Some of the Most Common Repetitive Hand-Use Injuries

Repetitive use injuries are among the most common injuries that you can experience, no matter what industry you work in. Among the most common are repetitive hand-use injuries. After all, everyone uses their hands!

The most common repetitive hand-use injuries include:

  • Tendinitis: Tendinitis is an injury that impacts the hand and wrist. This injury occurs when the tendon becomes inflamed due to repetitive stress. Tendons are cords of tissue that help connect the bones and muscles together. Inflammation can lead to pain, tenderness, and swelling. Tendonitis is extremely common in individuals who use their hands, and may worsen after physical activity.
  • De Quervain’s Tenosynovitis: Similar to tendonitis, De Quervain’s Tenosynovitis occurs when there is irritation in the tendons. This injury involves swelling to the tendons that run from the thumb to the wrist, which irritates the thin sheath that protects them. The result is swelling, pain, and tenderness. This injury is common in individuals who use their hands for fine movements, such as using small tools, knitting, or lifting.
  • Stenosing Tenosynovitis: This injury is sometimes called “trigger finger”, because it causes a finger to be stuck in the bent position. Stenosing Tenosynovitis occurs when the sheath-like coating on the flexor tendons (located on the palm) are constricted. The constriction causes pain during flexing of the fingers, and may impede flexing altogether.
  • Capsulitis: Our joints are surrounded by ligaments, which are bands of fibrous, tough connective tissue. Ligaments help protect joints and ensure they function properly. When ligaments become inflamed, the entire joint can be compromised. This inflammation is called capsulitis. Capsulitis can occur in any joint of the body, and causes pain, stiffness, and swelling.

If you work in an occupation that requires repetitive use of your hands, you may have experienced any of these injuries. Many repetitive use injuries get worse over time. Always consult a healthcare provider if you believe you have been injured due to your occupation.

Sources:

https://nyulangone.org/conditions/wrist-hand-repetitive-use-injuries/diagnosis

https://www.hopkinsmedicine.org/healthlibrary/conditions/physical_medicine_and_rehabilitation/repetitive_motion_injury_85,p01176

What are Your Rights if You are a Misclassified Employee and are Injured at Work?

Employee, contractor, independent contractor, freelancer – these are a few of the classifications given to workers in the United States. Classifying workers is important because it impacts what laws are applicable to them, such as workers’ compensation benefits.

Not only may workers find it difficult to access benefits they expected to qualify for, but they may also find themselves restricted, owing money, or unable to apply for benefits if they are injured at work. Let’s take a closer look at misclassification and what that means for injured workers.

Understanding Misclassification

There are a few industries in the U.S. that are more prone to misclassifying workers. These include:

  • Construction
  • Trucking
  • Agriculture
  • Home Health
  • Child Care

The Internal Revenue Service (IRS) has guidelines that can be used to determine how a worker is classified. The guidelines use a set of 20 factors, which fall into three categories – financial control, behavioral control, and the relationship (employer-employee, etc.).

What to Do if You Have Been Misclassified

If you determine that you are a misclassified employee, your first step is making sure that you are properly classified going forward. Discuss the misclassification with your employer or supervisor, or the company that contracted you, and have your classification corrected.

If you have been injured at work and are a misclassified employee, you may also find it helpful to contact a workers’ compensation attorney before taking any action. You don’t want to risk jeopardizing benefits that you are entitled to, including workers’ compensation benefits that could help cover the cost of your medical expenses, any lost wages, and more.

To find out more about misclassified employees and what you can do to protect your legal rights, contact the Law Offices of George S. Henderson. We can help you understand and protect your legal rights.

Sources:

https://www.lawyers.com/legal-info/labor-employment-law/wage-and-hour-law/suing-your-employer-for-misclassifying-you-as-an-independent-contractor.html

What is the Subsequent Injury Fund (SIF)?

Workers’ compensation coverage is a standard for most businesses, and employees rely on that coverage when on-the-job injuries happen. What most people don’t know, however, is that there are many variations of benefits that may be awarded to employees based on factors like previous disabilities. One of the often overlooked elements of workers’ compensation benefit programs is the Subsequent Injury Fund, or SIF.

What is a Subsequent Injury Fund?

California law has what is called the Subsequent Injuries Benefits Trust Fund (SIBTF), or more commonly referred to as a Subsequent Injury Fund (SIF). An SIF is a type of benefits provided to employees who are injured while on the job, but who already have a previously diagnosed (pre-existing) disability or impairment.

