services to our communities while most Californians are under the protection of a public health directive to shelter in place.</span><br />
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<span style="font-family: inherit; mso-fareast-font-family: "Times New Roman";">While the general public shelters in place, our first responders face a mounting risk of exposure to COVID-19.<span style="mso-spacerun: yes;"> </span>This public health crisis is transforming into an ever-expanding first responder crisis as peace officers, firefighters, and medical personnel contract the virus as they perform their essential services.<span style="mso-spacerun: yes;"> </span>Given these facts, the logical question is what will happen to our first responders if and when they contract COVID-19. Does California have a plan for them?</span></div>
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<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: inherit;">Workers’ Compensation</span></u></b></div>
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<span style="font-family: inherit;">The purpose of Workers’ Compensation is to provide monetary and medical benefits to people who become injured while working in the course and scope of their job duties. Part of the workers’ compensation process is to separate work related from non-work-related claims. In the context of a disease such as <span style="color: blue;"><a href="https://www.blogger.com/u/1/null" name="_Hlk37925003">COVID</a>-</span>19, this becomes very difficult to do in practice.</span></div>
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<b><u><span style="font-family: inherit;">Increased Risk to Exposure</span></u></b></div>
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<span style="font-family: inherit;">However, there is a recognizable link between the nature of a first responder’s job and an increased risk of contracting the disease. First responders typically encounter a wide variety of exposures at work, including but not limited to bodily fluids, sneezing/coughing, and the unavoidable touching of unclean surfaces. Historically, when dealing with other injuries that first responders face a greater risk of suffering than the public, our State Legislature has acted to create a presumptive injury status for certain injuries.<span style="mso-spacerun: yes;"> </span></span></div>
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<b><u><span style="font-family: inherit;">Presumptive Injuries</span></u></b></div>
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<span style="font-family: inherit;">The presumption effectively shifts the burden of establishing causation.<span style="mso-spacerun: yes;"> </span>This means the argument switches from the employee’s burden to establish that he suffered an industrial injury to a burden upon the employer.<span style="mso-spacerun: yes;"> </span>The employer must rebut that the injury suffered was not from industrial exposure.<span style="mso-spacerun: yes;"> </span>For example, there are presumptions for certain first responders who suffer pneumonia, meningitis, tuberculosis, etc.</span></div>
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<span style="font-family: inherit;">At present, there is inadequate formal guidance from the State of California as to whether any Workers’ Compensation presumptions would apply to our first responders in the event of a confirmed COVID-19 infection.<span style="mso-spacerun: yes;"> </span>In the absence of a presumption, the burden is on the injured first responder to prove that they were at a greater risk of exposure to COVID-19 at the time they contracted the illness. </span></div>
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<b><u><span style="font-family: inherit;">Record of Exposure</span></u></b></div>
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<span style="font-family: inherit;">If a first responder is exposed to an individual whom is believed to have the virus the first responder should attempt to establish a record of known or suspected exposure to COVID-19 at work. This evidence may include information as to the time of the exposure, the location of the exposure, the mechanism of transmission, if known, and any other knowledge or observation of COVID-19 symptomatology present at the workplace. This information must be communicated to the employer as well.</span></div>
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<span style="font-family: inherit;">In addition to providing information about any potential exposure to COVID-19, the injured first responder must provide medical evidence that they have actually sustained an infection. The preference is medical testing. However, in the absence of test results, there will need to be a diagnosis from a licensed physician of a suspected COVID-19 case. In addition to the diagnosis itself, relevant medical information includes any medical evidence which tends to show that COVID-19 was accelerated, aggravated, or precipitated by job duties. </span></div>
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<span style="font-family: inherit;">The bottom line is that establishing a causal relationship generally requires a qualified physician's opinion, based on a reasonable degree of medical certainty, that the diagnosed condition is causally related to your employment. This opinion must be based on a complete factual and medical background. However, the ubiquity of COVID-19 presents unique challenges to the standard causation formula. How consistently can we prove the circumstance of work-related exposure to COVID-19 in an environment where the virus is known to be extremely contagious, relatively unseen, and transmitted by means we are only beginning to fully comprehend?<span style="mso-spacerun: yes;"> </span>The fear is, without a presumption, we simply will not have the tools needed to consistently provide benefits to our first responders despite their daily heroism on the front lines of this disease.</span><br />
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<span style="font-family: inherit;">However, Mastagni Holstedt, APC is asserting that injuries caused by a COVID-19 exposure and/or infection should fall under one of the existing public safety presumptions.</span><span style="font-family: inherit;"> </span><span style="font-family: inherit;">The legislative intent behind the creation of a public safety presumptive injury in the California Labor Code is to offer additional protection to first responders who put their lives at risk for the public’s benefit. The risk they take while assisting the public through the COVID-19 pandemic is no different.</span><br />
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<b><u><span style="font-family: inherit;">Creating a COVID-19 Presumption</span></u></b><br />
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<span style="font-family: inherit;">It remains to be seen if Mastagni Holstedt will prevail in our arguments that one or more of the existing presumptions should be extended to cover injuries caused by COVID-19 because at the time the presumptions were codified COVID-19 did not exist.<span style="mso-spacerun: yes;"> </span>However, there are separate efforts underway to create a new presumption in law.<span style="mso-spacerun: yes;"> </span>Fire fighter and law enforcement advocates, such as the Peace Officer Research Association of California (“PORAC”) and the California Professional Fire Fighters ("CPF"), have urged California Governor Gavin Newsom and the State Legislature to create a presumptive injury for our first responders exposed to or inflected with COVID-19. These efforts are ongoing.<span style="mso-spacerun: yes;"> </span></span></div>
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<span style="font-family: inherit;">The State Legislature is currently debating Assembly Bill No. 664 which seeks to define “injury” for certain state and local firefighting personnel, peace officers, certain hospital employees, and certain fire and rescue services coordinators to include being exposed to or contacting a communicable disease, including COVID-19.<span style="mso-spacerun: yes;"> </span>The proposed bill would create conclusive presumption, as specified, that the injury arose out of and in the course of employment.</span></div>
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<span style="font-family: inherit;">The fear is, without a presumption, we simply will not have the tools needed to consistently provide benefits to our first responders despite their daily heroism on the front lines of this disease.<span style="mso-spacerun: yes;"> </span>With that said, at Mastagni Holstedt we continue to represent our first responders and will vigorously litigate on their behalf for an extension of the existing presumptive injuries.</span><br />
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<span style="font-family: inherit;">If you or someone you know needs help with this fight please contact Mastagni, Holstedt, A.P.C. for an advocate who supports what you do for our communities and who will fight this legal battle with you.</span>Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-46992538499722204232020-04-15T17:18:00.003-07:002020-04-15T17:45:59.923-07:00California Supreme Court Sets Oral Arguments for Pension AppealsToday the <a href="https://appellatecases.courtinfo.ca.gov/search/case/dockets.cfm?dist=0&doc_id=2244367&doc_no=S247095&request_token=OCIwLSEmXkw7WyBZSCItSENIUEA0UDxTJyMuRzNSLDtJCg%3D%3D" target="_blank">California Supreme Court</a> set oral arguments in the Alameda County Deputy Sheriff’s Association pending appeal, which is consolidated with several other employee organizations, challenging the constitutionality of the Public Employee Pension Reform Act (PEPRA) as it applied to certain plan members under County Employees Retirement Law of 1937 (CERL). <br />
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Arguments will be heard on May 5, 2020, at 9:00 a.m. via video or teleconference. The case is captioned, <i> Alameda County Deputy Sheriff’s Association v. Alameda County Employees’ Retirement Assn.</i> (Cal. 2018) 230 Cal.Rptr.3d 681. The <a href="https://alamedadsa.com/" target="_blank">Alameda DSA</a> is represented by Mastagni Hosltedt, APC, attorneys <a href="https://www.mastagni.com/attorneys/partners/david-e-mastagni/" target="_blank">David E. Mastagni</a> and <a href="https://www.mastagni.com/attorneys/associates/isaac-s-stevens/" target="_blank">Isaac S. Stevens</a>.<br />
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<br />Mastagni Lawhttp://www.blogger.com/profile/04060508971668549922noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-85876343582981928582020-04-13T16:24:00.001-07:002020-04-14T10:10:24.822-07:00 Listen NOW: Mastagni Holstedt's Brendan Rochford Interviewed By Ride Along Radio Regarding Need For COVID-19 Workers Compensation Presumption <a href="https://www.youtube.com/watch?v=AXR8VU1_0KQ" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a>On Thursday, Mastagni Holstedt's own Brendan Rochford was interviewed by Ride Along Radio. Listen to the interview below as Brendan outlines the need for legislation to ensure that COVID-19 becomes a presumptive injury under California's Worker Compensation System.<br />
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<a href="https://www.youtube.com/watch?v=AXR8VU1_0KQ&t=37m45s" target="_blank"><img alt="Ride Along Radio Show - Home | Facebook" border="0" height="238" 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" 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<a href="https://www.mastagni.com/attorneys/associates/brendan-b-rochford/" target="_blank"><i>Brendan Rochford</i></a></div>
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<a href="https://www.mastagni.com/wp-content/uploads/sites/7686/2019/10/Attorney_brendan_rochford.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="300" data-original-width="200" src="https://www.mastagni.com/wp-content/uploads/sites/7686/2019/10/Attorney_brendan_rochford.jpg" /></a></div>
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Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-15645779568741026052020-02-14T12:00:00.001-08:002020-02-14T12:00:24.829-08:00Mastagni Holstedt Wins Cancer Presumption Exception for Imperial County Probation Officer<div class="MsoNormal">
In California Workers’ Compensation law, injured workers must normally prove the alleged injury was caused by their job duties (to the standard of a reasonable medical certainty). Over the years, the California legislature has recognized the unique and demanding job duties public safety officers and other first responders face and outlined specific, presumptive injuries. This was done in an effort to make Workers’ Compensation claims and treatment process quicker. One such presumption is cancer. However, each presumption specifically designates who will qualify as a matter of law. These designations are not normally subject to review by the courts. Furthermore, probation officers are categorically excluded in the statutory language of the cancer presumption.<o:p></o:p></div>
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<a href="https://tularecounty.ca.gov/probation/cache/file/837B377A-A018-11C3-2ED56DB17C0DA28C_carouselimage.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img alt="Careers" border="0" height="133" src="https://tularecounty.ca.gov/probation/cache/file/837B377A-A018-11C3-2ED56DB17C0DA28C_carouselimage.jpg" width="320" /></a>Notwithstanding the statutory exclusion, Mastagni attorney Brendan B. Rochford successfully argued for an exceptional application of the cancer presumption (William Dallas Jones Cancer Recovery Act (“Act”)), otherwise known as Labor Code §3212.1, to Imperial County Probation Manager Iran Martinez. Raising multiple factors, Mr. Rochford successfully demonstrated Martinez was performing the usual and customary duties of a special agent for the State of California as classified in PC 830.1(b), entitling him to the cancer presumption. The Workers’ Compensation Appeals Board of San Diego agreed and granted Officer Martinez an exception to the presumption. This <b>should soon result</b> in Martinez receiving the benefits for an accepted cancer claim.<o:p></o:p></div>
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The presumptions set forth in Labor Code §3212.1 apply to peace officers sworn under Penal Code §830.1, not to peace officers sworn under Penal Code §830.5. Probation officers in California are sworn under Penal Code §830.5. Attorneys for the County of Imperial argued Officer Martinez’ sworn status precluded him from eligibility under the Act. Relying on <i>Reeves v. WCAB, </i>Mr. Rochford countered that Officer Martinez’ job duties as a Narcotics Task Force Officer/Special Agent were also critical factors in the Court’s analysis.<o:p></o:p></div>
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The Court agreed and found that Officer Martinez’ job duties, along with other circumstances including his training, equipment, and title of “Special Agent Martinez,” entitled him to classification as a special agent under Penal Code §830.1(b). After reviewing the deposition of the doctor, the Court further agreed that Officer Martinez’ entitlement to the presumption should clear the way for Workers’ Compensation benefits due to the nature and timing of his injuries. It is on this basis that an order was issued compelling Worker’s Compensation benefits. The decision recognizes the inequity of ordering a probation officer to perform traditional police duties that place them in harm’s way, without affording them the same Workers’ Compensation benefits enjoyed by other PC 830.1 (b)members of the Task Force.<o:p></o:p></div>
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This case speaks to the importance of not giving up on a serious Workers’ Compensation claim simply due to a denial of the presumption based on Penal Code designation. The actual job duties performed at work are crucial factors in determining whether you will be found eligible for a Workers’ Compensation presumption. A consultation with an experienced Workers’ Compensation attorney may be the difference in qualifying for Workers’ Compensation benefits under a public safety presumption.<o:p></o:p></div>
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This decision was recently signed by Workers’ Compensation Judge Wade DiCosmo on January 31, 2020. Defendant enjoys a right to file a Petition for Reconsideration. Updates to be provided accordingly.<o:p></o:p></div>
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Brendan Rochford is a valuable member of the Mastagni Holstedt, A.P.C. team, successfully litigating Worker’s Compensation claims for public safety officers throughout California. As demonstrated by his success in this case, he is well versed in applicable presumptions. He is based in Rancho Cucamonga and regularly appears at the Worker’s Compensation Appeals Boards in San Diego, Riverside, San Bernardino, Pomona, Van Nuys, Santa Barbara, Anaheim, Santa Ana, Los Angeles, Bakersfield, Oxnard, and San Luis Obispo.<o:p></o:p></div>
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Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-13848877920685607142019-11-19T09:41:00.000-08:002019-11-19T09:41:27.406-08:00Mastagni Holstedt Gets PERB Complaint for Employer Refusal to Provide Information<br />
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Mastagni attorneys Kathleen Mastagni Storm and Chelsea Avent
recently got a Public Employment Relations Board (“PERB”) Complaint issued against
the County of Kern for refusing to provide relevant information to Kern County
Fire Fighters Association, Local 1301. PERB concluded the County violated the
Meyers-Milias-Brown Act by withholding the information from Local 1301.<o:p></o:p></div>
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For over a year, the County dragged its feet and engaged in
bad faith bargaining. In July 2018, Local 1301 and the County began
negotiations for a successor Memorandum of Understanding (“MOU”). The
bargaining ended in a mediation and a fact finding hearing between the parties.
