Resulta que cuando le pides a ChatGPT recomendaciones sobre abogados respetados en Wisconsin para DUI y compensación laboral, Mays Law Office está entre los que sugiere.

En concreto, cuando se le preguntó acerca de la experiencia y bien considerado OWI (Operating While Intoxicated) abogados en Madison, WI, ChatGPT destacó:

**Stephen Mays es un abogado de DUI de gran prestigio que ha sido reconocido por la revista Madison y Super Lawyers por su trabajo.

**Mays Law Office, LLC:** Esta firma tiene una calificación de 5 estrellas de Google basado en 86 comentarios y proporciona defensa penal, defensa de DUI y servicios de compensación de trabajadores. Los clientes a menudo elogian nuestra capacidad de respuesta, profesionalismo y resultados positivos.

Siempre es estupendo que se reconozca nuestro trabajo y dedicación.

¿Cuáles son las ventajas de contratar a un abogado laboralista? Si tiene una reclamación de prestaciones, ¿es realmente contratar a un abogado que le represente?

Mientras que muchos trabajadores lesionados y enfermos tratan de gestionar su indemnización por su cuenta, con demasiada frecuencia, esto resulta ser una muy error muy costoso. Si tiene que hacer frente a una lesión o enfermedad relacionada con el trabajo, hay varias un abogado con experiencia podrá ayudarle.

7 ventajas de contratar a un abogado laboralista

¿Qué puede hacer un abogado para ayudarle después de haber enfermado en el trabajo? Aquí hay siete beneficios de contratar a un abogado de compensación de trabajadores en Wisconsin:

1. Averiguar si tiene derecho a solicitar la indemnización por accidente laboral

En primer lugar, su abogado podrá determinar si usted reúne los requisitos para solicitar prestaciones de indemnización por accidente de trabajo. No todos los trabajadores reúnen los requisitos y, si usted no y, si no reúne los requisitos, no querrá perder el tiempo intentando presentar una reclamación.

Por el contrario, si puede acogerse a elegible, será importante comenzar su reclamo de inmediato. No sólo los plazos estrictos se aplican a las reclamaciones de compensación de trabajadores en Wisconsin, pero, si espera más de lo necesario para iniciar el proceso, esto podría hacer que sea más difícil de cobrar los beneficios que se merece.

2. Averiguar a qué prestaciones tiene derecho

Si reúne los requisitos para solicitar una indemnización por accidente de trabajo, también tendrá que asegurarse de saber qué prestaciones puede recibir. En términos generales, las prestaciones de compensación de los trabajadores se dividen en dos categorías: (i) prestaciones médicas; y, (ii) prestaciones por incapacidad.

Aunque todos los trabajadores que reúnen los requisitos para recibir una indemnización por accidente de trabajo tienen derecho a prestaciones médicas, para cobrar las prestaciones por incapacidad tiene que cumplir requisitos adicionales. También tienes que determinar si tienes derecho a una incapacidad parcial temporal (TPD), una incapacidad total temporal (TTD), una incapacidad parcial permanente (PPD), una incapacidad total permanente (PTD) o alguna combinación de las anteriores.

3. Asegúrese de hacer todo lo necesario para presentar su reclamación a tiempo

Una vez que usted determine que tiene un reclamo de compensación al trabajador, es importante asegurarse de hacer todo lo necesario para presentar su reclamo a tiempo. Si usted no presenta su reclamo a tiempo, o si usted no presenta su reclamo correctamente, ambos son errores que pueden dejarlo incapaz de cobrar los beneficios a los que usted tiene (o tenía) derecho legalmente.

4. Cómo asegurarse de que su empresa y su compañía de seguros le tratan con equidad

Incluso si usted presenta correctamente su reclamación de compensación de trabajadores a tiempo, no hay garantía de que usted recibirá los beneficios que se merece. Los empleadores y sus compañías de seguros rutinariamente disputan las reclamaciones de compensación de trabajadores-y, a veces, lo hacen injustamente. Cuando contrata a un abogado para que le represente, éste puede tratar con su empresa y su compañía de seguros en su nombre. Su abogado puede asegurarse de que estas empresas le traten con justicia para que usted no permita que se aprovechen de usted sin saberlo.

