Most employers in Wisconsin are subject to the state’s worker’s compensation law. This means when a worker is injured in the course of employment, worker’s compensation coverage pays for things like medical care, partial lost wages, and permanent losses of bodily functions and movements. Most importantly, pain and suffering is generally not included. Wisconsin worker’s comp coverage is broad, generally including work-related injuries no matter where they occur.
You have a right to be compensated for the costs of your care, your rehabilitation, and for part of the income you would have earned had your injury not kept you out of work and caused you wage loss. However, in certain circumstances, you may also be able to get compensation for pain and suffering by pursuing a responsible third party. In other words, neither you nor your employer caused the injury, but a “third party” caused your injury while you were at work.
What is a Work-Related Injury?
A work-related injury can be a one-time trauma (like injuring yourself in a fall or getting hurt while using company equipment), but it can also be an “occupational disease” or exposure like a respiratory illness caused by long-term exposure to chemicals, repetitive stress injuries, overuse injuries (I.e. “I got hurt when I overdid it”), disability from your job “wearing out” your body and the like.
Most employers in Wisconsin are subject to the state’s worker’s compensation law. This means when a worker is injured in the course of employment, worker’s compensation coverage pays for things like medical care, partial lost wages, and permanent losses of bodily functions and movements. Most importantly, pain and suffering is generally not included. Wisconsin worker’s comp coverage is broad, generally including work-related injuries no matter where they occur.
You have a right to be compensated for the costs of your care, your rehabilitation, and for part of the income you would have earned had your injury not kept you out of work and caused you wage loss. However, in certain circumstances, you may also be able to get compensation for pain and suffering by pursuing a responsible third party. In other words, neither you nor your employer caused the injury, but a “third party” caused your injury while you were at work.
What is a Work-Related Injury?
A work-related injury can be a one-time trauma (like injuring yourself in a fall or getting hurt while using company equipment), but it can also be an “occupational disease” or exposure like a respiratory illness caused by long-term exposure to chemicals, repetitive stress injuries, overuse injuries (I.e. “I got hurt when I overdid it”), disability from your job “wearing out” your body and the like.
Most employers in Wisconsin are subject to the state’s worker’s compensation law. This means when a worker is injured in the course of employment, worker’s compensation coverage pays for things like medical care, partial lost wages, and permanent losses of bodily functions and movements. Most importantly, pain and suffering is generally not included. Wisconsin worker’s comp coverage is broad, generally including work-related injuries no matter where they occur.
You have a right to be compensated for the costs of your care, your rehabilitation, and for part of the income you would have earned had your injury not kept you out of work and caused you wage loss. However, in certain circumstances, you may also be able to get compensation for pain and suffering by pursuing a responsible third party. In other words, neither you nor your employer caused the injury, but a “third party” caused your injury while you were at work.
What is a Work-Related Injury?
A work-related injury can be a one-time trauma (like injuring yourself in a fall or getting hurt while using company equipment), but it can also be an “occupational disease” or exposure like a respiratory illness caused by long-term exposure to chemicals, repetitive stress injuries, overuse injuries (I.e. “I got hurt when I overdid it”), disability from your job “wearing out” your body and the like.
By Raymond H. LaBarge
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