Local 1301’s chief negotiator Robbie McCandlish and attorney Howard Liberman’s
hard work during the hearing got a favorable fact finding report for Local 1301.
The report noted the County had over $180 million in reserves, Local 1301 were
the lowest paid personnel in the surveyed departments, and that members have
seen minimal to no pay increases since 2008.</div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjSa5fUrsyntgh_w2q06YKE4RCjpx-tMjb97lIRAUX2PQk-j-gChVaSauZLRiIJDNahdUk3Met7OcHMmy6LVtDqqVZMeYzxrg9_X6nJjexUl-wnv1v3MlmeQk1uOHwRHA-OGEzgombunAkZ/s1600/Local1301.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="400" data-original-width="400" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjSa5fUrsyntgh_w2q06YKE4RCjpx-tMjb97lIRAUX2PQk-j-gChVaSauZLRiIJDNahdUk3Met7OcHMmy6LVtDqqVZMeYzxrg9_X6nJjexUl-wnv1v3MlmeQk1uOHwRHA-OGEzgombunAkZ/s320/Local1301.jpg" width="320" /></a></div>
<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
During bargaining, the County told Local 1301 it intended to
cut approximately three million dollars from the Fire Department’s overall
budget. The County insisted on concessions from Local 1301. Local 1301 decided
to seek out alternative cost saving proposals in an effort to mitigate the harm
a pay cut would have.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Beginning in October 2018, Local 1301 requested information
regarding healthcare plans, member information, and claim details to obtain
health care cost quotes from outside companies to formulate its proposals for
group insurance plans during bargaining. <o:p></o:p></div>
<div class="MsoNormal" style="text-indent: .5in;">
<br /></div>
<div class="MsoNormal">
Between December and April 2019, the County slowly provided different
variations of aggregate information for enrollment count, number of dependents,
workers’ compensation claims, and annual medical claims. Local 1301 continued
requesting the specific information and attempted to work with the County to
find an agreeable way to provide the information that would not allow the
identification of any members. It was not until April 2019 the County finally told
Local 1301 it could not provide the information claiming it could violate
health privacy laws. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
PERB’s Complaint concluded the County refused to provide
information relevant and necessary to Local 1301’s discharge of its duty to
represent employees. Further, the County violated the MMBA by refusing to meet
and confer in good faith over the requested information, interfering with members’
rights to be represented, and interfering with Local 1301’s right to represent
members.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This decision confirms an employer’s duty to either supply relevant
information or timely and adequately explain why it cannot provide the information.
Even if the employer ultimately provides the requested information, it will not
excuse an unreasonable delay. <span style="mso-spacerun: yes;"> </span>An
employer’s refusal to provide information amounts to bad faith bargaining in
violation of the MMBA.<o:p></o:p></div>
<br /><br />
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-87805847358872718142019-11-05T14:34:00.001-08:002019-11-05T14:34:58.842-08:00Delays in Obtaining Medical Treatment<br />
<div class="MsoNormal">
<span style="font-family: "Times New Roman", serif; font-size: 12pt;">First, it is important to note that securing medical
treatment under a workers’ compensation claim is procedurally quite different
than treating with one’s family doctor. </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">When a patient receives a
prescription for medication or any other form of treatment under private insurance, the patient usually expects the pharmacy to fill the prescription
immediately. </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">However, within the context of a workers’ compensation
claim, merely obtaining a prescription and presenting it to the pharmacy may
not be sufficient</span><b style="font-family: "Times New Roman", serif; font-size: 12pt;"><i> </i></b><span style="font-family: "Times New Roman", serif; font-size: 12pt;">to ensure the employer will be responsible for
the cost of that prescription.</span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman", serif; font-size: 12pt;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">In fact, if one attempts to procure treatment for a
work injury as if it were a non-work-related condition, that persons runs the
risk of becoming financially responsible for the treatment at issue.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Naturally, steps should be taken, when possible, to
avoid that undesirable outcome.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Ensuring the employer’s insurance company is
financially responsible for medical treatment begins with adhering to and
considering the necessary steps of the mandatory Utilization Review process.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><span style="mso-tab-count: 1;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><b><i>What
is Utilization Review?<o:p></o:p></i></b></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">For all work-related injuries occurring after January
01, 2013, pursuant to SB 863, all medical treatment requests under workers’ compensation claims
must be submitted to Utilization Review. </span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">It should be noted that
Utilization Review has an extensive legislative history in the State of
California and is implicated by many sources of law. Those sources include but
are not limited, to Assembly Bill 749, Senate Bill 899, and are further codified
in California Labor Code Sections 4062 and 4610.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Utilization Review applies within the first 90 days of
filing a claim, also known as the investigation period allocated to the
Employer, but the Employer is only responsible for the cost of reasonable
medical treatment, up to $10,000.00, during that 90-day-period. After the first
90 days, the insurance company must have accepted liability for the claim/body
part for which treatment is being sought, prior to there being a possible <b><i>application
of utilization review</i></b>. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">If your claim is denied or even if it has been
accepted, it may be an appropriate time to seek legal counsel to facilitate administration
of a claim for a workplace injury.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><span style="mso-tab-count: 1;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><b><i>Initiating
Utilization Review<o:p></o:p></i></b></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">The purpose of utilization review is to answer the
question of whether treatment is <b><i>medically necessary </i></b>according to
the relevant treatment guidelines<b><i>. </i></b>The possible answers to that
question are: yes (“certified”); no (“non-certified”); or in-part yes or no
(“modified”).<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman", serif; font-size: 12pt;">If the Employer requests Utilization Review, that
request is first triggered based upon steps taken by an injured worker’s </span><b style="font-family: "Times New Roman", serif; font-size: 12pt;"><i>Primary
Treating Physician</i></b><span style="font-family: "Times New Roman", serif; font-size: 12pt;">.</span></div>
<div class="MsoNormal">
<b><i><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></i></b></div>
<div class="MsoNormal">
<b><i><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Primary Treating Physician (“PTP”) </span></i></b><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">is
a defined term by law and is the doctor designated in advance with the Employer
to fulfill the duties indicated in California Code of Regulations Section 9785,
among others. Some of those duties will be outlined below and are much
different than those a private doctor would need to follow.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">On that note, choosing a <b><i>PTP </i></b>may be an
appropriate topic of discussion with an attorney.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Further, if liability for a workers’ compensation
claim or any aspect thereof has been accepted, an injured worker’s <b><i>PTP</i></b>,<b><i>
</i></b>requesting treatment, must submit a <b><i>Request for Authorization
(“RFA”) <u>and</u></i></b> <b><i>Physician Progress Report (“PR-2”).<o:p></o:p></i></b></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">The RFA is a state required form specific to the purposes of requesting treatment under a workers’ compensation claim.
The RFA is mainly a claim demographic form, identifying the injured worker,
workers’ compensation insurance carrier, and the <b><i>PTP</i></b>. However,
and importantly, the RFA also includes the name and diagnostic codes of the specific
treatment being requested in terms of quantity, frequency, and duration. The <b><i>PTP</i></b> must sign the RFA and transmit it along with the PR-2
(progress report) to the workers’ compensation insurance carrier to request medical treatment.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman", serif; font-size: 12pt;">It is important to note that those steps, although
necessary, do not guarantee whether the outcome of utilization review is certified;
non-certified; or a modification. Further, a </span><b style="font-family: "Times New Roman", serif; font-size: 12pt;"><i>utilization review </i></b><span style="font-family: "Times New Roman", serif; font-size: 12pt;">decision
on the basis of any one RFA and PR-2 does not necessarily mean that future RFAs
and PR-2s will result in the same decision (i.e. certified; non-certified; or
modified).</span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman", serif; font-size: 12pt;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Similarly, if treatment is approved or
approved-in-part, the workers’ compensation insurance carrier will be
financially responsible for the approved portions of request(s) associated with
a given RFA and PR-2. So, since any approved portions stem from one RFA and
PR-2, the <b><i>PTP </i></b>will have to complete subsequent RFAs and PR-2s for
any future treatment requests. </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Thus, once the </span><b style="font-family: "Times New Roman", serif; font-size: 12pt;"><i>PTP </i></b><span style="font-family: "Times New Roman", serif; font-size: 12pt;">transmits a RFA/PR-2
to the workers’ compensation insurance carrier, timing issues must then be
considered.</span></div>
<div class="MsoNormal">
<b style="text-indent: 0.5in;"><i><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></i></b></div>
<div class="MsoNormal">
<b style="text-indent: 0.5in;"><i><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Timing Under Utilization
Review:</span></i></b></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">The gist of these timing elements, for better or
worse, often amounts to delay in obtaining medical treatment. </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">California Labor Code 4610(g)(1) provides that a </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;"><i><b>utilization
review decision</b> </i></span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">must be made within </span><b style="font-family: "Times New Roman", serif; font-size: 12pt;"><i>5 working days </i></b><span style="font-family: "Times New Roman", serif; font-size: 12pt;">from
the receipt of information reasonably necessary to make the determination, </span><b style="font-family: "Times New Roman", serif; font-size: 12pt;"><i>but
in no event more than 14 days</i></b><span style="font-family: "Times New Roman", serif; font-size: 12pt;"> from the date of the medical treatment
recommendation by the physician. </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Further, California Labor Code 4610(g)(3)(A) requires
that a decision be </span><b style="font-family: "Times New Roman", serif; font-size: 12pt;"><i>communicated</i></b><span style="font-family: "Times New Roman", serif; font-size: 12pt;"> to the physician within 24 hours
of the decision and in writing within two business days to the physician,
employee, and if represented, legal counsel as well.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">These timing provisions apply to the workers’
compensation insurance carrier that receives an RFA and PR-2 from an injured
worker’s <b><i>PTP</i></b>. The timing provisions may seem a disadvantage to persons
who expect to obtain treatment in the same manner as from one’s family doctor. </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">However, the timing issues presented by utilization
review may provide guidance in developing a treatment plan for a work injury.</span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman", serif; font-size: 12pt;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Failure by a carrier
to timely respond to all RFA’s and PR-2s (i.e. to conduct utilization review)
means that <b><i>medical necessity</i></b> is an issue that may be properly
decided by the Workers’ Compensation Appeals Board, based upon substantial
evidence. </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Thus, if an injured worker believes that an RFA and PR-2 has
not received a timely response then it would be appropriate to seek legal
counsel to discuss the propriety of pursuing the matter further before the
Workers’ Compensation Appeals Board, or otherwise. </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">However, if a utilization review decision is timely,
but the decision is denial of treatment or modification then an injured
worker’s sole remedy is to file for </span><b style="font-family: "Times New Roman", serif; font-size: 12pt;"><i>Independent Medical Review </i></b><span style="font-family: "Times New Roman", serif; font-size: 12pt;">(a
topic to discuss further with an attorney).</span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman", serif; font-size: 12pt;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><b><i>Concluding
Remarks:<o:p></o:p></i></b></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Obtaining medical treatment under a workers’
compensation claim is more complicated than simply taking a prescription to the
pharmacy and can often be a source of delay. However, working with one’s
workers’ compensation <b><i>PTP </i></b>and/or legal counsel are ways to help
facilitate treatment.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">It is important to note that this article is not an
exhaustive explanation of all nuances pertaining to utilization review.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">This article is intended to provide only general
information regarding the procedural steps and timing issues that must be
considered when pursuing medical treatment under workers’ compensation.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">If you have suffered a work injury or are considering legal
representation related to workers’ compensation issues, please contact our
office at (916) 446-4692 for a free consultation.</span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-23103278897023969422019-07-01T09:25:00.001-07:002019-07-01T09:27:25.784-07:00“You Don’t Look Disabled” - How Representation Can Help You Navigate Inherent Bias and Other Pitfalls in Social Security Disability Hearings<br />
<div class="MsoNormal" style="text-align: justify;">
If you are denied Social Security
Disability Insurance or Supplemental Security Income benefits after an initial
application and reconsideration, you have a right to request a hearing within
60 days.<span style="mso-spacerun: yes;"> </span>Your case will be heard by an
Administrative Law Judge (ALJ), an independent trier of fact who is not bound
by the opinions of the medical evaluators who decide disability claims at the
initial levels of review. The Social Security Office of Hearing Operations is
one of the largest administrative law systems in the world, employing approximately
1,700 judges throughout the nation and its territories. While an administrative
law hearing is much less formal than a superior court hearing, and while the
Social Security disability determination process is non-adversarial, it can
nevertheless be fraught with pitfalls for some applicants.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Many applicants successfully
apply for benefits without the aid of a representative, but a seasoned advocate
can help others navigate these challenges and put their best case forward at a
disability hearing before an ALJ.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Young applicants have a harder
time securing benefits than older applicants.<span style="mso-spacerun: yes;">
</span>Anyone under the age of 50 is considered a ‘younger person’ in Social
Security’s regulatory scheme.<span style="mso-spacerun: yes;"> </span>There are
literally fewer paths to a finding of disability for younger applicants.<span style="mso-spacerun: yes;"> </span>For example, the agency has promulgated rules
in a series of tables known as the Medical-Vocational Guidelines (also referred
to as “the grids”).<span style="mso-spacerun: yes;"> </span>Each rule sets forth
specific combinations of vocational factors (your functional capacity, age,
education, and work experience) that determine whether the agency will expect
you to perform other work if you cannot return to your previous work. Where
your factors match the criteria of a rule, the agency grants benefits under a
medical-vocational allowance.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
However, of the more than eighty
grid rules, only one creates a presumption of disability for younger claimants.