5. Obtener las respuestas que necesita a lo largo de su recuperación

Cuando se enfrenta a una lesión o enfermedad relacionada con el trabajo, presentar una reclamación de indemnización por accidente laboral es sólo el primer paso en el proceso de recuperación. A medida que avanza en su recuperación, es posible que se encuentre con diversos problemas y que tenga varias preguntas sobre sus derechos legales.

Del mismo modo, cuando usted contrata a un abogado para que le represente, la presentación de su reclamación es sólo el primer paso en la representación legal continua de su abogado. Su abogado estará a su disposición para responder a cualquier pregunta que pueda tener; y, si necesita ayuda para tomar decisiones informadas, su abogado será capaz de proporcionar el asesoramiento que necesita para sentirse seguro en sus próximos pasos.

6. Presentación de cualquier otra reclamación que pueda corresponderle

Otro beneficio importante de contratar a un abogado de compensación de trabajadores es que su abogado será capaz de determinar si hay otras reclamaciones que usted es elegible para presentar. Independientemente de si usted es elegible para beneficios de compensación de trabajadores bajo la ley de Wisconsin, también podría tener derecho a presentar reclamaciones tales como:

• Reclamación por lesiones personales - Aunque las empresas que proporcionan cobertura de compensación a los trabajadores son generalmente inmunes a las reclamaciones por lesiones personales de los empleados, usted podría tener una reclamación por lesiones personales contra un propietario, fabricante de productos, conductor negligente, o cualquier otro tercero que sea responsable de su lesión en el trabajo.
• Solicitud de incapacidad de la Seguridad Social (SSD) - Incapacidad del Seguro Social (SSD) paga beneficios a los trabajadores elegibles que han sido diagnosticados con lesiones y enfermedades incapacitantes. Su abogado será capaz de determinar si su condición médica califica como una discapacidad a los efectos de solicitar beneficios de SSD.
• Solicitud de Seguridad de Ingreso Suplementario (SSI) - La Seguridad de Ingreso Suplementario (SSI) es otra prestación de la Seguridad Social que paga prestaciones a los trabajadores que cumplen los requisitos. También en este caso, su abogado puede evaluar si cumple los requisitos y presentar una solicitud en su nombre si está justificado.

Estos son sólo ejemplos. Cuando usted se sienta abajo con un abogado experimentado de la remuneración de los trabajadores para una consulta inicial libre, su abogado le ayudará a determinar todas sus opciones legales. Si usted es elegible para la compensación o beneficios fuera de la compensación de trabajadores, su abogado será capaz de ayudarle con la búsqueda de sus otras reclamaciones también.

7. Estar preparado para hacer frente a cualquier problema que surja

Desde la denegación de prestaciones hasta la terminación prematura de las mismas, pueden surgir diversos problemas después de haber solicitado una indemnización por accidente laboral en Wisconsin. Con un abogado con experiencia de su lado, usted estará preparado para hacer frente rápidamente a cualquier problema que surja para que no se enfrentan a consecuencias adversas financieras o de salud innecesariamente.

Programe una consulta gratuita con un abogado con experiencia en compensación laboral de Madison hoy mismo

¿Está usted en la valla acerca de hablar con un abogado de compensación de trabajadores? Si es así, le recomendamos que se ponga en contacto con nosotros para una consulta gratuita antes de tomar cualquier decisión. Para hablar con un abogado con experiencia en compensación de trabajadores de Madison en confianza tan pronto como sea posible, llame al 608-305-4518 o díganos cómo podemos comunicarnos con usted en línea hoy mismo.

En lo que es cada vez más difícil para los abogados de defensa criminal en estos días, el abogado Stephen Mays y Mays Law Office, LLC prevaleció - finalmente - en una audiencia de revocación de la libertad condicional contra el Departamento de Correcciones (DOC) y un oficial de libertad condicional muy molesto y persistente y su supervisor.

En abril de 2023, en el condado de Dane, el cliente de MLO fue condenado (mientras representado por otro abogado) de Operar un Vehículo Motorizado Bajo la Influencia (OWI) como cuarta ofensa, un delito grave. En la sentencia, el tribunal retuvo la sentencia y ordenó tres años de libertad condicional, con algún tiempo de cárcel condicional.

