Have you been injured on the job? Maybe you twisted your ankle while rushing into the elevator for that meeting with the boss or sprained your wrist while trying to beat that deadline. If you have suffered a work-related injury, you may be entitled to benefits under the Pennsylvania workers’ compensation laws.
The Pennsylvania Workers’ Compensation Act (the “Act”) was enacted to provide no fault recourse for workers who suffer injuries in the workplace. The Act ensures that no worker will go without some form of compensation for workplace-related injuries. The Act thus requires that all Pennsylvania employers register with an insurer for workers’ compensation coverage.
Every Pennsylvania worker is covered by the Act. So, even if your employer has failed to procure workers’ compensation insurance coverage, you are still able to obtain compensation benefits under the Uninsured Employer Guaranty Fund.
Workers’ compensation laws and regulations provide for you in the event of work-related injuries. The Act provides financial, medical and other related benefits and support to workers who have been injured on the job.
The Act ensures that injured workers can obtain no-fault compensation for work-related injuries. However, this “no-fault” insurance coverage comes with a compromise — your right to sue your employer for the injury.
What are some of the requirements to obtain workers’ compensation?
Before you can be eligible to receive benefits under the Pennsylvania workers’ compensation law, you must fulfil some requirements
- There must be an employer/employee relationship.
While this is usually straightforward, there are some situations when it is difficult to determine whether the relationship is an employment relationship under the law. For instance, an independent contractor does not qualify as an employee. For the purpose of determining whether a person qualifies as an employee, four things are usually considered:
- The right of the employee to select the employer;
- The employer’s right to “sack” the employee;
- The employer’s power to direct the manner of performing the job; and
- The employer’s power to control the employee;
Even if you don’t qualify as an employee under these conditions, you may still be an employee under the definition of a “statutory employer”. For instance, if you are an employee of a sub-contractor that has been hired by a general contractor for a construction-type job, you may be entitled to compensation for work-related injuries. Your employer in this case is a “statutory employer.”
- The injury must have occurred under Pennsylvania jurisdiction
If you are hired in Pennsylvania, but often have to work in other states, it won’t matter whether the work injury happen in Pennsylvania, or some other jurisdiction.
- You must have suffered the injury in the course of employment
Each situation is usually decided on its merits, on a case-by-case basis. You don’t have to be actively working when the injury occurs, though. You could be playing tennis as part of the company’s sports team or attending a party for the company and possibly still be covered. The important requirement is that you must have been furthering the interest of your employer.
What type of workers’ compensation are you entitled to receive?
Under the Act, you are generally compensated for any disability that occurs as a result of work-related injuries.
Disability, under the Pennsylvania workers’ compensation law, is defined by work loss. A disability may result in total disability, temporary total disability or temporary partial disability. It is total disability scenarios when you are completely unable to work because of the work injury.
The Act defines an “injury” to include any condition caused by an accident or activity at work. As such, injuries need not be caused by accidents alone. Injuries caused by having to do the same thing over and over, such as typing with your back bent or injuries cause by abnormal working conditions, would also qualify as an “injury.”
What benefits can you receive under the Pennsylvania workers’ compensation law?
Depending on your injury, you may be entitled to any one or more of the following benefits:
- Medical benefits. This would typically include the cost of obtaining medical treatment for the injury.
- Wage benefits. You are generally entitled to compensation of up to two-thirds, sometimes more, of your average weekly wage. These benefits are not taxable.
- Death benefits. This would be applicable only in the event of death caused by a wok-related injury. These benefits would be paid to the family or survivors of the employee.
- Scarring benefits. This compensation is applicable in the event of disfigurement caused by work injury.
- Specific loss benefits. If loss of limbs is involved, compensation would be payable for that specific loss. This does not mean that the whole limb must be lost though. It would suffice if it is shown that it has been made useless for the job.
How can you obtain workers’ compensation?
The Pennsylvania workers’ compensation law requires that workers who suffer any work-related injury must report the injury to their employer within 120 days – this period starts to run from the date of the injury. You should always report a work-related injury to your employer, and make sure that an accident report is generated.
Your employer then either accepts or denies the claim. If the claim is denied, you can file a lawsuit to establish your work-related claim. You do this by filing a Claim Petition.
While there is no law that says you can’t fight for the claim on your own, it is generally a good idea to get in touch with an experienced workers’ compensation attorney from the moment you get injured. The experienced worker’s compensation lawyers at Zwick Law understand how vital quality representation is to your claim. We are prepared to review your situation and take over the time-consuming and stressful task of negotiating and fighting for you.
For questions relating to a work-related injury, contact Matthew R Zwick, partner of Zwick Law, at (814) 371-6400 or email@example.com, to schedule a legal consultation and free case analysis. At Zwick Law, we’re always here for you.
 Disclaimer: The use of the Internet, Facebook and/or any other form of social media communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Time-sensitive information should be directed immediately to the office of Zwick Law at (814) 371-6400.