This disparity suggests that the system is designed primarily with older
applicants in mind. Indeed, because young people are generally more vital and
resilient, they are typically not disabled by disease or injury at the same
rates as older applicants.<span style="mso-spacerun: yes;"> </span>This fact
underlies a predictable bias against younger applicants, that an advocate can
address in the presentation of your case.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Another all-too-human bias
affects the way claimants without obviously visible impairments are perceived. It
is difficult to predict how functional a person is just by looking at their
medical records. Conversely, it is just as difficult to tell how limited
someone is just by looking at them.<span style="mso-spacerun: yes;"> </span>Hence,
the hearing provides an opportunity for the ALJ to scrutinize claimants for the
credibility of their allegations.<span style="mso-spacerun: yes;"> </span>An
obvious difficulty presents when the signs and symptoms of a debilitating
impairment are not readily apparent.<span style="mso-spacerun: yes;"> </span>Someone with debilitating mental impairments, for example, might appear
physically hale.<span style="mso-spacerun: yes;"> </span>A good disability
advocate will tailor a hearing presentation to stress the elements of a claim,
and address potential biases where the claimant’s limitations aren’t visually
obvious.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Drug war era legislation amended
the Social Security Act so that disability benefits cannot be awarded where a
claimant has a drug or alcohol abuse disorder and would not be found disabled
but for that disorder.<span style="mso-spacerun: yes;"> </span>In a case with
active substance abuse, the ALJ must perform a subtler analysis to determine if
a claimant would still be disabled if they stopped abusing drugs or
alcohol.<span style="mso-spacerun: yes;"> </span>The analysis is tricky and
misapplication of the rule is a significant source of remands. Given the
federal government’s zero tolerance policy against drug abuse, it is no
surprise that most ALJs are wary of drug using applicants and often
misinterpret evidence of drug use as evidence inconsistent with disability,
rather than a predictable consequence of mental stressors. Clients with dual
diagnoses are especially vulnerable to this kind of bias, and are best served
by an advocate that can make a case that their underlying mental disorders
would still be disabling in the absence of drug abuse.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
What most applicants don’t know is
that the hearing itself is intended to allow a claimant to comment on all
evidence in their file that is considered ‘inconsistent with disability.’ A
well prepared ALJ will question a claimant about such evidence in all
hearings. However, the agency is
notoriously backlogged and ALJs are not always well prepared. An effective
advocate will review the file ahead of a hearing and identify inconsistent
evidence, so that a claimant has the opportunity to be heard on issues such as the
failure to pursue a recommended treatment or take narcotic pain medication
despite significant pain complaints, or reconciliation of alleged hobbies such
as sports with a claimant’s actual physical capabilities.<span style="mso-spacerun: yes;"> </span>It is often helpful for a representative to
address inconsistent evidence in their hearing brief as ALJs must consider this
evidence when making a credibility determination.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
If you are unsure whether
representation would benefit your Social Security claim, contact Mastagni
Holstedt, APC for a free consultation.<span style="mso-spacerun: yes;"> </span>Only thirty percent of claims are approved at the initial application
stage, and many applicants are discouraged from appealing because of the
wording of denial letters. But approval chances improve as a claim progresses
through the different levels of appeal, and the biggest opportunity for
advocacy comes at the hearing level.<span style="mso-spacerun: yes;">
</span>Having an advocate at your side when you make your case to an ALJ
improves your odds of prevailing because an experienced representative will know
how to prepare a case that is specific to your needs and the content of your
evidence.<span style="mso-spacerun: yes;"> </span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-18752869523377860172019-06-20T09:24:00.002-07:002019-07-01T09:23:11.404-07:00READ NOW: Mastagni Holstedt Representing Deputy Harmed in Altercation during NBA Championship Celebration <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><img height="213" src="https://s.hdnux.com/photos/01/03/43/60/17710085/5/gallery_large.jpg" style="margin-left: auto; margin-right: auto;" width="320" /></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Raptors Team President--Masai Ujiri, pictured above. </td></tr>
</tbody></table>
<br />
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<div class="MsoNormal">
<div style="text-align: justify;">
An Alameda County sheriff’s deputy who was pushed and hit in
the face by the Toronto Raptors’ president last week after winning the NBA
championship, has sustained a serious concussion and is currently on medical leave from work.</div>
</div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal">
<div style="text-align: justify;">
David P. Mastagni, founder of Mastagni Holstedt, is
representing the Deputy. As reported in the San Francisco Chronicle, and
numerous other media outlets, “[it] was an unprovoked hit in the jaw causing a
serious concussion and serious jaw injury. ” At the moment, Oakland police are conducting<span style="mso-spacerun: yes;"> </span>a thorough investigation. After that, "all options are on the table.” According to
David P. Mastagni, the Deputy “wants to
regain his health and go back to work.” <o:p></o:p></div>
</div>
<div class="MsoNormal">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal">
<div style="text-align: justify;">
The entire San Francisco Chronicle Article is available
<a href="https://www.sfchronicle.com/crime/article/Sheriff-s-deputy-has-concussion-after-incident-14016593.php?psid=aOyuK" target="_blank">here</a>.</div>
</div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-83092082998951313022019-03-29T14:36:00.000-07:002019-03-29T14:38:55.219-07:00Settlements<span style="text-align: justify;">The Workers’ Compensation system
is a limited benefits system that can extend for months, or even years, before
any discussions of settlement occur. Before settlement discussions, a doctor
must determine that an “applicant” is permanent and stationary, meaning he or
she is not expected to get better or worse within the next year. An applicant
is the party that opens a case at the local Workers’ Compensation Appeals Board
by filling out an application for adjudication of claim after they suffer a
work-related injury. Once an applicant is permanent and stationary, a large
percentage of Workers’ Compensation claims are settled by Stipulations with
Request for Award or by a Compromise and Release.</span><br />
<div class="MsoNormal" style="text-align: justify;">
<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 14.0pt; mso-bidi-font-size: 12.0pt;">Stipulations with Request for Award<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Stipulations with Request for
Award is a settlement that occurs when the parties agree to all the issues,
resulting in an award of permanent disability and future medical care.<span style="mso-spacerun: yes;"> </span>An award for future medical care is appealing
to many applicants because it is a way of avoiding having to pay ongoing, out-of-pocket
medical expenses for a work-related injury. Settling by way of Stipulations
with Request for Award is also beneficial in that an applicant may petition to
reopen their Workers’ Compensation claim within five years from the date of
injury in case of a new or further disability or an increase in the disability
of the original injury.<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
When drafting a Stipulation with Request
for Award, certain information is required, including the date of the accident,
the nature and extent of the applicant’s disability, the amount paid or due on
account of compensation, and the duration of any further payment.<span style="mso-spacerun: yes;"> </span>A settlement award must also account for any
lien claimants.<span style="mso-spacerun: yes;"> </span>Any third party that may
have provided benefits to an applicant that should have been provided by the Workers’
Compensation system has a right to a lien on a settlement award.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
Once the stipulations
settlement is drafted, the parties will meet with a Workers’ Compensation judge
in a walk-through process to finalize the process of getting the settlement
agreement approved.<span style="mso-spacerun: yes;"> </span>If the settlement
terms are found to be consistent with medical records and evidence, a Workers’
Compensation judge will approve the stipulation, making the agreement binding
on the parties. A Workers’ Compensation judge will also review a settlement to
ensure that the defendants are given credit against a settlement award if
disability compensation was advanced to the applicant.<o:p></o:p></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 14.0pt; mso-bidi-font-size: 12.0pt;">Compromise and Release <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
A Compromise and Release is a
settlement that terminates an employer’s liability for a work-related injury in
exchange for a lump sum paid to the applicant.<span style="mso-spacerun: yes;">
</span>Unlike a Stipulation with Request for Award, a Compromise and Release usually
does not provide future medical benefits.<span style="mso-spacerun: yes;">
</span>However, both types of settlements have virtually the same filing and
format requirements and both must be accompanied by the same information
regarding adequacy of award and proof of service on any and all lien claimants.