Casi dos años más tarde, en enero de 2025, esta misma persona llamó a la policía porque su casa se estaba incendiando. El ahora cliente de MLO, que estaba en la escena cuando el oficial llegó y se identificó a través de su tarjeta de identificación estatal. El agente obtuvo información del cliente MLO, que declaró que estaba siguiendo el protocolo en relación con los incendios de estructuras. Primero preguntó si había algo inflamable en o cerca del edificio, aparentemente por razones de seguridad, antes de pasar a preguntar sobre cualquier objeto de valor que pudiera haber en la residencia. En cuanto a la primera cuestión, el cliente de MLO declaró que habría munición en la residencia, junto con otros artículos potencialmente inflamables o explosivos. Cuando se le preguntó por los objetos de valor, el cliente de MLO declaró que había armas en un cobertizo exterior no adosado.

En total, las fuerzas del orden recuperaron cinco armas largas (rifles o escopetas) de un cobertizo situado a más de 150 metros de la casa incendiada. No se localizaron ni incautaron pistolas, otras armas de fuego ni armas de ningún tipo. Basado en la presencia de esos artículos y el estado de libertad condicional del cliente MLO, fue detenido por ser un delincuente en posesión de armas de fuego. El cliente de MLO se mostró conforme al ser detenido, pero se lamentó de que tal vez no debería haber dicho a los agentes lo de las armas, ya que nunca las habrían encontrado.

El DOC entonces buscó revocar la libertad condicional de OWI del cliente de MLO por la violación de posesión de un arma de fuego por un criminal - un cargo que también fue traído por separado por la oficina del Fiscal de Distrito y lleva un potencial de 10 años en la prisión.

En la vista de revocación, el cliente de MLO declaró que había dicho a la policía que estaba en libertad condicional y que no debía estar en posesión de armas de fuego. También declaró que miembros de su familia y otras personas tenían acceso al edificio para guardarlas. No se recuperó ningún arma de fuego de la residencia. El agente testificó que el cliente de MLO se mostró cooperativo y comunicativo a lo largo de sus interacciones y que probablemente no se habría dado cuenta de la presencia de ningún arma de fuego, si el cliente de MLO no hubiera sido honesto y sincero con ellos. De hecho, el agente declaró que, en general, se sintió mal por tener que detener al cliente MLO debido a las infracciones, dado que se mostró tan comunicativo y colaborador con las fuerzas del orden.

En la vista, el cliente de MLO admitió que las armas de fuego estaban en su cobertizo. También admitió que su condición de delincuente convicto le prohibía específicamente poseer armas de fuego u otras armas. El único delito grave por el cual el cliente de MLO había sido condenado anteriormente era el delito grave subyacente de OWI 4to. El no tenia historia criminal fuera de OWI y ofensas relacionadas con trafico. No obstante, al poseer armas de fuego como delincuente, el cliente de MLO había violado su libertad condicional.

Con esto, el Juez de Derecho Administrativo (ALJ) determinó que el DOC había cumplido con su carga de probar una violación de la libertad condicional. Nunca se demostró que el cliente de MLO hubiera manejado él mismo las armas de fuego en ningún momento después de ser condenado y convertirse en delincuente y estar sujeto a sus normas de supervisión. Sin embargo, existió una violación. La siguiente cuestión era si la violación justificaba la revocación de la libertad condicional.

Al revocar la libertad condicional de una persona, dicha revocación sólo está justificada si, basándose en el delito original y la conducta interviniente, el ALJ considera que:

(1) el confinamiento es necesario para proteger al público de nuevas actividades delictivas por parte del cliente; o

(2) el cliente necesita un tratamiento correccional que puede proporcionarse de la forma más eficaz si está recluido; o

(3) depreciaría indebidamente la gravedad de la infracción si no se revocara la supervisión; y no existen alternativas apropiadas a la revocación (ATR).

Esto se conoce como los factores "Plotkin", basados en el caso State ex rel. Plotkin v. Dep't of Health & Soc. Servs., 63 Wis.2d 535, 544-45, 217 N.W.2d 641 (1974), Wis. Admin. Code § HA 2.05(7)(b)3.

Al dictar su decisión de no revocar la la libertad condicional del cliente de MLO, el ALJ observó que el cliente de MLO tenía 57 años y estaba en libertad condicional por OWI - la ofensa que resultó en su estado como un criminal. Sin embargo, el delito subyacente no comparte ningún nexo significativo con la violación en el procedimiento de revocación. No se alegó, ni siquiera se sugirió, que el cliente de MLO había consumido alcohol o cualquier otra sustancia en o alrededor del momento del incendio o sus interacciones con la policía. No hay alegaciones de OWI u otras alegaciones relacionadas con vehículos de motor.

