Category Archives: employment law

Disability Rights Take Center Stage at Democratic Convention

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Demi Lovato at the DNCFormer Sen.Tom Harkin, D-Iowa, called for the elimination of the subminimum wage for certain disabled workers Tuesday afternoon at the Democratic National Convention. Harkin’s remarks followed two speeches about coping with disabilities on Monday night by disability advocate Anastasia Somoza and recording artist Demi Lovato as Democrats chose to highlight the 26th anniversary of the Americans with Disability Act.

The ADA isn’t normally a hot topic of discussion during political campaigns, but that law, state disability discrimination laws and other related laws will surely be affected by the fall’s federal and state elections. The presidential race will garner the most media attention. The presidential race is important because agencies like the U.S. Department of Labor and commissions like the Equal Employment Opportunity Commission will affect how the ADA is interpreted and enforced. Federal judicial appointments also impact how the ADA and parallel state laws are interpreted.

But disability discrimination laws are also affected by congressional and state races. Here are at four points to keep in mind when thinking about disability discrimination laws during this campaign season:

1. Disability rights have traditionally been a bipartisan issue. Both the Americans with Disabilities Act and the ADA Amendments Act of 2008 were passed by a Democratic Congress and signed by Republican presidents. A reader could assume that because of toxic partisanship that little progress will be made on disability rights, but that you could also infer that disability rights are so important that they could transcend partisanship even in a toxic political environment. This more optimistic view is bolstered by a study done by the Census Bureau, showing one in five Americans has a disability, so there is strong potential support for laws that help that the disabled.

2. Disability discrimination laws are a budget issue. In his speech, Sen. Harkin pointed out that 70 percent of disabled Americans are not working.Part of the reason that Republicans support disability anti-discrimination laws is that they help people maintain employment. Furthermore, the public accommodation sections of the ADA allow for disabled people to access employment through accessing transportation. The expansion of the Social Security Disability Insurance program has been a controversial issue. This increase in SSDI applications has partially been driven by the decline of workers’ compensation protections (see below). However, the purpose of the ADA was undercut in the 1990s and 2000s by the federal judiciary, which necessitated the ADAAA of 2008. It would be reasonable to assume that this misinterpretation of the ADA also helped drive the increase of SSDI applications.

3. Disability discrimination laws impact workers’ compensation laws. The Labor Department has indicated that 80 percent of the costs of work injuries are born either by government programs, private insurance or by taxpayers. In part, this is the result of a bipartisan and sustained attack on workers’ compensation laws in many state legislatures. One benefit that is routinely stripped or attacked is vocational rehabilitation, which allows workers to be retrained if they are unable to do their jobs.

In many workers’ compensation cases, a worker’s injury will give protections to that person under the ADA. This often means state workers’ compensation courts can decide questions of whether an employer could accommodate an injury and/or what duty the employer would have to reassign or retrain an injured worker who would be covered under the ADA. Recently, the 7th Circuit Court of Appeals held that employers have an affirmative duty to reassign disabled workers. It’s still an open question whether that law would obligate an employer to reassign an injured employee under a vocational rehabilitation program. But seeing that the ADA and workers’ compensation statutes have the same general beneficial purpose of allowing disabled people to maintain employment, such case law could be persuasive.

4. The ADA may affect state disability discrimination laws. States have their own laws prohibiting disability discrimination. States like Nebraska have laws that are more expansive than the ADA when it comes to pregnancy, but provide fewer protections to disabled workers in general. In Marshall v. Eyecare Specialties, the Nebraska Supreme Court held that since Nebraska did not amend its disability discrimination statute like the ADA was amended in 2008, that Nebraska courts should be applying pre-2008 decisions interpreting the ADA to Nebraska’s anti-discrimination laws. State courts generally look to how federal courts interpret discrimination laws when they interpret state fair-employment laws, so federal elections can affect how state laws are interpreted. But state legislatures can enact laws that offer more protections than federal laws. This is the case when it comes to extending fair employment protections to the LGBT community and is increasingly true as more states are starting to view pregnancy like a disability that needs to be accommodated.