<span style="mso-spacerun: yes;"> </span>(See <a href="https://codes.findlaw.com/ca/labor-code/lab-sect-5003.html"><span style="color: #3d85c6;">LC §5003</span></a>).<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-tab-count: 1;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
The terms of a Compromise and
Release are listed in the settlement. The agreement must be witnessed by two
disinterested witnesses or by a notary public.<span style="mso-spacerun: yes;">
</span>A Compromise and Release must also be signed by all attorneys prior to
being presented to a Workers’ Compensation judge for approval. A signed Compromise
and Release is then presented to a Workers’ Compensation judge for review of
adequacy of benefits being awarded to the applicant.<span style="mso-spacerun: yes;"> </span>(See LC §5001).<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Signing away the right to future
medical benefits is a serious decision, so a Workers’ Compensation judge will
want to ensure that an applicant understands that they will bear the costs to
treat their injury once the settlement is approved. When an applicant has
representation, he or she is protected by their attorney who will ensure that
an informed decision is made and ensure that the settlement is adequate for
purposes of a Workers’ Compensation judge’s approval.<span style="mso-spacerun: yes;"> </span>An unrepresented applicant has no such
advocate therefore their settlements typically receive greater scrutiny by the
judge, which can cause settlement proceedings to be delayed. <span style="mso-spacerun: yes;"> </span>However, a Workers’ Compensation judge will generally
find a Compromise and Release adequate and order approval if the settlement
amount is supported by medical reports and other evidence. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Of course, each individual case
will have its own set of facts, which will dictate what options an applicant
may have.<span style="mso-spacerun: yes;"> </span>The above explanation is a
broad overlook of what the two main types of settlements look like under the Workers’
Compensation system but the information is not exhaustive. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
The Workers’ Compensation system can
be confusing and an applicant may not understand his or her rights after they
are injured on the job.<span style="mso-spacerun: yes;"> </span>A beneficial
solution to getting questions answered is to obtain a Workers’ Compensation
attorney.<span style="mso-spacerun: yes;"> </span>A Workers’ Compensation
attorney knows the labor code and can help navigate through the Workers’
Compensation system and explain in plain terms what the process is for settling
a worker’s compensation claim.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Mastagni Holstedt, A.P.C. is the
largest firm in Northern California that represents applicants and offers a complimentary
consultation to those seeking representation.<span style="mso-spacerun: yes;">
</span>If you have been injured at work and want to discuss your case and the
possibility of representation, please call our office at 916-446-4692 to set up
an appointment with a Workers’ Compensation attorney.</div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-64657338503615621032019-02-28T15:44:00.001-08:002019-02-28T15:44:34.207-08:00Disability Benefits<span style="font-family: arial, helvetica, sans-serif; text-align: justify;">If you're injured and unable to work, there are
several state, federal, and private benefit programs that may be available to
help you. However, navigating and differentiating these programs can be
difficult, especially when you're injured and in pain. And the fact that
many of these very different programs sound nearly identical (e.g. SSDI, SSI,
and SDI) only make it harder. My goal here is to provide some of the most
common programs, explain broadly the differences between them, and discuss their
requirements in general. Please note that all of these programs are
complicated, and you are best to seek legal assistance when determining which
programs are available to you.</span><br />
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Social security disability is the name for two
similar federal programs: Social Security Disability Insurance (SSDI) and
Supplemental Security Income (SSI). For both of these programs, you must
show that you are unable to work for 12 months or more. SSDI also
requires that you have paid into the Social Security system, and that your
injury occurs while you are still "covered" by that system. If
you are approved for SSDI benefits, then you should begin to receive your full
retirement amount from around the date of your disability, subject to some
certain restrictions. Even if you haven't paid into the Social Security
system, you may still be eligible for SSI. SSI requires that you have
limited assets, as calculated by the Social Security Administration. If
you approved for SSI benefits, you will receive a monthly payment (for 2019,
this payment, for an individual, is $771.00).
<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">State Disability Insurance (SDI) is a state
(California) program, run by the state Employment Development Department (EDD)
that provides temporary benefits for persons unable to work due to an illness
or injury (it also provides some benefits for maternity leave). These
benefits typically, but not always last for one year. In order to qualify
for SDI, you generally must get certification from your qualified health care
provider regarding your diagnoses, recovery time, etc. EDD also runs a
similar program for those persons unable to work not because they are injured,
but because they can't find a job: unemployment.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Workers' compensation is another program that
can provide benefits if you are injured at work. These benefits can
include medical treatment, payments for lost wages, and lump sum payments for
future medical care. Some of these benefits can be referred to as total
or partial disability, which should not be confused with State Disability
Insurance, or Social Security Disability. The workers' compensation
system can be difficult to navigate, and legal assistance is recommended.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">There are also private long term and short-term
disability programs, that you may have enrolled in yourself, or have been
enrolled in by your employer. Again, although these programs are
disability programs, they are distinct from the government and administrative
programs described above. The benefits provided by these programs vary,
and you can get more information about any programs that you may be eligible
for from the program administrator or your human resources department.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Often, you may be eligible for more than one of
these programs. It's not uncommon for someone hurt at work to receive
workers' compensation benefits, state disability benefits, and social security
benefits. However, these programs can interact with each other in
complicated ways, and may even affect the payments that each program pays to
you. For this reason, and others, it is always a good idea to seek legal
assistance when dealing with these programs.</span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-82623278142411015912019-01-10T16:55:00.000-08:002019-01-10T16:58:14.020-08:00The Basics - Workers' Compensation<span style="font-family: "arial" , sans-serif; font-size: 12pt;"><b>Workers' Compensation </b></span><b style="font-family: Arial, sans-serif; font-size: 16px;">–</b><span style="font-family: "arial" , sans-serif; font-size: 12pt;"><b> What is it?</b></span><br />
<br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">If
you get hurt on the job, your employer is required to provide workers’
compensation benefits. </span><span style="font-family: arial, sans-serif;">To
be covered by workers’ compensation, the injury must occur while in the course
and scope of performing your job duties, or arise out of the performance of
your job duties.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">There
are two types of injuries; specific or cumulative.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , sans-serif;">Specific:</span></b><span style="font-family: "arial" , sans-serif;"> A specific injury is an injury that
occurred at one instance or occurrence. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , sans-serif;"><span style="mso-tab-count: 1;"> </span>Example:
Trip and fall. <span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="margin-left: .5in; text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , sans-serif;">Cumulative:</span></b><span style="font-family: "arial" , sans-serif;"> A cumulative injury is an injury that
has built up over time.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , sans-serif;"><span style="mso-tab-count: 1;"> </span>Example:
Repetitive motions causing injury, such as carpal tunnel.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Workers’
compensation covers some, but not all psychological injuries caused by your
job. The injury must be at least 51% <i style="mso-bidi-font-style: normal;">industrial</i>
(meaning the injury was caused by work).<span style="mso-spacerun: yes;">
</span><o:p></o:p></span></div>
<h1 style="text-align: justify;">
<span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">It’s
a Work-Related Injury – What’s Next?</span></h1>
<div>
<span style="font-family: "arial" , sans-serif; font-size: 12.0pt;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">After
suffering an injury, you must <b style="mso-bidi-font-weight: normal;">notify
your employer and file a claim</b>.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">To
file, you must complete a DWC-1 Form (<span class="MsoHyperlink"><a href="https://www.dir.ca.gov/dwc/DWCForm1.pdf">https://www.dir.ca.gov/dwc/DWCForm1.pdf</a></span>).<span style="mso-spacerun: yes;"> </span>Claims are distinguished on occurrence of
injuries rather than parts of the body injured or types of injuries.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">The
current statute of limitations for filing a claim is 1 year from the date of
injury or awareness of injury. It’s important to file a claim to preserve your
right to benefits.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<h1 style="text-align: justify;">
<span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">You’ve
Filed a Claim – What are the Potential Benefits?<o:p></o:p></span></h1>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , sans-serif;">Medical Care<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Your
employer pays for medical care for your work-related injury or illness. Medical
care is determined by medical treatment guidelines. Medical care that is
“reasonably required to cure or relieve” the effects of the injury.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Initially,
your claim may go under review for 90 days. During review of your claim,
necessary treatment is authorized up to $10,000.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , sans-serif;">Temporary Disability
Benefits<o:p></o:p></span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">If
your injury prevents you from doing your usual job while recovering, you may be
eligible for Temporary Disability (TD) benefits. TD benefits serve as a partial
reimbursement of lost wages due to your injury.<span style="mso-spacerun: yes;">
</span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Loss
of wages can occur when your treating doctor indicates you are unable to return
to work or the doctor believes you may work but only with restrictions, and
your employer cannot accommodate your restrictions.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , sans-serif;">Permanent Disability
Benefits<o:p></o:p></span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Permanent
Disability (PD) provides for payments if you don’t completely recover. This
occurs when your treating doctor believes you will never recover completely or
will be limited in your capacity at work. You may then be entitled to a PD award.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , sans-serif;">Supplemental Job
Displacement Benefit<o:p></o:p></span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">This
benefit will come in the form of a voucher to help pay for educational
retraining and/or skill enhancement, at eligible schools. This voucher can be
used for tuition, fees, books, or other expenses required by the school.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">In
California, you may also be eligible for a one-time cash payment through the Return-to-Work
Supplemental Program.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , sans-serif;">Death Benefits<o:p></o:p></span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">This
benefit will provide payments to your spouse, children or other financial dependents,
if you should die from a work-related injury or illness.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Generally,
a dependent would need to commence proceedings for the collection of death
benefits within a year from the death of the injured party. <o:p></o:p></span></div>
<h1 style="text-align: justify;">
<span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">Still
Have Questions?</span></h1>
<div>
<span style="font-family: "arial" , sans-serif; font-size: 12.0pt;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Please
understand this is a brief overview of the workers’ compensation system and
does not contain all information and materials necessary to assist you in a
worker’s compensation case. Each applicant and case will have a different set
of facts and circumstances.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">If
you wish to seek legal advice, have any questions or seek further information,
please do not hesitate to contact our office online or by phone at (916)
446-4692.</span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-83576982469900594332018-12-26T14:17:00.000-08:002018-12-26T14:19:24.649-08:00Treating Your Work Injury – The Role of a Primary Treating Physician<b style="text-align: justify;"><span style="font-family: "arial" , sans-serif;">You got hurt at work. Now
what? </span></b><br />
<div class="MsoNormal" style="text-align: justify;">
<span style="background: white; color: #272727; font-family: "arial" , sans-serif;">Getting quality medical care is your top
priority after suffering an injury or illness. Nothing is more important than
one’s health.<span style="mso-spacerun: yes;"> </span>However, obtaining medical
treatment under the California Workers’ Compensation system can be challenging
to say the least.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background: white; color: #272727; font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="background: white; color: #272727; font-family: "arial" , sans-serif;">What can you do?</span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background: white; color: #272727; font-family: "arial" , sans-serif;">Pick a great doctor. Sometimes that’s easier
said than done. Your Primary Treating Physician (PTP) is the medical professional
who will provide care for the relief of your industrial injuries. Their role in
the outcome of your case will significantly impact the benefits you
receive.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background: white; color: #272727; font-family: "arial" , sans-serif;"><span style="mso-spacerun: yes;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background: white; color: #272727; font-family: "arial" , sans-serif;">Your PTP will not only diagnose your condition
and address if the injuries were caused by your work, but they will also
request approval for your treatment. Your PTP may refer you to other medical
specialists as needed for the care and relief of your injuries. Additionally,
your PTP will advise the insurance carrier/your employer if and when you need
time off of work to recover or if modified duty work is possible. Finally, your
PTP will create a medical history that will play heavily into future
determinations of any lasting limitations or permanent disability you may have
suffered due to your industrial injuries. In short, selecting a good PTP is
crucial to not only the care of your injuries, but also your workers’ compensation
case in its entirety. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background: white; color: #272727; font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="background: white; color: #272727; font-family: "arial" , sans-serif;">How do you pick a Primary Treating Physician?</span></b></div>
<div class="MsoNormal" style="background: white; margin-bottom: 6.0pt; text-align: justify;">
<span style="color: #272727; font-family: "arial" , sans-serif;">Hopefully,
you have predesignated your PTP or a qualified medical group. Under the
existing California Labor Code (</span><span style="color: #272727; font-family: "arial" , sans-serif; mso-fareast-font-family: "Times New Roman";">(§§ 4600, 4600.3
(2018)), </span><span style="color: #272727; font-family: "arial" , sans-serif;">you
may predesignate your PTP if you have followed detailed rules about such a selection
(see </span><span class="MsoHyperlink"><span style="font-family: "arial" , sans-serif;"><a href="https://www.dir.ca.gov/dwc/FORMS/DWCForm_9783.pdf"><span style="color: #3d85c6;">DWC Form 9783</span></a></span></span><span style="color: #272727; font-family: "arial" , sans-serif;"> to make your
pre-designation).<span style="mso-spacerun: yes;"> </span>However, most of us
haven’t taken advantage of this flexibility afforded under the Labor Code, so
your PTP selection will generally be limited by your employer’s Medical
Provider Network (MPN).<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; margin-bottom: 6.0pt; text-align: justify;">
<span style="color: #272727; font-family: "arial" , sans-serif; mso-fareast-font-family: "Times New Roman";">When your employer/its insurance company has
established a MPN, you’ll generally have to choose a doctor in that network.