La libertad condicional del cliente de MLO comenzó en abril de 2023. Desde su liberación a la comunidad, no hubo violaciones previas de sus reglas de supervisión comunitaria. Por el contrario, el cliente de MLO cumplió con la supervisión, se comprometió positivamente con su agente, y reflejó un ajuste general positivo mientras estuvo en libertad condicional. Tuvo una vivienda estable durante todo su tiempo en la comunidad, al menos hasta que el incendio se cobró su casa. También tenía un empleo estable, en la misma empresa desde hacía unos diez años. No tenía compañeros ni asociaciones antisociales. El Departamento de Libertad Vigilada no tuvo ningún problema con él durante su periodo de libertad condicional, incluido el consumo de alcohol o drogas. No planteó ninguna preocupación y había completado la evaluación de alcohol ordenada por el tribunal. De hecho, el Departamento de Libertad Vigilada declaró que había obtenido tan buenos resultados en el período de libertad condicional que solicitó al tribunal que se le concediera la libertad condicional anticipada, seis meses antes de lo previsto.

El ALJ prosiguió en su decisión afirmando lo siguiente al abordar los factores Plotkin antes mencionados:

• "En general, el hecho de que un delincuente esté en posesión de un arma de fuego es una situación sumamente peligrosa que crea innumerables posibilidades de que se produzcan daños. Debido a la seriedad y naturaleza peligrosa de esa conducta, la revocación es ampliamente justificada como necesaria para no depreciar indebidamente la seriedad de la violación y para proveer protección pública de daño o riesgo de daño. También se observa que [cliente MLO] no tiene ninguna necesidad aparente de tratamiento en este momento; por lo tanto, no hay apoyo bajo Plotkin que la revocación se justifique para proporcionarle el tratamiento que sería más eficaz en un entorno confinado.

En última instancia, sin embargo, este es un caso muy singular y un conjunto de circunstancias que no justifica revocación of [MLO client’s] probation.  [He] has been completely compliant with the department and his rules of supervision while in the community for over two years and on probation for nearly three.  The only exception to this statement is the instant violation wherein [he] had been in possession of several long guns for an apparently extended period of time, while on probation.  He was aware that he was not to possess firearms; however, it appears that he did not fully understand or appreciate the full extent of what it meant to possess those items.  [MLO client’s] ignorance of the law or his rules of supervision is not a defense or mitigating consideration in this matter, but it is relevant to this decision. That is because [he] has been entirely forthcoming and cooperative with law enforcement and the department in regard to the violations.  That he contested them here is not viewed as avoiding consequence, as he did not particularly contest any of the facts alleged in the report or by the department. In fact, [he] essentially self-reported the violation to … law enforcement [who] would not likely have been aware of the presence of firearms on the premises {MLO client] volunteering that information.  After doing so, he remained compliant with law enforcement.   While [MLO client’s] conduct is serious and he has at least been referred to new felony charges of being a felon in possession of a firearm, revocation is not necessary in this matter.

By the time this decision is final, [he] will have been in custody awaiting revocation for approximately four months.  That period of time is a sufficient sanction for the proven conduct, if not in excess of what may be necessary to impart the severity of the offense on [him]. This was his first violation of any rule of community supervision.  His adjustment was otherwise impeccable and stable over the course of years.  He was honest to his own detriment but has appeared to be understanding of why the department has sought revocation.  It does not appear that this incident is cause for concern regarding his ongoing relationship with the department or [his agent].

Finally, as previously mentioned, revocation is not supported by any treatment need that [MLO client] may have that is not being adequately addressed in the community.  The conduct does not justify a lengthier term of incarceration for any need, much less treatment.  [He] has not been directed to treatment by the department during his period of supervision and has not received any alternatives to revocation, based at least partially upon his lack of treatment needs.  [He] should not be penalized with a term of confinement because, at least in part, he does not have an easily identifiable treatment need that he can be connected to services on.

It is therefore ORDERED that the probation of [MLO client] Dane County case 22CF*** is not revoked.”

