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Showing posts from June, 2022

Workers’ Comp Doctors - What You Need To Know Before You See One

After a workplace injury, you may have many questions about the process and specifics of filing a workers’ comp claim. Among these questions, you may wonder what a workers’ comp doctor is, what role they play, and how they benefit or hurt your case. In this article, we go over some information you should know about workers’ compensation doctors so you can be informed while seeking treatment for your workplace injuries. What Do Workers’ Comp Doctors Do? Workers’ comp doctors are physicians who treat patients after a workplace accident. This can include doctors who may or may not be listed or recommended by a workers’ comp insurance company; doctors requested to examine a patient as part of an Independent Medical Exam (IME), or a patient’s regular family physician. In New York, in order to treat patients in a workers’ comp claim, a doctor must be authorized by the New York State Workers’ Compensation Board (NYS WCB). After a workplace injury, a workers’ comp doctor will examine you and a

The Remedy For Work Place Injuries

Workers’ compensation insurance which is primarily covered by the company should be offered to employees as a benefit for when they get hurt during work hours. Cases in the workplace that result in sickness or injuries usually allow the employees to get a hold of their insurance which is legally supplied their employers. It may be smart to seek aid from work cover lawyers when owners coerce you to accept an unfair amount as settlement or refuse to give any kind of support at all. Work cover lawyers legally represent those who have suffered from injures brought about by poor work environments. Work cover lawyers advocate for the employees? best interest and they lobby for the workers? best compensation return. Workers? compensation lawyers are responsible for fighting for the legal rights of the harmed workers to lawfully claim monetary compensation for their medical expenses, for loss of income for the period of recovery, and for continued support if the employee is no longer able to w