However, after the</span><span style="background: white; color: #272727; font-family: "arial" , sans-serif;"> first 30 days post injury (Cal. Labor Code §§
4600, 4600.3, 4616.3), you will be able to select a PTP of your own choice
within the MPN.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span><br />
<span style="background: white; color: #272727; font-family: "arial" , sans-serif;"><span style="mso-spacerun: yes;"><br /></span></span></div>
<div class="MsoNormal" style="background: white; margin-bottom: 6.0pt; text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="color: #272727; font-family: "arial" , sans-serif; mso-fareast-font-family: "Times New Roman";">Need Help?</span></b><br />
<span style="color: #272727; font-family: "arial" , sans-serif;">If you’re having problems with medical issues
in your workers' compensation case such as dissatisfaction with the care you've
been receiving, disagreement with your doctor’s opinions about your diagnosis
or work limitations, or the insurance company is failing to respond to the
doctor’s recommended treatment, it would be beneficial to schedule a consult
with Mastagni Holstedt.</span></div>
<div class="MsoNormal" style="background: white; margin-bottom: 6.0pt; text-align: justify;">
<span style="color: #272727; font-family: "arial" , sans-serif; mso-fareast-font-family: "Times New Roman";">Mastagni Holstedt can help you navigate the
complicated process of changing doctors and fighting for approval of necessary
medical care. We may also be able to recommend good PTPs who understand the
complexity of the California workers’ compensation system. Contact us today to
see how we can help.</span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-30481972552421766102018-11-20T15:11:00.000-08:002018-11-20T15:15:38.642-08:00A New Father’s Right to Job-Protected Leave: Paternity Leave in California<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Paternity leave is job-protected leave that a
father may be eligible to take to bond with a new child. Paternity leave is similar to maternity leave and is sometimes referred to as bonding or new parent leave.<span style="mso-spacerun: yes;"> </span>California law provides employees broader rights
to take job protected leave than the rights provided by the Federal Family and
Medical Leave Act (FMLA).<span style="mso-spacerun: yes;"> </span>California’s
New Parent Leave Act extends the California Family Rights Act (CFRA) to cover
more employees. Eligible employees may
take up to 12 weeks of job-protected leave to bond with their child within 12
months of the birth of the employee’s child, adoption or foster care placement.<span style="mso-spacerun: yes;"> </span>There are some requirements that must be met
in order to qualify for new parent leave: (1) the employee/new parent must have
worked more than 12 months with the employer prior to taking the leave (does
not have to be consecutive); (2) the employee must have at least 1,250 hours of
service with the employer during the previous 12 months; and (3) the employer employs
at least 20 employees within 75 miles of the employee’s work site.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">It is important to note that the right
to take job-protected leave is different from the right to paid leave.<span style="mso-spacerun: yes;"> </span>Paternity leave under CFRA and FMLA is
generally unpaid; however, some employees may have vacation time, sick time or
other paid time off that will allow them to be compensated by their employer
while taking paternity leave.<span style="mso-spacerun: yes;"> </span>Additionally, employees may be eligible for up to six weeks of Paid
Family Leave (PFL) benefits through California’s Employment Development Department.<span style="mso-spacerun: yes;"> </span>Paternity leave does not have to be taken all
at once, but it must be completed within one year of the child’s birth,
adoption or foster care placement.<span style="mso-spacerun: yes;"> </span>CFRA
requires employers to pay for the continuation of the eligible employee’s group
health benefits if the employer normally pays for those benefits.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">In addition to paternity leave, an
employee can take leave to care for their spouse or registered domestic partner
with a serious health condition, including pregnancy related complications.<span style="mso-spacerun: yes;"> </span>The requirements for taking leave to care for
a family member with a serious health condition are: (1) the employer has at
least 50 employees within 75 miles of the employee’s work site; (2) the employee
taking leave has at least 12 months of service with the employer; and (3) the
employee has worked at least 1,250 hours for the employer in the 12 months
immediately preceding the start of leave.<span style="mso-spacerun: yes;">
</span>A serious health condition is defined in the CFRA as an illness, injury,
impairment or physical or mental condition that involves inpatient care in a
hospital, hospice, residential care facility or involving continuing treatment
or continuing supervision by a health care provider. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">In addition to the right to take time
off from work to bond with a child or care for a family member with a serious
health condition, CFRA provides eligible employees the right to
reinstatement.<span style="mso-spacerun: yes;"> </span>Eligible employees are
entitled to the same or comparable position when they return to work following
their leave.<span style="mso-spacerun: yes;"> </span>A comparable position means
a position that is equivalent or virtually identical to the employee’s former position
in terms of pay, benefits, shift, schedule, geographic location and working
conditions including privileges, status and involve the same or substantially
similar duties and responsibilities.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Additional information on paternity/bonding
leave can be found at <span style="color: #3d85c6;"><span class="MsoHyperlink"><a href="http://www.dfeh.ca.gov/">www.dfeh.ca.gov</a></span>
</span>and <span class="MsoHyperlink"><span style="line-height: 107%;"><a href="http://www.dol.gov/"><span style="color: #3d85c6;">www.dol.gov</span></a></span></span>.<span style="mso-spacerun: yes;"> </span>If you think your employer is not following
the law, it is a good idea to consult with an attorney.<span style="mso-spacerun: yes;"> </span>Mastagni Holstedt, A.P.C. handles employment
law matters including violations of state and federal parental leave laws. Contact
us online or by phone at (916) 446-4692 for a free consultation.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "arial" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.mastagni.com/attorneys/associates/emily-guerra/"><span style="color: #3d85c6;">Emily Guerra</span></a>
is an associate in the Civil Litigation Department at Mastagni Holstedt, A.P.C. </span></span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-23670756102053911532018-10-29T15:28:00.000-07:002018-10-29T15:29:38.653-07:00Unrepresented vs. Represented in the Panel QME Process<div class="MsoNormal" style="text-align: justify;">
In a workers’ compensation case,
it is very likely that an injured worker will be evaluated by a Panel Qualified
Medical Examiner (QME). What is less
clear is how the Panel QME becomes selected or appointed in a workers’
compensation case. The confusion may
lie, in part, in that the California Labor Code has two separate routes to the
selection or appointment of a Panel QME.
One route is for injured workers not represented by an attorney and the
other route is for injured workers represented by an attorney.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
When an injured worker is not
represented by an attorney, the workers’ compensation claims adjuster may start
the process of requesting a Panel QME by sending a letter to the injured worker
objecting to a substantive issue in the case.<span style="mso-spacerun: yes;">
</span>The same letter is then submitted to the Division of Workers’
Compensation’s Medical Unit for issuance of a Panel QME List comprised of three
doctors.<span style="mso-spacerun: yes;"> </span>If the injured worker does not
participate in this process, the workers’ compensation claims adjuster will select
the Panel QME doctor he/she believes may be more advantageous to the employer.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
When an injured worker is
represented by an attorney and if the workers’ compensation claims adjuster
objects to a substantive issue in the case, written notice must be sent to the
attorney for the injured worker.<span style="mso-spacerun: yes;"> </span>Once
the Panel QME List comprised of three doctors is issued, the attorney for the
injured worker will research the list of three doctors and remove/strike the
medical doctor that may be less advantageous to the injured worker.<span style="mso-spacerun: yes;"> </span>Second, when an injured worker is represented
by an attorney, the parties may agree to forgo the Panel QME process and agree
to use an Agreed Medical Evaluator (AME).<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
What happens when an injured
worker goes from unrepresented to represented by an attorney and a Panel QME
List issued while the injured worker was unrepresented, is the injured worker
entitled to a new Panel QME List now that he/she is represented by an
attorney?<span style="mso-spacerun: yes;"> </span>There is persuasive authority
to argue that an injured worker is entitled to request a new Panel QME List
when the injured worker has not attended an examination by a Panel QME
scheduled while the injured worker was not represented by an attorney.<span style="mso-spacerun: yes;"> </span><span class="MsoHyperlink"><a href="https://www.dir.ca.gov/wcab/SignificantPanelDecisions2007/2007-sp-1.pdf">(<span style="color: #3d85c6;"><i style="mso-bidi-font-style: normal;">Nelly Romero v. Costco Wholesale</i>, 72 Cal
Comp. Cases 824</span></a></span>).<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
If you have questions, please
contact attorney Eli Moreno-Sanchez at (916) 318-4633.</div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-60036795824715712162018-09-19T15:43:00.002-07:002018-09-19T15:45:28.601-07:00Social Security and Medical Records<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">A large majority of Social Security Disability
claims take several appeals before they are finally successful. In and
around Sacramento, the entire process can take over two years. However,
there are steps you can take throughout this period in order to make your case
as strong as possible.</span><span style="font-family: "arial" , sans-serif; font-size: 12pt;"><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">The most important thing to remember is that
Social Security Disability claims can only be successful if there is medical
evidence to support those claims. This means that there must be medical
records detailing your disabilities that the SSA representative and/or
Administrative Law Judge can review. Ideally, there will be records from
the date that you claim to have become disabled on, up through the present
date. In order to ensure that there are sufficient medical records
documenting your disabilities, you must see your medical providers as regularly
as possible. This is true even if you have been told that there is
nothing else that your health professionals can do for you; if there is no
further treatment to undergo, continue to see them regularly for checkups.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">While medical records are arguably the most
important evidence in determining disability, other evidence is also
useful. One particularly useful piece of evidence is called a Residual
Functional Capacity form (also called a Medical Source Statement). This
is a form that is filled out by your health professionals, and that gives their
opinions on your specific limitations in the way that the Social Security Administration
views them. This form can be found on the Social Security
Administration's website. Keep in mind that not all medical providers
feel comfortable filling these forms out, and that's okay. While they're
helpful, they’re not necessary. If you do get a form filled out, it
should be submitted to the Social Security Administration as soon as
possible. Depending on the impairments (specific disabilities) that you
are alleging, it may be helpful to get Residual Functional Capacity forms from
several different physicians (for example an orthopedic doctor, a pain
management specialist, and a psychiatrist). It is also useful to get
repeated forms from the same doctor after some time has passed, in order to
show if your condition has gotten better, worse, or stayed the same.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">A Social Security Disability lawyer can help
ensure that you are seeing the correct health care professionals, and that your
medical records are being submitted timely to the Social Security
Administration. They can also work with your health care providers to
have Residual Functional Capacity forms filled out on your behalf. </span><span style="font-family: "arial" , sans-serif; font-size: 12pt;"><o:p></o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="background-color: white; color: #222222;">If you have questions or are interested in starting the social security application process, please contact attorney Andrew Doriott at (916) 491-4224.</span></span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-65754676084924000832018-08-14T10:44:00.003-07:002018-08-14T10:56:27.389-07:00Tax and Workers' Compensation<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Are workers’
compensation benefits taxable on your Federal and California Income Tax Return?
Answer, no, but disclosure is needed in California if workers’ compensation benefits
supported your household.<span style="font-size: 12pt;"><o:p></o:p></span></span></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Federal -
IRS<o:p></o:p></span></b></div>
<div align="center" class="MsoNormal" style="margin-bottom: 12.0pt; text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , "helvetica" , sans-serif;">(1040 U.S. Individual Income Tax Return)<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">The Code of Federal
Regulations - <span class="MsoHyperlink"><a href="https://www.law.cornell.edu/cfr/text/26/1.104-1">26 CFR § 1.104-1(b)</a></span>
excludes from gross income, amounts received under a Workers’ Compensation Act (such
as the Longshoremen’s and Harbor Workers’ Compensation Act, 33 U.S.C., c. 18), or
under a statute in the nature of a Workers’ Compensation Act which provides compensation
to employees for personal injuries or sickness incurred in the course of
employment.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="MsoHyperlink"><a href="https://www.irs.gov/pub/irs-pdf/p525.pdf">IRS Publication 525</a></span>, 2017, page 18,
specifically states, “[a]mounts you receive as workers' compensation for an
occupational sickness or injury are fully exempt from tax if they are paid
under a workers' compensation act or a statute in the nature of a workers'
compensation act.” <span style="mso-spacerun: yes;"> </span>The exemption does
not apply to retirement benefits. <span style="mso-spacerun: yes;"> </span>The
IRS confirmed this exemption in <span class="MsoHyperlink"><a href="https://www.irs.gov/pub/irs-pdf/p907.pdf">IRS Publication 907</a></span>,
2017, page 4, specifying, “[t]he following payments are not taxable....[w]orkers'
compensation for an occupational sickness or injury if paid under a workers'
compensation act or similar law.” <span style="mso-spacerun: yes;"> </span>In
conclusion, your workers’ compensation benefits are tax free at the federal
level.<o:p></o:p></span></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , "helvetica" , sans-serif;">California
- FTB<o:p></o:p></span></b></div>
<div align="center" class="MsoNormal" style="margin-bottom: 12.0pt; text-align: center;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b style="mso-bidi-font-weight: normal;">(540 California Resident Income Tax Return)</b><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Like your 1040 U.S.