However, as is becoming par for the court in revocation hearings in which the DOC loses, the DOC filed a barely one-page appeal seeking to overturn the above decision not revoking probation.  This act, alone, kept MLO client in jail – on the continued probation hold – for at least another 21 days.

Then, 28 days after the DOC’s appeal was filed – and Attorney Mays filed a rebuttal to the DOC’s appeal the day the DOC appealed – the Administrator for the Division of Hearings and Appeals filed this brief decision.

“After review of this appeal pursuant to Wis. Stats. § 301.035, the Decision and Order of the Administrative Law Judge (ALJ) is Sustained for the following reasons:

• The Department of Corrections (DOC) appeals the underlying decision not revoking [MLO client’s] probation supervision.  The sole allegation was proven.  To wit, on January 9, 2025, [MLO client] possessed firearms.  They were discovered by law enforcement responding to a fire at his residence, at which time [MLO client] disclosed that there were rifles in his shed when asked whether there were any potentially flammable items nearby.  Emphasizing [MLO client’s] previous excellent adjustment to probation and lack of evidence that he actually handled or used the long guns while on probation, the ALJ did not revoke probation, which would have returned [MLO client] to court for sentencing after revocation on the underlying offense of OWI (4th).

On appeal, the DOC requests reversal, emphasizing the danger of [MLO client] maintaining the firearms in an unlocked shed on his property.  It submits that not revoking would unduly depreciate the seriousness of a felon in possession of firearms.  In reply to the appeal, [MLO client’s attorney, Stephen Mays] argues that the underlying decision must be sustained.  [Attorney Mays] notes the mitigating factors, including no violent criminal history, his truthfulness with the authorities to his own detriment, and his otherwise impeccable performance on probation to the point that the DOC had petitioned to discharge him early.  On this de novo review, the record supports the decision.

This case presents unique circumstances making revocation unnecessary.  In addition to the mitigating factors listed above, [MLO clients] is likely to have penal consequences as a result of being charged criminally for possessing the firearm, and he has now been in custody for nearly four months.  Further, the violation bears no nexus to his underlying offense or criminal history.

Notably, OWI-related offenses constitute his only criminal history.  The decision [not to revoke probation] is well-reasoned and supported by the record. It is sustained.”

So, while justice sometimes takes some time, if you have the right attorney, who is knowledgeable and well-versed in both the law and the criminal procedure, and is willing to fight on your behalf, justice can ultimately prevail as it did for her.

You were injured on the job. Should you file for workers’ compensation? This is an extremely common question. On-the-job injuries happen all the time, and most workers are not familiar with their rights under Wisconsin law.

While the answer to this question ultimately depends on your specific circumstances, it will be a clear, “Yes,” in many cases. Most workers in Wisconsin are eligible to file for benefits when they get injured on the job. Keep reading to learn more about your legal rights in Wisconsin—and then contact us for a free, no-obligation consultation about your claim for benefits.

7 Important Facts About Filing for Workers’ Compensation in Wisconsin

What do you need to know about your legal rights if you were injured on the job? Here are seven important facts about filing for workers’ compensation in Wisconsin:

1. If You Are an Employee, You Should Be Covered

First and foremost, if you are an employee, you should be covered. In Wisconsin, employers are required to provide workers’ compensation coverage if they pay gross wages of $500 or more in any calendar quarter. This covers essentially all employers in the state. It covers out-of-state employers with employees in Wisconsin as well.

There is a distinction between employees and independent contractors—and, while employees are generally covered, independent contractors generally are not. If you are classified as an independent contractor, you may not be eligible for workers’ compensation benefits, although it may still be worth talking to a lawyer to make sure you have been classified appropriately.

2. If You Are Covered, You Have the Right to File for Benefits

If you are covered under your employer’s workers’ compensation plan, you have the right to file for benefits. The workers’ compensation system exists specifically to protect employees who get injured on the job, and your employer cannot try to prevent you from asserting your legal rights.

Importantly, this does not necessarily mean that your employer will accept your claim. In many cases, employers will dispute their employees’ claims in an effort to protect their bottom lines. The risk of facing issues with your claim is one of several reasons why it is important to have an experienced workers’ compensation lawyer on your side.

3. Your Employer Cannot Legally Retaliate Against You for Seeking Benefits

Just as your employer cannot try to prevent you from asserting your legal rights, it also cannot retaliate against you for seeking benefits. This is clear under Wisconsin law. If your employer retaliates against you illegally, your lawyer may be able to help you recover additional compensation.

