Because of the economic depression we are experiencing today, many people are looking for every possible way to land a job. And sometimes, they even apply for dangerous jobs just to put something on the table at dinner. During their stay in these companies, they might get hurt or injured, or even disabled. When this happens, who will they rely on to provide financial assistance?

Fortunately, there are federal and state laws that require employers to pay for their employees who got injured while on duty. Here are some of these laws:

  • Federal Employee' Compensation Act (FECA) – This federal law states that employees who get injured while at work should be compensated by their employers.
  • Longshore and Harbor Workers' Compensation Act (LSA) – This is a law that covers all maritime employees. Seamen are excluded from this law.
  • Federal Coal Mine Health and Safety Act – This covers coal miners who suffer black lung or pneumoconiosis because of their work.
  • Veterans Administration – Under this law, employees will be compensated for their losses regardless where they got injured.
  • Federal Employers' Liability Act (FELA) – This law covers railroad employees.
  • Jones Act – The Jones act provides legal protection to seamen.

When an employee is covered by one or more of the laws above, he would be entitled to receive benefits from his employer. These are some things that an employer is required to provide him:

  • Payment for all medical bills – Medical bills include medication, hospital costs, and rehabilitation and therapy expenses. Before the employer provides these benefits, the employee will be required to undergo medical examination by a third-party medical specialist to verify his condition.
  • A percentage of the employee's salary – In most situations, the employer pays about two-thirds of his employee's salary. However, some companies even pay the entire amount to help their workers recover from their damages.

In case the employer refuses to pay the worker's compensation, the employee can file a claim against him. Before doing this, it is strongly suggested that the employee hires a Los Angeles employment attorney to handle his claim. He would surely provide valuable help in proving the responsibility of the employer.

Once the dispute has been resolved, the employer would have to pay for the complainant's legal fees. That is the price he has to pay for refusing to compensate for the employee's injuries. Again, he will need an experienced labor attorney to make sure that he gets what he deserves.