Individual Income Tax Return, qualifying workers’ compensating is excluded from
gross income on your 540 California Resident Income Tax Return, so long as that
compensation was received under a statute in the nature of a Workers’
Compensation Act. Note, if any amount of your workers’ compensation supported
your household, you must list the source and amount of workers’ compensation on
California Form 3506, Part I, as “Unearned Income and Other Funds Received.” <span style="mso-spacerun: yes;"> </span>See <span class="MsoHyperlink"><a href="https://www.ftb.ca.gov/forms/2017/17_540bk.pdf">California 540, Form
& Instructions, 2017, Personal Income Tax Booklet</a></span>, page 68. <span style="mso-spacerun: yes;"> </span>Further, page 69, <i style="mso-bidi-font-style: normal;">ibid</i>, explains that workers’ compensation is not “[e]arned [i]ncome.”
<span style="mso-spacerun: yes;"> </span>In conclusion, your workers’
compensation benefits are tax free in California but need to be disclosed if
any portion of it supported your household.<o:p></o:p></span></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Disclaimer<o:p></o:p></span></b></div>
<div align="center" class="MsoNormal" style="margin-bottom: 12.0pt; text-align: center;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b style="mso-bidi-font-weight: normal;">(Please Read)</b><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">The information
contained in this website and its associated websites is provided as a service
to the internet community and does not constitute legal advice. We try to
provide quality information, but we make no claims, promises or guarantees
about the accuracy, completeness, or adequacy of the information contained in
or linked to this website and its associated sites and we make no claim that
any of the information contained in this website is appropriate for your
particular needs. As legal advice must be tailored to the specific
circumstances of each case and laws are constantly changing, nothing provided
herein should be used as a substitute for the advice of competent counsel. Have
a nice day.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: arial, sans-serif;">If
you have questions, please contact attorney Jonathan Char at (916) 491-4215.</span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-26867600661864507702018-07-25T10:59:00.001-07:002018-10-29T08:57:31.333-07:00Permanent Disability: Workers’ Compensation v. Social Security<div style="text-align: left;">
<span style="font-family: "arial" , sans-serif; text-align: justify;"></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Under
Workers’ Compensation (herein referred to as “WC”) the term permanent
disability has a very broad meaning. Labor Code section 4660(a) explains that
when determining how disabled a person is, WC shall take into account “the
nature of the physical injury or disfigurement, the occupation of the injured
employee, and his or her age at the time of the injury, consideration being
given to an employee’s diminished future earning capacity.”</span><span style="font-family: "arial" , sans-serif; font-size: 12pt;"><o:p></o:p></span></div>
<div style="text-align: left;">
<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">If
an employee injures his or her back at work, taken into account is the above as
well as any previous injuries, preexisting conditions, and any other
contributing factors to the injury. Once an applicant is declared permanent and
stationary, he or she will be seen by a PQME/AME doctor. The PQME/AME doctor
will determine the applicant’s impairment pursuant to the Journal of American
Medical Association guidelines and adjusted based on the applicant’s age and
occupation. Once all the factors are taken into consideration, the applicant
may be entitled to an award of permanent disability for the diminished capacity
of the injury. A “permanent disability” is more about the loss from the
workplace injury in which compensation can be paid based on the rating of the
disability. Depending upon the level of impairment and work restrictions it
will determine whether he or she can return to their usual customary
occupation.<o:p></o:p></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Unlike
Workers’ Compensation, Social Security is very strict in defining disabilities,
which are called “listings.” However, in order to qualify for Social Security
(herein referred to as “SS”), the requirements are more than just being
disabled. There are five steps to a disability case. Step one has financial and
past-earned income requirements based on the type of program the person is
applying for. (POMS SI 00810.001) <o:p></o:p></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Step
two looks at the severity of the injury. SS defines a severe impairment as
“whether medical evidence establishes a physical or mental impairment or
combination of impairments of sufficient severity as to be the basis of a
finding of inability to engage in any substantial gainful activity (SGA). When
medical evidence establishes only a slight abnormality or a combination of
slight abnormalities which would have no more than a minimum effect on an
individual's ability to work, such <span class="nobr">impairment(s)</span> will
be found “not severe,” and a determination of “not disabled” will be made…”
(POMS DI 24505.001)<o:p></o:p></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Step
three evaluates the condition to see if it meets or equals the listing of
impairments. Under the listing for Spine (POMS 1.04 Disorders of the spine),
there are three different categories in which a person with a spine impairment
can qualify, which includes the requirement that the impairment has a “compromise
of a nerve root (including the cauda equina) or the spinal cord.” These impairments
need to be well documented with medical imaging. In addition, under the third
spinal category are requirements for “manifested by chronic nonradicular pain
and weakness, and resulting in inability to ambulate effectively, as defined in
1.00B2b.” POMS 1.00B2b has additional requirements and examples such as the “inability
to climb a few steps at a reasonable pace with the use of a single hand rail.” Even
if a person meets or equals the requirements of the listing and any additional sub
parts, the person also needs to meet the second requirement of the severity of
the impairments. <o:p></o:p></span><br />
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">If
a person does not meet the step three requirements, then under step four SS
looks to see if the person can return to their past relevant work of the last
15 years. (POMS DI 25005.015) If they cannot perform their past relevant work,
then SS continues to step five to determine if the person can perform any job
in the national economy with their limitations. (POMS DI 25005.005) A
vocational expert will make an assessment of the person’s limitations and
determine if a person with those impairments can perform any jobs on the
national economy. These steps four and five are important because even if a
person is found severely impaired under step two but does not meet or equal a
listing, the person will have to also show that these impairments prevent them
from working any job, not just their previous job. <o:p></o:p></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">As
demonstrated, a person who has a permanent disability as defined by WC may not
meet the five-step process under SS. The injuries to the back may hinder
someone in the workplace but may not be severe enough to prevent the person
from doing any job in the national economy under the SS standards. <o:p></o:p></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">A
permanent disability under WC, like a back injury, may allow an applicant to
receive compensation for the diminished capacity from the injury. Unlike
Workers’ Compensation, Social Security does not pay a person for a particular
injury, but, rather, pays someone for having severe impairments that prevent
them from working at all, whether the impairments are work related or not.</span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-61110327964837150412018-06-04T15:27:00.001-07:002018-08-14T10:56:41.645-07:00Employee vs. Independent Contractor - A Civil Test<div class="MsoNormal" style="line-height: 105%; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Businesses
sometimes attempt to disclaim an employment relationship between themselves and
the people who work for them. Frequently, this is done by asserting that
workers are independent contractors, rather than employees. Businesses
see an advantage to classifying workers in this way because they may not have
to provide benefits or pay for certain types of insurance - such as worker’s
compensation insurance - for independent contractors. Businesses also may
not have to pay payroll, social security, and other types of taxes for
independent contractors. Statutes and regulations concerning wages,
hours, and working conditions that apply to employees may not apply to
independent contractors. And, with only a few exceptions, a business
might not be held vicariously liable – under a <span class="MsoHyperlink"><i><a href="https://www.law.cornell.edu/wex/respondeat_superior">respondeat superior</a></i></span>
theory – for the tortious conduct of an independent contractor, while the same
would not be true concerning the torts of an employee. </span><br />
<div style="line-height: 105%; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt; text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Generally, the test for whether a worker
is classifiable as an employee or independent contractor is heavily based upon
whether the business maintains the right to control the work. This is
particularly true with regard to claims made by the worker against the
hirer. <span class="MsoHyperlink"><i><a href="https://caselaw.findlaw.com/ca-court-of-appeal/1723980.html">Blackwell v.
Vasilas<span style="font-style: normal;"> (2016) 244 Cal.App.4th 160, 168</span></a></i></span>
[“A worker is an independent contractor when he or she follows the employer's
desires only in the result of the work, and not the means by which it is
achieved.”]. </span></div>
<div style="line-height: 105%; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt; text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">In a recent California Supreme Court
case, <span class="MsoHyperlink"><i><a href="http://www.courts.ca.gov/opinions/documents/S222732.PDF">Dynamex
Operations West, Inc. v. Superior Court</a></i></span>, the Court utilized a
test called the “ABC test” to determine if an employee was an independent
contractor for purposes of determining the worker’s wage and pay rights.
The ABC test requires an analysis of the following three factors: (A)
whether the worker is free from the control and direction of the hirer in
connection with the performance of the work, both under the contract for the
performance of such work and in fact; (B) whether the worker performs work that
is outside the usual course of the hiring entity's business; and (C) whether
the worker is customarily engaged in an independently established trade,
occupation, or business of the same nature as the work performed for the hiring
entity.<i> <span class="MsoHyperlink"><a href="http://www.courts.ca.gov/opinions/documents/S222732.PDF">Dynamex
Operations West, Inc. v. Superior Court<span style="font-style: normal;"> (2018)
4 Cal.5th 903, 916–917</span></a></span></i>. </span></div>
<div style="line-height: 105%; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt; text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">It remains to be seen whether the
Supreme Court’s adoption of the ABC test will impact the lower court’s analysis
of what makes an employee vs. an independent contractor in context of other
employees’ rights cases, or in cases of tortious injuries caused by
workers</span><span style="font-family: "arial" , "helvetica" , sans-serif;">. </span></div>
</div>
</div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-54581004877269646042018-05-07T10:13:00.001-07:002018-08-14T10:56:50.129-07:00Preparing for Depositions<br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">When
people are injured on the job and they file a workers’ compensation claim, they
are known as applicants. Many applicants have never had their deposition taken
before. Although it may seem like a daunting task, depositions are not as
complicated as they may seem. Additionally, depositions are an essential
opportunity for both the applicant’s attorney and the defense counsel to obtain
facts which are vital to the claim.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">A
deposition is an opportunity for the defense counsel assigned to the case, to
ask the applicant questions while “under oath.” There are many reasons why the
deposition may be taken. The defense counsel may need answers to simple
questions. However, the defense counsel cannot just call the applicant because
they cannot speak with them outside the presence of their attorney. Thus, they
must schedule a deposition to get the answers they need.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Deposition
testimony is considered the same as if an applicant were sitting before a judge
in court. Just because the depositions are taken outside of court, in a
“relaxed” atmosphere, does not mean the same obligation to tell the truth does
not apply. An oath is administered at the beginning of all depositions asking
the applicant to affirm they will tell the truth. This means that not telling
the truth in response to any questions asked, could result in criminal
penalties such as penalties for perjury and workers’ compensation fraud. Thus,
it is best to prepare for a deposition well in advance to ensure any
information relayed in response to questions asked is accurate.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Often,
the defense counsel has performed a substantial amount of research prior to the
deposition. They will have already obtained information about prior workers’
compensation claims, car accidents, and will also often have information from
investigators who have observed the applicant in performance of various daily
activities. The defense counsel will use such information to verify the applicant’s
credibility. For instance, they will ask the applicant questions they may
already have answers to, such as “were you in a car accident in May of 1995?”
The defense will already have proof that the applicant was in such an accident,
and if the applicant does not answer truthfully, they will use that dishonesty
against them later. The applicant’s credibility is essential to their case and
must be preserved.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Being
credible makes the applicant a good witness. The better they are as a witness,
the easier it will be for the applicant’s attorney to prevail on issues in
court that the defense counsel may challenge. This will also cause the defense
counsel to report to their client (the insurance adjuster) that the applicant
will make a good witness at trial, which could subsequently push them toward
settlement without putting up a fight in court.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Not
all of the questions asked by the defense will be directly relevant to the
particular case at issue but may lead to relevant evidence. Such information
includes past residences, places of employment, the names and addresses of
doctors the applicant has seen, hospitals where they have been a patient, and
any other lawsuits, accidents, injuries, etc.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">It
is important for the applicant to listen carefully to each question. The
applicant should never assume they know the answer or begin to respond to a
question before the defense counsel has finished speaking. This is because,
once complete, the question may be designed to elicit certain information and
if answered prematurely, the applicant may not answer the question correctly,
which can cause harm to their case and credibility. This is also important
because a court reporter will be making a transcript of the deposition. If
people are talking over each other, or if they are talking to fast, it will be
difficult for the reporter to accurately transcribe all that transpired, which
can cause difficulty later if issues about what was said during the deposition
are raised in the future.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">It
is also important to answer questions with words rather than gestures. When
describing an injury to a body part, do not merely say “I was hurt here” and
point to that area of your body. Rather, you should state, “I injured my left
knee.” Additionally, questions should be answered with yes or no responses.
