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    $10,000,000
    Wrongful Termination
    $6,700,000
    Jury Verdict in Los Angeles County Superior Court for a $15/hr employee fired only because she was a pregnant Mexican woman who needed a handful of days off to give birth to her baby. Click here to learn more about this case.
    $5,000,000
    Construction Accident
    $4,700,000
    Hospital Employee Fired
    $4,000,000

    $4,000,000 Arbitration win for a sales associate at a major retail chain for workplace sexual assault. Click here to learn more about this case.

    $3,400,000
    Healthcare System
    $3,320,000
    Wrongful Termination
    $3,451,220
    Wrongful Termination
    $3,000,000
    Premises Liability Accident
    $2,800,000
    Class Action
    $2,500,000
    Traumatic Brain Injury
    $1,500,000
    Wrongful Termination
    $1,500,000
    Trip & Fall Accident
    $1,475,000
    Wrongful Termination
    $1,403,697
    Wrongful Termination
    $1,325,000
    $10.50 per hour fast food worker sexually harassed by manager who quit when nothing was done to stop it.
    $1,250,000
    $12.50/hr. temp. staffing agency worker fired after becoming pregnant.
    $1,225,000
    $1.225 million verdict for a rear-end car crash with $100 in property damage.
    $1,100,000
    $1.1 million for wrongful termination because of sick son.
    $1,010,000
    $1.01 million for a disabled worker who was wrongfully terminated by his employer.
    $1,000,000
    Settlement for a woman who required a neck surgery because of an injury on a property.
    $1,000,000
    5 year employee out on medical leave for about 2 years loses his job when he attempts to return to work from medical leave.
    $1,000,000
    $1 million settlement for Uber/Lyft/rideshare car crash.
    $1,000,000
    $1 million settlement for motorcycle crash victim suffering from a brain injury.
    $934,000
    For Wrongful Termination While on Medical Leave
    $930,000
    Settlement for Disability-Related Wrongful Termination
    $850,000
    Class action settlement for fast food employees deprived of full wages earned.
    $825,000
    Settlement for Pregnancy & Disability-Related Wrongful Termination
    $775,000
    For Employee Fired While on a Pregnancy-Related Leave of Absence
    $765,000
    5 month employee earning $12/hr fired for missing time for work related to a disability.
    $750,000
    Verdict for Premises Liability
    $700,000
    For Car Accident With a $45k Best Offer
    $500,000
    Settlement for Disability Related Wrongful Termination
    $443,000
    For Wrongful Termination Related to Medical Leave of Absence
    $375,000
    For Employee Not Allowed to Return to Work After Brief Medical Leave
    $315,000
    To Restaurant Employees for Off the Clock Work
    $300,000
    For Employee Fired for Having Permanent Disability
    $300,000
    For Missed Lunch Breaks and Termination Based on Eye Condition (Disability)
    $300,000
    For Permanently Disabled Employee
    $285,000
    For Sexual Harassment
    $280,000
    Settlement for Slip and Fall
    $275,000
    For Employee Not Permitted to Return to Work While Disabled
    $250,000
    Settlement for Injury at Apartment Complex
    $210,000
    For Employee Fired After Presenting Her Doctor’s Report Upon Returning From Medical Leave
    $175,000
    For Wrongful Termination of Disabled Worker
    $160,000
    To Restaurant Employees for Rest and Meal Break Violations
    $160,000
    For Employee on Pregnancy Leave
    $150,000
    For Landscaper Fired for Taking Time-off for Surgery
    $150,000
    For Employee Fired After Requesting Time Off to Nurse an Injury
    $150,000
    For Factory Worker Replaced While on Year Long Medical Leave of Absence
    $135,000
    For Employee Fired for Taking Pregnancy Leave
    $135,000
    For Wage & Hour Disputes
    $135,000
    For Employee Fired While on Extended Medical Leave
    $125,000
    Employee Not Allowed to Work With Disability
    $120,000
    For Overtime, Rest and Lunch Break Violations Against Client Who Worked as Dishwasher.
    $105,000
    For 59 Year Old Cook Fired for Age
    $105,000
    For Employee on Work Restrictions Fired for Having an Expired Work Permit
    $100,000
    For Parking Attendant Fired for Missing Work Because of His Diabetes
    $100,000
    For Employee Fired for Performance Issues While on Medical Leave

    Mistakes to Avoid When Making a Los Angeles Workers' Compensation Claim

    Damage recovery in a workers’ compensation claim is rarely simple. Each claim is accompanied by multiple nuances, and even a minor error can lead to a denial. That is why a careful approach and professional consultations are necessary.

    Our lawyers can make you aware of mistakes to avoid when making a Los Angeles workers’ compensation claim. Since navigating these alone may not be easy, our workers’ comp attorneys can guide you throughout the case.

    Not Filing Paperwork on Time

    California workers’ compensation law is strict about deadlines. Missing them can seriously harm your claim. You are required to report a workplace injury within 30 days of the incident or the date you learned the condition was work-related. If you fail to do so, your employer may argue that the injury did not happen at work and deny the claim.

    After you notify your employer, they must provide you with a DWC-1 claim form within one working day. Completing and returning this form starts the formal workers’ compensation process.

    One of the dangerous mistakes to avoid when filing a workers’ compensation claim in Los Angeles is waiting too long. Even if you still make the deadline, insurance companies may use the delay to question the legitimacy of the injury.

    Failing to Get Timely Medical Care

    Once you file a claim, your employer’s insurance carrier must authorize medical care. Delaying care allows insurers to argue that your injury was not serious enough to warrant significant help.

    Working with the Wrong Physician

    In California, injured employees must receive treatment from a doctor within the employer’s Medical Provider Network (MPN). This requirement applies unless you officially predesignated a personal physician in writing before the injury occurred.

    You must avoid making a mistake and seeking treatment outside the approved network during your Los Angeles workers’ comp case. If this happens, the insurance is likely to refuse to cover your damages.

    Not Following Medical Instructions

    You must follow all medical recommendations, attend follow-up appointments, and comply with work restrictions. Gaps in treatment may be used by insurers to argue that your condition has improved, so you no longer need the benefits. Meanwhile, medical records are a primary form of evidence in workers’ compensation cases.

    Do You Need to Keep Workers’ Comp Case Details Confidential?

    Many injured workers in Los Angeles unintentionally harm their workers’ comp cases by discussing details too openly. Statements made to coworkers or photos (e.g., attending a party while injured) on social media may be used to challenge your credibility.

    Parties you can share case details with are:

    • Your treating physician
    • Your attorney
    • The claims adjuster handling your workers’ comp case (preferably through an attorney)
    • Authorized representatives of your employer’s insurance carrier

    Workers’ compensation insurers review any inconsistencies between medical records and informal comments. Even casual conversations can raise doubts. That is why you must keep all the sensitive information private, even if it seems harmless.

    Discuss Avoiding Mistakes in a Los Angeles Workers’ Compensation Claim with Our Attorneys

    Since workers’ comp cases are often complicated, even a minor mistake can keep you from getting benefits. That is why professional assistance is essential to receiving fair compensation.

    Our legal team can explain which mistakes to avoid when making a Los Angeles workers’ compensation claim and guide you through the case. Call LNN to schedule a consultation today.

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    If your claim has been denied or your attorney has decided to give up, reach out to our firm for a second opinion.