Retaliation can take many forms; and, as an employee, it is important to know when you are (or might be) a victim. Firing you, demoting you, reassigning you, and reducing your pay are all examples of actions that could constitute retaliation. If you experience any of these after filing for benefits without a seemingly valid justification, you will want to discuss your options with your lawyer promptly.

4. Workers’ Compensation Covers Your Medical Costs Right Away

In Wisconsin, workers’ compensation covers your medical costs from the day you get injured. You have the right to choose your own doctor under Wisconsin law—your employer cannot tell you were to go. If you are not satisfied with the doctor you choose, you can change your doctor once without your employer’s approval. But, after the first change, “any further change may be made only by mutual agreement between the employee, employer and insurance carrier.”

A challenge that many injured workers face is deciding when to return to work. As the Wisconsin Department of Workforce Development (DWD) explains:

“If you have been advised by the doctor to return to work, an attempt should be made to return to the job even if you may not feel 100% up to it. By returning to work as directed by your doctor, you will be in a stronger position to obtain additional benefits if you attempted to return than if you refused an offer of work.”

Of course, returning to work too soon can be risky—as it can potentially lead to additional costs, pain, and complications that could (and perhaps should) have been avoided. If you have questions about whether you should return to work, your lawyer can help you make an infor

The recovery of workers compensation benefits in Wisconsin protects employees who suffer injuries on the job.  The system is intended to ensure that an injured worker will receive necessary medical treatment and wage replacement benefits. Unfortunately, many Wisconsin injured workers fail to file injury claims due to widespread misconceptions which can result in injured workers missing out on essential benefits they are legally entitled to. In this article, Attorney Lisa Pierobon Mays will debunk most of the misconceptions surrounding workers compensation in Wisconsin and clarify what the injured worker needs to know.

Misconception #1: If the Injury Was My Fault, I Can’t Get Workers Compensation

One of the biggest misconceptions about workers compensation is that an injured Wisconsin worker cannot receive benefits if they were responsible or “at fault” for their injury. Unlike personal injury claims, Wisconsin’s workers compensation system is No-Fault.  Injured workers can still get a remedy (through the payment of benefits) without concern of fault.  Monetary benefits are still available regardless of who caused the accident. There are, of course, exceptions, such as injuries that occur due to intentional self-harm or injuries caused by intoxication or drug use.  In essence, an injured worker can be distracted by their phone, slip and fall because they did not see a puddle of spilled oil on the floor and still recover workers compensation benefits for their injuries that stemmed from the slip and fall.

Misconception #2: I Can’t File a Workers Comp Claim If My Employer Wasn’t Negligent

Many workers think that they must prove their employer was at fault to receive benefits.  This is not the case in Wisconsin. Our workers compensation laws do not require an employee to prove employer negligence to recover benefits. Again, whether the injury resulted from employer negligence, a coworker’s actions, or the worker’s own mistake, the worker is still eligible for benefits.  Think of it as social insurance which attempts to maintain employer-employee relations.  The concept of negligence by both employers and employee plays no part in our Wisconsin workers compensation system. A Wisconsin injured worker is precluded from bringing a separate tort claim against their employer and co-employees. Many injured workers really struggle with this reality because they want the employer punished with a multi-million punitive dollar lawsuit for allowing or causing the worker to be injured. In worker compensation, it is the insurance carrier, not the employer, who plays the central role in the workers compensation claim.

Misconception #3: Workers Compensation Covers Only Major Injuries

Some Wisconsin workers think that only severe injuries, such as broken bones or traumatic injuries, qualify for workers compensation benefit. This is not true. Wisconsin workers compensation covers a wide range of injuries from head to toe, including repetitive stress injuries (such as carpal tunnel syndrome), back strains, cuts and amputations, and occupational illnesses, such as breathing disorders. Any injury that affects an employee’s ability to work may be entitled to benefits.