Responses such as yeah, uh huh, or head nods, may not accurately reflect what
the applicant is attempting to say, making it difficult for the court reporter
to take down an accurate record of the proceedings.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">If
the applicant is not sure they understand the question, they should ask for
clarification. There are no penalties for asking for a question to be repeated
or explained. As mentioned before, it is essential that the applicant
thoroughly understands the question so they can answer it accurately.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Applicants
should not guess. However, applicants can provide approximations based on
personal knowledge. For instance, if the defense counsel asks the applicant to
tell them how much change is in the defense counsel’s pocket, the applicant
would have to guess because they have never seen the defense counsel before and
would have no reason to know how much money they have. Whereas, if defense
counsel asks them to state the length of the conference table in the room where
they are sitting, the applicant can estimate what the length of the table is
because they have seen it with their own eyes and have personal knowledge of
the circumstances or surroundings at issue. Thus, it is acceptable for an
applicant to provide estimates or approximations based on personal knowledge,
but it is not acceptable to guess. It is important to remember that the
depositions are taken under oath and a guess can later be construed as a lie,
which can lead to penalties.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">If
the applicant’s counsel objects to a question, the applicant should not answer
the question until instructed to by their attorney. There are situations where
the applicant’s attorney will instruct the applicant not to answer a question
to protect certain rights, such as the right against self-incrimination. Thus, the
applicant should pay close attention and strictly adhere to their attorney’s
instruction to ensure such rights are protected. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">The
applicant should not volunteer information that is not requested. Often, there
will be a period of silence following a question by the defense counsel and the
time when the applicant has answered. This usually occurs because the defense
counsel is recording their notes. However, many applicants feel the need to
fill the silence with greater explanation of their response. Applicant’s should
refrain from doing so. If the defense counsel requires more information, they
should be forced to ask follow-up questions. Under no circumstance should the
applicant unnecessarily volunteer more information than is necessary to provide
a truthful answer to the specific question asked. If the applicant is confused
or requires guidance, they should ask for a break and consult with their
attorney.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">The
applicant should be made aware that they can take breaks. If they need to use
the restroom, confer with their attorney, or just get up and stretch, they are
welcome to ask for a break so they can do so. It is understandable that a
person who was injured on the job may have to stand and stretch or move around
at certain intervals because of the condition they are in. The depositions are
not designed to be uncomfortable or overly unpleasant. If the applicant needs a
break, they can simply let their attorney know at any time. Additionally, they
do not need to remain seated while answering the questions. If it is easier or
more comfortable for them to stand, they are allowed to do so.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">It
is important to remain professional and courteous at all times. This applies to
the applicant, and their attorney. A little professionalism and cordiality go a
long way. Especially since the applicant’s counsel will be working closely with
the defense counsel to obtain resolution of the case. They do not have to agree
on everything, but they do need to treat each other with courtesy. Such
treatment will make it much easier for the parties to settle the case and
provide expedient resolution to the applicant.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">At
the conclusion of the deposition a transcript of the proceedings will be
prepared. The applicant will be provided an opportunity to review the
transcript and correct any errors. It is important to provide accurate answers
during the deposition, because, if the applicant makes changes based on the
transcript, the defense counsel can comment on such changes at trial, which
could undermine the applicant’s credibility as a witness. Depositions are a
means to gauge future testimony at trial and if the testimony at trial is not
consistent with the answers provided during the deposition, it can lead the
judge to believe the applicant has not been truthful. Additionally, the deposition
transcript can also be shown to doctors and others involved in the case who can
provide insights which may assist in determining the outcome of the case. Thus,
it is imperative that an accurate record be obtained during the deposition.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">To
better prepare for the deposition and ensure the accuracy of the information
presented in the applicant’s answers, it is perfectly acceptable to review
documents prior to, or even during the deposition. Applicant attorneys should
review potential questions with the applicant to make sure they are prepared.
The attorney should also show the applicant what has been subpoenaed or
discovered already to ensure the applicant is prepared to answer questions
related to that material. It is also important for the applicant to understand
that they should not exaggerate or underestimate their disability. Honesty and
accuracy are essential to the proper resolution of the claim.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">During
the deposition the applicant will also be asked how much time they spent in
preparing for the deposition. The applicant should provide an accurate
estimate, or actual time, if known, of the time spent in preparation with their
attorney. This is one of the few occasions where the defense must pay the
applicant’s attorney for time spent working on the case. The applicant may also
be reimbursed for their time off work to attend the deposition, along with
mileage and parking expenses.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">For
more information about evidence and depositions see the following and be sure
to consult with a licensed attorney:<o:p></o:p></span></div>
<ul>
<li style="text-align: justify;"><span style="font-family: "arial" , sans-serif; text-indent: -0.25in;"><a href="https://leginfo.legislature.ca.gov/faces/codes_displayexpandedbranch.xhtml?tocCode=CCP&division=&title=4.&part=4.&chapter=&article="><span style="color: #3d85c6;">California
Civil Discovery Act, California Code of Civil Procedure sections 2016.010 –
2036.050</span></a> specifically sections 2025.010 – 2025.510 which address
depositions in California.</span></li>
<li style="text-align: justify;"><a href="https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=LAB&division=4.&title=&part=4.&chapter=5.&article=" style="font-family: Arial, sans-serif; text-indent: -0.25in;"><span style="color: #3d85c6;">California
Labor Code section 5710</span></a><span style="font-family: "arial" , sans-serif; text-indent: -0.25in;"> which provides specific provisions for workers' compensation and insurance proceedings.</span></li>
<li style="text-align: justify;"><a href="http://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=EVID&sectionNum=210." style="font-family: Arial, sans-serif; text-indent: -0.25in;"><span style="color: #3d85c6;">California
Evidence Code section 210</span></a><span style="font-family: "arial" , sans-serif; text-indent: -0.25in;"> which discusses relevant evidence.</span></li>
</ul>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-33512213191497456382018-04-05T11:04:00.006-07:002018-04-05T11:04:52.804-07:00Flying Soil Compactors and What Exactly is “Sudden and Extraordinary” Under Labor Code 3208.3?<br />
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif;">Under
<a href="http://codes.findlaw.com/ca/labor-code/lab-sect-3208-3.html"><span style="color: #3d85c6;">Labor
Code Section 3208.3</span></a>, “no compensation shall be paid for a psychiatric
injury…unless the employee has been employed by that employer for at least six
months. This subdivision shall not apply if the psychiatric injury is caused by
a <i style="mso-bidi-font-style: normal;">sudden and extraordinary</i> employment
condition." (Italics added).<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif;">What
exactly is “Sudden and Extraordinary?” Jose Guzman was
operating a soil compactor when he was injured. The compactor hit a rock
while Guzman was working on a hillside
with a 45-degree slope. The compactor rose in the air, caused Guzman to
fall backwards, and then fell on top of him. The workers' compensation judge
determined that Guzman sustained an injury to his back and psyche,
and that the psychiatric injury was caused by a “sudden and
extraordinary employment condition.” The workers’ compensation carrier
petitioned for reconsideration, which was denied. The carrier
filed a petition for writ of review. <span style="mso-spacerun: yes;"> </span>The Sixth District Court of Appeal agreed with
the carrier.<span style="mso-spacerun: yes;"> </span>Flying soil compactors are
not “sudden and extraordinary.”<span style="mso-spacerun: yes;"> </span>The Court
reasoned that since Guzman had not introduced any evidence of what happens when
soil compactors hit rocks he did not meet the burden of proof.<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><a href="https://scholar.google.com/scholar_case?case=7094559360436632407&q=SCIF+v.+WCAB+(Guzman)+(2018)+&hl=en&as_sdt=2006"><span style="color: #3d85c6;"><i><span style="background: white;">SCIF v. WCAB (Jose Guzman)</span></i><span style="background: white;">, No. H044300 (Cal. Ct. App. Feb. 23, 2018)</span></span></a><span style="background: white; color: #222222;"> </span>was originally de-published but on
February 23, 2018, ordered published at the request of SCIF.</span></div>
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<span style="font-family: Arial, sans-serif; text-indent: 0.5in;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Arial, sans-serif; text-indent: 0.5in;">There
are several decisions where “sudden and extraordinary” is examined. The latest
issue of the California Workers Compensation Reporter had a nice write up on
the issue.</span><span style="font-family: Arial, sans-serif; text-indent: 0.5in;"> </span><span style="font-family: Arial, sans-serif; text-indent: 0.5in;">Here are some recent
examples.</span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif;">In <a href="http://caselaw.findlaw.com/ca-court-of-appeal/1004247.html"><span style="color: #3d85c6;"><i>Matea v. WCAB</i> (2006) 144 Cal.App.4<sup>th</sup>
1435</span><span style="color: blue;">,</span></a> the court determined that a rack of lumber falling
on an employee of The Home Depot was “a sudden and extraordinary
employment condition.” The court
believed that “all the lumber in a rack falling into an aisle and
onto an employee's leg causing injury to the employee was . . . such an
uncommon, unusual, and totally unexpected event or occurrence.” In <a href="https://scholar.google.com/scholar_case?case=9096174325183125393&q=SCIF+v.+WCAB+(Guzman)+(2018)+&hl=en&as_sdt=2006"><span style="color: #3d85c6;"><i><span style="background: white;">SCIF v. WCAB</span></i><i><span style="background: white;"> (<span style="mso-bidi-font-style: italic;">Garcia</span>)</span></i><span style="background: white;"> (2012) 204
Cal.App.4th 766</span><span style="background: white;"> </span></span></a>
an avocado picker fell from the top of a 24-foot ladder while picking
avocados from a tree. The Court determined that the employee's fall
was sudden, but not extraordinary. In <a href="https://scholar.google.com/scholar_case?case=10997214415095307315&q=SCIF+v.+WCAB+(Guzman)+(2018)+&hl=en&as_sdt=2006"><span style="color: #3d85c6;"><i>Travelers Casualty & Surety Co. v. WCAB (Dreher)</i>
(2016) 246 Cal.App.4<sup>th</sup> 1101</span></a> it was determined that falling on
slippery concrete while walking at the job site was not extraordinary. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif;">Here
are a few more cases where the Court made a finding of “sudden and
extraordinary.”<span style="mso-spacerun: yes;"> </span>Applicant was driving a truck
and trailer and lost control on a wet highway, the trailer jack-knifed and Applicant
was thrown to the passenger side of the truck and then out the passenger side
door, the Applicant saw the trailer coming toward him…circumstances here were
sufficient to be interpreted as "extraordinary"<a href="https://www.blogger.com/null" name="72_Cal._Comp._Cases_482"> <span style="color: #0b5394;">(</span></a><a href="https://www.lexisnexis.com/legalnewsroom/workers-compensation/b/recent-cases-news-trends-developments/archive/2015/06/24/california-top-25-noteworthy-panel-decisions-january-june-2015.aspx"><span style="color: #3d85c6;"><i>California Insurance Guarantee Association v. WCAB (Tejera)</i> (2007)
72. Cal. Comp. Cases 482</span><span style="color: #0b5394;"><span style="mso-bookmark: "72_Cal\._Comp\._Cases_482";"></span></span></a><span style="color: #0b5394;">)</span>.
