Articles Posted in Workers Compensation

What happens if you are exposed to something dangerous at work?  In the not too distant past, there would be no hope of restoration and only devastation. Today, with gratitude to some excellent lawyers and lawmakers, there are legal protections for people who are exposed to hazardous working conditions.  Negligent companies can still be required to pay damages even for a 10-year-old oil spill. In several cases from a 2006 Lake Charles oil spill, the Louisiana Third Circuit Court of Appeal affirmed a damage award despite the award being significantly higher than other damage awards in similar cases.  

In 2006, seven men were working several different jobs at the Calcasieu Refining Company (“Refinery”).  On June 16, 2006, CITGO Petroleum Corporation (“CITGO”) experienced a slop oil release at its refinery on Lake Charles.  As a result, 17 million gallons of wastewater was released with large portions of heavy oil reaching the Calcasieu Refinery (“Refinery”) and remaining there for weeks.  It took two months for the oil to be cleaned up. In the interim, the seven men working at the Refinery were exposed to the slop oil almost daily.  

The men worked for three different companies doing various jobs.  Some worked directly on the clean-up effort and came into contact with the oil.  Others were working on building projects at the Refinery or as supervisors. Despite different experiences with the slop oil at the Refinery, the men all experienced similar symptoms to the exposure.  All of the men complained of severe headaches and sinus problems. Most of the men also complained of intestinal problems. The men were all exposed to a toxic substance containing a well-known carcinogen called benzene.  There is no medical treatment for benzene exposure and all the men reported feeling afraid of developing cancer from the exposure. Moreover, there was no medical treatment for their ailments at all. Time could only ease the symptoms.  

Courts are often overflowing with frivolous lawsuits. In order to remedy this, defendants can file an exception for no right of action. If granted, the lawsuit is dismissed because the plaintiff cannot prove any facts that would support the claim. 

Emanuel Smith III worked as a police officer for a housing agency in New Orleans, before being terminated by his supervisor for sleeping while on duty. Prior to his termination, Mr. Smith alleges that Silas Phipps, Jr. received information about Mr. Smith illegally from a information center for crimes and that Mr. Phipps distributed the information to coworkers, causing Mr. Smith to suffer from various injuries, including shame and humiliation. Because of this, Mr. Smith filed a complaint before his termination. 

Because Mr. Smith filed a formal complaint, he brought a lawsuit against HANO (the housing agency), his supervisors, Messrs. Anderson and Fortner, and Mr. Phipps, asserting that his action constituted whistleblowing and thus that he was terminated wrongfully. The defendants filed peremptory exceptions of no right of action. The trial court then granted the exception for not having a right to action, dismissing Mr. Smith’s claims. Mr. Smith appealed to the Fourth Circuit Court of Appeals, arguing that the trial court granted the Defendants’ exceptions in error.

Learning of an illness is always terrifying. But what happens when it affects your everyday life and your ability to work? Hopefully, for most, the illness passes quickly. However, for people with chronic health issues, extended absences from work may cause issues at work, despite statutory protections. Experienced attorneys can help you navigate labor and employment law, but knowing your rights is the first step. The Fourth Circuit Court of Appeals ruled in favor of a New Orleans city employee in one such case of chronic illness.  

Ms. Wilsons’ struggle began in February of 2015, when she stopped reporting to work as a Title Abstractor at the Department of Property Management for the City of New Orleans. She soon produced documentation from her doctor. This documentation indicated that she was undergoing treatments that would prevent her from working, but that she would be reassessed in late March. In March and April, Ms. Wilson provided further documentation regarding her inability to return to work at that time.      

The situation in the Department of Property Management became tense during Ms. Wilson’s medical leave. Employees bore the weight of her absence, struggling to timely process work orders. This strain became the catalyst for her removal.      

Injuries on the job can be devastating. Though the injuries themselves may be painful, the loss of a livelihood that may follow can be even worse. As a result, Louisiana has implemented workers’ compensation programs in order to provide relief for employees who are injured on the job. However, there are caveats that exist and not all injured employees may receive workers’ compensation. 

While training for employment as a security guard for Covenant Services Worldwide (“Covenant”), Bonnie Frazier suffered a rotator cuff tear in her right shoulder. Frazier underwent three surgeries on her right shoulder. Covenant paid for Frazier’s treatments. Despite her surgeries, Dr. Felix Savoie restricted Frazier from lifting five pounds over her head, twenty pounds from her waist to her shoulder, and thirty pounds in any circumstances. 

Fraizer eventually accepted a security officer position that entailed driving and periodic running. One day at work, Frazier asked her manager Vicki Bryant if she could leave work because she was suffering from severe shoulder pain. Bryant sent for another security guard named Jill Delatte. Before letting Delatte take over, Frazier wrote a note explaining that she was leaving work because of severe shoulder pain. In a recorded statement, Delatte reported that Bryant told Frazier that if she was going to quit, she was to leave her vest, badge and uniform. Frazier gave her vest and badge with Delatte and never showed up to work again. Almost a year later, Frazier filed a Disputed Claim for Compensation Form 1008, arguing that Covenant had unlawfully terminated her supplemental earnings benefits (“SEBs”). The Office of Workers’ Compensation (“OWC”) judge, however, found that because Frazier herself had terminated her employment, Covenant did not owe her any SEBs.