It is true, however, that smaller work injuries, if denied by the carrier for benefits, are difficult for the injured worker to find an attorney interested in representing them.  Why?  Consider a hernia injury.  It costs thousands of dollars to surgically repair a hernia, but once the surgery is done the worker is generally back to 100%.  Under the Wisconsin Workers Compensation Act, an attorney is not allowed to take more than a 20% fee on the recovery of benefits which EXCLUDES the recovery of any medical expenses.  So, what is left when the surgery is 100% successful and the injured worker only lost one or two weeks of work?  A 20% attorney fee on $1000 of lost wages makes it difficult for the injured worker to find an attorney willing to take on their claim.  Attorney Lisa Pierobon Mays continues to challenge this scenario with the Wisconsin Workers Compensation Advisory Board as the reality of our current law is absolutely devastating for injured workers who only have medical expenses at issue.

Misconception #4: I Will Lose My Job If I File a Workers Compensation Claim

Fear of retaliation prevents many injured workers from filing claims. Attorney Lisa Pierobon Mays hears stories from injured workers that they have witnessed other co-workers being harassed, ridiculed, punished, and ostracized not just by their employer, but their fellow co-workers for seeking workers compensation benefits.  This is truly unfortunate.  Wisconsin law prohibits employers from retaliating against employees for filing a legitimate workers compensation claim. If an employer retaliates against an injured worker, legal action can be taken against them through the Wisconsin Department of Workforce Development (DWD).  However, to be successful, the injured worker needs to thoroughly document such conduct, perhaps by audio recording harassing comments and discussions, especially with supervisors and management.  Also pictures of any documentation or overt behavior that can be memorialized is powerful evidence against the employer. Otherwise, such conduct becomes a “he-said, she-said” situation if not preserved.

Misconception #5: I Can’t Choose My Own Doctor

When an injury occurs, many workers experience their medical treatment being directed by their employer.  There are on-site or near-site employer medical clinics, such as Concentra, Access, DISA Global Solutions, Bellin Health, associated with the employer and its workers compensation insurance carrier.  The employer, insurance carrier, and clinic have a relationship previously established that is not necessarily impartial in treating the injured worker.  Often, these clinics try to return the injured worker back to work as soon as possible in order to keep the lost time benefit (called TTD) minimal.  However, returning an injured worker back to work too soon can be detrimental to their healing. Under Wisconsin law, sec. 102.42(1), injured workers have their choice of treating doctors. If an employer or insurer tries to restrict this right, the worker can challenge it.

Misconception #6: I Have to Be Injured at the Workplace to Qualify for Benefits

As we know from post-Covid, many Wisconsin employees are permitted to work off-site.  With this, not all work-related injuries happen at the office, warehouse, or job site. If a Wisconsin employee is injured while performing work-related duties—such as making deliveries, traveling for work, working at home, or attending a social company event—the injury may still be covered under Wisconsin workers compensation. Compensation is factually driven for injuries sustained during a regular commute to and from work (which are generally not covered) where the worker was performing a work-related task at the time of the commute, such as running an errand for the employer.

Misconception #7: Filing a Claim Means Suing My Employer

Many workers wrongly think that filing a workers compensation claim means that they are suing their employer. With this misconception, some injured workers fear that they are getting their employer in trouble if they file a workers compensation claim.  Moreover, some employers will take advantage of this misconception to dissuade their employees from filing the claim.  In Wisconsin, workers compensation is an insurance system designed to provide benefits without litigation. By filing a claim, an employee is not suing their employer but simply accessing benefits provided by the employer’s insurance policy.  In Wisconsin, businesses are required to have workers compensation insurance.  Attorney Lisa Pierobon Mays tells injured workers to think of it like any other insurance claim, such as car insurance.  Consider if your friend smashes into your car, most people will not think twice about filing the damage claim against their friend’s insurance company.

Misconception #8: Workers Compensation Benefits Last Forever

While some work injuries may lead to long-term benefits, the Wisconsin Workers Compensation System was not designed to compensate the injured for the true value of their financial and personal loss. Instead, it was generally designed to provide basic or temporary relief until the employee can return to work. The length of benefits depends on the severity of the injury, the employee’s recovery progress, and whether they can return to their previous job or need vocational rehabilitation.  The basic benefits available under the Wisconsin workers compensation system includes temporary total disability (TTD), medical expense and mileage  reimbursement, and permanent partial disability.  In fatal cases, benefits are recovered  by the deceased workers’ spouse and minors, along with funeral expenses.