Employee suspended half way up an 80-foot tree that he was cutting and the
trunk of the tree fell, hitting him in the chest and causing serious physical
and psychiatric injury <a href="https://www.blogger.com/null" name="75_Cal._Comp._Cases_565" style="color: #0b5394;">(</a><a href="https://www.dir.ca.gov/dwc/educonf18/CaseLaw/CaseLaw.pdf"><span style="color: #3d85c6;"><i>Campos v. WCAB</i> (2010) 75 Cal. Comp. Cases 565</span><span style="color: #0b5394;"><span style="mso-bookmark: "75_Cal\._Comp\._Cases_565";"></span></span></a><span style="color: #0b5394;">)</span> (unpublished). A
wall unexpectedly fell and the Court found that it was both uncommon and
unusual for a wall to fall on a worker. <span style="color: #0b5394;">(</span><a href="https://www.lexisnexis.com/legalnewsroom/workers-compensation/b/exclusive-remedy/archive/2012/09/08/california-workers-comp-case-roundup-9-8-2012-loss-of-consortium-claim-barred-under-exclusive-remedy-rule.aspx?Redirected=true"><span style="color: #3d85c6;"><i>Production Framing Systems v. WCAB (Dove)</i>
77 Cal. Comp. Cases 756</span></a><span style="color: #0b5394;">)</span>.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial",sans-serif;">What
is “sudden and extraordinary” is still a matter of debate among applicant and
defense counsel and a matter of opinion among the appellate courts.<span style="mso-spacerun: yes;"> </span>These types of cases seem to be extremely
fact sensitive.<span style="mso-spacerun: yes;"> </span>That said, there does
seem to be a loose consensus that the event causing injury must really be
extraordinary, unless it’s a flying soil compactor, apparently.</span></div>
<br />
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-55871520069587080662018-03-01T08:17:00.000-08:002018-03-01T08:24:45.202-08:00The Social Security Application Process<span style="font-family: "arial" , sans-serif; text-align: justify;">If you are injured, and have been unable to work for a year or
longer or are expected to be unable to do so, you may be entitled to receive
social security benefits. </span><br />
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="color: black; font-family: "arial" , sans-serif;">The social security application process can be long, often taking
over two years. The first step is to file an application. This can
be done online or at your local social security office. Many people are
denied. This can be discouraging, but should not stop you from appealing
your denial. Similar to your application, you can appeal your denial
online or at your local social security office. This first appeal is
called a Request for Reconsideration. That is, you are asking the Social
Security Administration to reconsider your claim. Unfortunately, many
people are denied at this level as well. If you are denied a second time,
and it is not uncommon to be denied twice, you should appeal a second time.
Again, this appeal can be done online or at a social security office.
This appeal is called a Request for Hearing by an Administrative Law
Judge. By filing this appeal, you are requesting that a social security
judge review your claim. This gives you the opportunity to present your
case, in person, to an Administrative Law Judge. However, the time
between filing this second appeal and the hearing is extensive, often over a
year. During this waiting period, you should see your healthcare
professionals as needed, and submit your medical records to the Social Security
Administration to prepare for your hearing. While this hearing is your
best opportunity to obtain social security benefits, if you are denied, there
are further appeals you can pursue. </span><span style="font-family: "arial" , sans-serif;"><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="color: black; font-family: "arial" , sans-serif;">How can an attorney help you with regard to your social security
claim? First, they can help you determine if you meet the requirements
for applying for either social security disability program, social security
disability insurance (SSDI), or supplemental security income (SSI). These
programs have different eligibility requirements, and an attorney can help you
determine which program, if either, you should apply for. Second, an
attorney can look at your denial and pinpoint the reasons for that denial.
Once the reasons for the denial are understood, an action plan can be
developed to best target those reasons. Third, an attorney can prepare
you for, and represent you at, your hearing. An attorney can write a brief
to prepare the judge for your hearing, highlighting your best arguments.
He or she will be able to effectively cross examine the vocational and
medical experts that may be present at your hearing. Most importantly, an
attorney will be able to make sure that your hearing gives you the best
possible opportunity to tell the judge your story. For all of these
reasons, hiring at attorney to assist you in your social security disability
claim gives you the best chance of success in your claim. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , sans-serif;">If
you have questions or are interested in starting the social security
application process, please contact attorney Andrew Doriott at (916) 491-4224.</span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-2959143985314614212018-02-08T11:04:00.000-08:002018-03-01T08:24:08.175-08:00Extending a Helping Hand to Survivors of the Napa and Sonoma County Fires<div class="MsoNormal" style="text-align: justify;">
Mastagni Holstedt is pursuing
civil claims against Pacific Gas & Electric Co. (PG&E) and any other
at-fault parties over the series of destructive wildfires that swept across Northern
California in October 2017. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
State regulators released reports
from PG&E that document at least 20 cases of toppled trees and downed power
lines across Northern California the night of October 8, 2017, when strong
winds and drought-parched vegetation caused fires from Sonoma to Butte Counties.
These deadly wild fires are among the most destructive in California history
and were declared a major disaster by President Donald Trump. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Mastagni Holstedt employs a team
of highly experienced lawyers who understand the intricacies of mass tort
lawsuits and who care deeply about those effected by the devastation caused by
these fires. Although our investigation is ongoing, Mastagni Holstedt’s team of
experts believes that PG&E is likely to blame for the spark that ignited this
series of devastating fires. Our preliminary investigation indicates that
PG&E’s negligent maintenance of its power poles and power lines is to blame
for starting the fires that resulted in billions of dollars in property loss
and the death of dozens of Californians. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
This lawsuit will seek to recover
compensation for any and all costs that are not covered by homeowner’s
insurance, including any personal injuries, wrongful deaths, lost
wages/profits, and emotional distress. Because our representation is on a
contingency fee, we handle all upfront costs and our clients do not pay
anything unless we recover damages for them. Moreover, we are offering a
reduced attorneys’ fee to handle these cases. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
If you or anyone you know is
interested in obtaining our representation for this civil lawsuit, or if you
are experiencing issues with your homeowner’s insurance, then please contact Justine
Lamy at (916) 491-4244 and she will put you in touch with one of our civil
litigation attorneys. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<a href="http://www.mastagni.com/attorneys/partners/phillip-r-a-mastagni/" target="_blank"><span style="background-color: white; color: #3d85c6;">Phillip R.A. Mastagni</span></a> is a
Partner in the civil litigation department of Mastagni Holstedt, A.P.C. He
specializes in complex civil litigation including mass tort, fire damage, and
burn injury cases. Mr. Mastagni also has extensive experience litigating against
PG&E and other utilities and telecommunications companies.<o:p></o:p></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-9106265045269172112018-01-02T13:38:00.000-08:002018-01-02T13:38:04.225-08:00Social Security Disability and Workers’ Compensation<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<span style="font-family: Arial, sans-serif;">If you are currently an
applicant in the workers’ compensation system, you should also consider making
a claim for Social Security disability benefits. The Social Security
disability program is a federal program, which may provide monetary and medical
benefits to recipients. <o:p></o:p></span></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<span style="font-family: Arial, sans-serif;">Social Security benefits are
provided through two different programs: Social Security disability insurance
(“SSDI”) and Supplemental Security Income (“SSI”). An attorney can help
determine which, if either, of these programs you may qualify for. The
good news is that the application process for both programs is very
similar. <o:p></o:p></span></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<span style="font-family: Arial, sans-serif;">The application process can
be long. A large majority of people are denied for their initial application.
Many of these same people are denied after their first appeal. It is only
after the second appeal, and after a hearing before an Administrative Law
Judge, that you have your best chance to be declared disabled. This
entire process can take more than two years. However, if you are
currently within the workers’ compensation process, or if you have recently
completed it, there is minimal additional work involved for you.<o:p></o:p></span></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<span style="font-family: Arial, sans-serif;">There is another benefit to
applying for Social Security benefits concurrent with or soon after a workers’
compensation claim: you will already have an extensive and detailed medical
record and multiple medical evaluations with which to help prove your
disability claim. If an attorney at Mastagni Holstedt, APC is representing
you in a workers’ compensation claim, you can speak with them regarding
the possibility of filing a Social Security disability claim. </span></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<span style="font-family: Arial, sans-serif;"><br /></span></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in; text-align: justify;">
<span style="font-family: Arial, sans-serif;">Mastagni Holstedt, APC has
extensive experience representing disabled persons in their claim for Social Security
benefits. If you are interested in applying, or have applied and been
denied, please contact Andrew Doriott at our office at </span><span style="color: windowtext; font-family: Arial, sans-serif;">(916) 491-4224</span><span style="font-family: Arial, sans-serif;">.</span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.comtag:blogger.com,1999:blog-7471348855333361449.post-75378659762584493192017-12-18T15:54:00.000-08:002018-04-05T11:08:18.182-07:00S&W Penalties: What Employer Misconduct Rises to the Level of Serious and Willful?<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">When an employee’s industrial injury is
caused by the serious and willful misconduct of the employer, <a href="http://codes.findlaw.com/ca/labor-code/lab-sect-4553.html" style="background-color: white;"><span style="color: #3d85c6;">Labor Code section
4553</span></a> allows for the employee’s compensation to be increased by one-half
upon a petition for penalties to the Workers Compensation Appeals Board. The California Supreme Court has determined
that the one-half increase applies to every benefit or payment provided to the
applicant under<span style="color: #3d85c6;"> <a href="https://leginfo.legislature.ca.gov/faces/codes_displayexpandedbranch.xhtml?tocCode=LAB&division=4.&title=&part=&chapter=&article="><span style="color: #3d85c6;">Division
Four of the Labor Code</span></a></span>, including medical treatment payments, medical-legal
fees, vocational rehabilitation costs, and all indemnity benefit payments. As the penalty is due to quasi-criminal
conduct, Workers’ Compensation insurance does not cover employer serious and
willful misconduct; and the penalty is assessed directly against the employer.<o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify; text-indent: .5in;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Serious and willful misconduct petitions
claim injury through either the employer or his managing representative, or
general superintendent’s violation of a Cal/OSHA safety order, or the failure
of the employer to provide a safe working environment under <a href="http://codes.findlaw.com/ca/labor-code/lab-sect-6400.html"><span style="color: #3d85c6;">Labor Code
section 6400</span></a>. Safety Orders are
contained within <a href="https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=LAB&division=5.&title=&part=1.&chapter=1.&article="><span style="color: #3d85c6;">Division
5 of the Labor Code</span></a>. Should the
injured worker believe that the employer committed serious and willful
misconduct, he must file his petition within one year of the date of injury.<o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">To prove an employer’s violation of a
safety order, the injured worker must show
(1) the specific manner how the order was violated; (2) how the
violation proximately caused the injury to the applicant; and (3) either – the
safety order and the conditions of its violation were actually known and
violated by a specific individual; - or where the condition making the safety
order applicable was obvious to the employer or his representative as designated
under <a href="http://codes.findlaw.com/ca/labor-code/lab-sect-4553.html"><span style="color: #3d85c6;">Labor
Code section 4553</span></a>, and the failure of that individual to correct the
problem constituted reckless disregard for the consequences. <o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="color: #3d85c6; font-family: "arial" , sans-serif;"><br /></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , sans-serif;"><a href="http://codes.findlaw.com/ca/labor-code/lab-sect-6400.html"><span style="color: #3d85c6;">Labor Code section 6400</span></a> requires every employer to furnish employment and a place of
employment that is safe and healthful for its employees. <a href="http://codes.findlaw.com/ca/labor-code/lab-sect-6400.html"><span style="color: #3d85c6;">Labor Code section
6400</span></a>. To prove employer serious and
willful misconduct for an unsafe environment, an injured employee must prove
that the employer (1) knew of the dangerous condition; (2) knew that the
probable consequences of the condition would involve serious injury to an
employee; and (3) deliberately failed to take action.<o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">For a single instance of serious
misconduct, the injured worker must show with reasonable particularity that the
reckless disregard for safety was made by a person in the managerial class of
the employer. Where obvious, fixed, and
long-maintained conditions of hazard exist, the courts have inferred that the
conditions were known to members of the managerial class, and can be proved by
circumstantial evidence, including evidence of prior injuries arising from
similar circumstances.<o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Courts have required egregious conduct
by the employer to be considered serious and willful misconduct. Serious and willful misconduct involves
conduct of a quasi-criminal standard, and are acts that are either likely to
result in serious injury, or with a wanton and reckless disregard of their
possible consequences. The misconduct
requires an intention to do harm, making it the antithesis of negligence of any
degree. A willful failure to protect an
employee from likely injury has been found sufficient to meet the
standard. This standard is applicable
both in violations of the Safety Orders as well as a violation of <a href="http://codes.findlaw.com/ca/labor-code/lab-sect-6400.html"><span style="color: #3d85c6;">Labor Code section
6400</span></a>.<o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
</div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , sans-serif;">Under <a href="http://codes.findlaw.com/ca/labor-code/lab-sect-4551.html"><span style="color: #3d85c6;">Labor Code
section 4551</span></a>, an injured worker can be penalized, upon petition by the
employer, for his own serious and willful misconduct which caused injury. If the employer proves that the employee’s own
misconduct caused his injury, the otherwise recoverable compensation may be
reduced by up to one half upon a findings and award by the Workers’
Compensation Appeals Board. </span></div>
Mastagni.com Law Bloghttp://www.blogger.com/profile/10701897977733296649noreply@blogger.com