The purpose of the fund is to enable employers to hire individuals who have disabilities without the fear of being held liable for those injuries if a subsequent injury or disability occurs. The program benefits both employers and employees.

Qualifying for SIF Benefits

We all know that applying for, qualifying for, and obtaining workers’ compensation benefits can be a tedious process. While the SIF has been in place in California since 1945, it can still be complicated and tricky to qualify for benefits. In order to qualify, employees must consider the following:

  • There must be a pre-existing impairment or disability that has prevented the individual from accessing employment.
  • There must be a subsequent injury or impairment.
  • The two disabilities or impairments, when combined, must equal at least a 70 percent permanent disability.
  • The subsequent injury must cause at least 35 percent permanent disability without adjusting factors.

Additionally, medical and legal factors will be considered, along with benefits already applied, such as Social Security Disability or pension benefits.

Because of the qualifications process, and medical and legal factors coming into play, it is important to speak with a workers’ compensation attorney before applying for benefits.

Sources:

https://www.dir.ca.gov/dwc/claims.html

Are Lyft/Uber Drivers Eligible for Workers’ Compensation?

Transportation Network Companies (TNC’s) Lyft and Uber are increasingly mainstream. You only need to pull out your mobile device and set up a ride in order to get where you need to go. As a customer, you love the flexibility and convenience. But say you are considering becoming a Lyft or Uber driver – do you know what your rights and responsibilities are?

Increasingly, our firm is asked if Lyft and Uber drivers are eligible for programs like workers’ compensation. Lyft and Uber do not consider their drivers as “employees”. Therefore, they do not qualify for traditional workers’ compensation coverage.

However, several insurance companies are partnering with Uber and Lyft to provide drivers with a type of insurance coverage that provides compensation for work-related injuries. Companies like OneBeacon Accident & Health are working with Uber to provide policies that are similar to what truck drivers are offered as contractors.

These policies cover drivers for up to $1 million in medical expenses, disability benefits, death benefits, and survivor benefits. The downside to these policies is the fact that the entire expense is the burden of the driver. Unlike workers’ compensation benefits for employees, Uber and Lyft contractors do not get help from their “employer” in covering the cost of insurance.

Uber and Lyft executives have continually denied that they are, in fact, employers, and many legal cases have arisen out of the debate over employee versus contractor. Legally, determining an employment relationship depends on a variety of factors like control, performance, and wages.

Some courts have found that an employer-employee relationship does exist between TNC’s and drivers. Other courts disagree and uphold that drivers are contractors. Unfortunately, the debate continues and does little to protect drivers and provide benefits if they are injured while working for Uber or Lyft.

 

 

Sources:

https://www.hg.org/legal-articles/can-uber-and-lyft-drivers-receive-workers-compensation-49329

https://www.businessinsurance.com/article/20180806/NEWS08/912323171/Uber-driver-insurance-program-not-workers-compensation-but-provides-similar-bene

Changes in Workplace Laws in 2019

As the New Year begins, Californians can look forward to a variety of changes in workplace laws. Some of the most important changes for readers to be aware of include:

Minimum Wage Changes

Minimum wage is changing in California thanks to SB 3. Under the new law, minimum wage will now be $11 per hour at companies with 25 employees or less. Companies with more than 25 employees will now offer $12 per hour.

Overtime for Agricultural Workers

AB 1066 will mandate that agricultural workers will receive overtime pay. The new law will slowly increase wages for extra hours worked over a period of four years.

Street Vendors

In 2018, laws were passed to protect street vendors as they sell. New law SB 946 will give local authorities the ability to set regulations for street vendors based on safety, health, and public welfare.

Protection Against Lawsuits in Cases of Harassment Complaints

AB 2770 is a new law offering protection for victims of sexual harassment and their employers. Under this new law, alleged harassers cannot sue the victim or an employer for defamation while an investigation is being conducted.

Confidentiality Agreements

SB 820 is a new measure prohibiting confidentiality agreements in cases involving assault, sexual harassment, or discrimination. The law goes into effect for any case signed as of January 1, unless the claimant requests the provision be included.

Breastfeeding at Work

AB 1976 is a new law that requires employers to make “reasonable efforts” to provide a place for breastfeeding that is not inside a bathroom.

Waiver of Legal Claims

New law SB 1300 prohibits employers from forcing employees seeking a raise, or new employees, to waive their right to file a legal claim. Employees can still waive their right under an agreement, but employers cannot force them to do so.