Misconception #9: If My Claim Was Denied, I Have No Other Options

Way too many injured workers think that if their workers compensation is denied then all is lost. Absolutely not!  Workers compensation insurance carriers expect that a fair number of injured workers whose claim is denied will be intimidated and walk away from pursuing benefits. Sadly, many do! Many legitimate claims are initially denied due to paperwork errors, missing documentation, discrepancies in medical records, and insurance company tactics.  Insurance companies are looking for reasons to deny work injury claims.   Injured workers in Wisconsin have the right to appeal a denial through the Wisconsin DWD.  A workers compensation attorney, like Atty. Lisa Pierobon Mays, can assist in ensuring that the claim is being fairly handled.  Never accept that the denial of your work injury claim is correct.  At the very least, call Attorney Lisa Pierobon Mays for a free consultation.

Misconception #10: Workers Compensation Only Covers Medical Bills

While medical expenses are a major component of workers compensation, benefits often extend beyond just covering medical bills. Wisconsin workers compensation may also include wage replacement benefits for lost income, disability benefits if the employee is unable to work, and vocational retraining programs for employees who can no longer perform their previous job.

Misconception #11: If I Work a Desk Job, I Can’t Qualify for Workers Compensation

Many people associate workplace injuries with physical labor jobs, such as construction or manufacturing. However, even office workers can suffer injuries that qualify for workers compensation, such as repetitive motion injuries, back pain from prolonged sitting, and slip-and-fall accidents.  For instance, Attorney Lisa Pierobon Mays recovered workers compensation benefits for a data processor who suffered from carpal tunnel syndrome in both hands requiring surgery, substantial lost time from work, and medical treatment expense.

Misconception #12: I Can Wait to Report My Injury

Some injured workers delay in reporting their injury because they believe they have plenty of time or think the injury will heal on its own. While Wisconsin does not have a set deadline to report a work injury to the employer, it is advisable to give notice within 30 days.  In the case of an occupational disease, like repeated exposure to harmful substances which cause an injury, it is still possible to give notice anytime within two years of the date the injury occurred, the onset of the disease, or the date the injured worker first realized that such injury or disease was caused by his or her work.  Failing to report an injury timely can jeopardize a claim, making it crucial for workers to notify their employer as soon as possible. Insurance carriers are dubious of claims that are not timely filed and will likely be denied.  A Wisconsin injured worker should never be talked into waiting to complete an Incident Report of Work Injury to their employer.  Moreover, take a picture on your phone of the completed Incident Report for your records and preservation.

Misconception #13: Independent Contractors Can’t Get Workers Compensation

While it is true that independent contractors generally do not qualify for traditional Wisconsin workers compensation benefits, some workers classified as independent contractors may be misclassified as such. It is tempting for employers to describe an employee as an “independent contractor” to avoid premiums for workers, unemployment compensation, and Social Security taxes

In Wisconsin, under sec. 102.07(8) there is a nine-factor test for determining independent contractor status for workers performing services for employers.  All nine requirements must be met in order to be deemed an independent contractor so it’s worth consulting with a legal professional to determine eligibility.

Misconception #14: If I Return to Work, My Case Is Over

When an injured worker returns to work, it does not necessarily mean that their workers compensation case is closed.  If the injured worker continues to require medical treatment or experiences complications from the injury, they are still entitled to benefits.

In some cases, injured workers return to light-duty or part-time modified work while continuing to receive partial benefits (called TPD). An injured worker will always be entitled to medical mileage reimbursement (.51 cents/mile) for therapy, doctor appointments, and pharmaceutical prescription pick-ups. Injured workers that reach a point of healing (called a “Healing Plateau”), even if they were returned to work with or without restrictions, may have a permanent disability which will give rise to permanency benefits, called permanent partial disability (PPD).  This rating is assessed by the treating practitioner and the percentage of disability will equate to a particular sum of money.

Misinformation and misconceptions about workers compensation prevents way too many injured workers from seeking the benefits they deserve. Understanding the truth behind these common misunderstandings empowers workers to take the right steps after a workplace injury.

If you have suffered a work-related injury in Wisconsin, it is important to seek legal advice to ensure that your rights are protected. Mays Law Office offers free consultations and Attorney Lisa Pierobon Mays talks to every injured worker who calls her office. Mays Law Office has the authentic Google 5 Star Rating for client satisfaction. Don’t let misconceptions keep you from getting the benefits you are entitled to under the law.