The offices of Rehm, Bennett & Moore, which also sponsors the Trucker Lawyers website, are located in Lincoln and Omaha, Nebraska. Five attorneys represent plaintiffs in workers’ compensation, personal injury, employment and Social Security disability claims. The firm’s lawyers have combined experience of more than 95 years of practice representing injured workers and truck drivers in Nebraska, Iowa and other states with Nebraska and Iowa jurisdiction. The lawyers regularly represent hurt truck drivers and often sue Crete Carrier Corporation, K&B Trucking, Werner Enterprises, UPS, and FedEx. Lawyers in the firm hold licenses in Nebraska and Iowa and are active in groups such as the College of Workers’ Compensation Lawyers, Workers' Injury Law & Advocacy Group (WILG), American Association for Justice (AAJ), the Nebraska Association of Trial Attorneys (NATA), and the American Board of Trial Advocates (ABOTA). We have the knowledge, experience and toughness to win rightful compensation for people who have been injured or mistreated.

This entry was posted in Disability, discrimination, employment law and tagged , , , , , , .

Can I Collect Unemployment and Workers’ Compensation Benefits at the Same Time?

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In Nebraska, an injured worker who is laid off, fired or leaves a job for good cause can collect unemployment benefits and still receive Temporary Partial Disability (TPD) benefits and Permanent Partial Disability (PPD) benefits from the workers’ compensation insurance company. The Nebraska Labor Department unemployment law does not allow a worker to receive unemployment during the same week the person is paid Temporary Total Disability (TTD) workers’ compensation payments.

To receive unemployment benefits, the injured worker must be ready, willing and able to work.  As long as injured worker is ready, willing and able to work within one’s own restrictions, that worker can receive unemployment benefits during the same week that they are entitled to TPD and PPD benefits. 

If a person is totally unable to work and getting TTD benefits, that person cannot receive unemployment benefits since they, by definition, are not ready, willing and able to work.

Under the workers’ compensation laws, it is also important to remember that compensation benefits cannot be offset with what is paid under the unemployment benefits. For guidance, please refer to Nebraska Statute 48-130 that supports this rule of law.

If you have been laid off or terminated, you are still entitled to workers’ compensation benefits in the above situations.

If you have any questions, call us for a free consultation.

The offices of Rehm, Bennett & Moore, which also sponsors the Trucker Lawyers website, are located in Lincoln and Omaha, Nebraska. Five attorneys represent plaintiffs in workers’ compensation, personal injury, employment and Social Security disability claims. The firm’s lawyers have combined experience of more than 95 years of practice representing injured workers and truck drivers in Nebraska, Iowa and other states with Nebraska and Iowa jurisdiction. The lawyers regularly represent hurt truck drivers and often sue Crete Carrier Corporation, K&B Trucking, Werner Enterprises, UPS, and FedEx. Lawyers in the firm hold licenses in Nebraska and Iowa and are active in groups such as the College of Workers’ Compensation Lawyers, Workers' Injury Law & Advocacy Group (WILG), American Association for Justice (AAJ), the Nebraska Association of Trial Attorneys (NATA), and the American Board of Trial Advocates (ABOTA). We have the knowledge, experience and toughness to win rightful compensation for people who have been injured or mistreated.

This entry was posted in employment law, Workers' Compensation and tagged , , , , , , .

Nebraska Employers Should Be Required to Post Information about Workers’ Compensation Benefits

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hanging-300x300The federal government requires that employers post summaries of rights under laws like the Fair Labor Standards Act (FLSA), the Occupational Safety and Health Act (OSH) and anti-discrimination laws like Title VII at their worksites. Most states, including Nebraska, have similar requirements. But Nebraska is among a minority of states that does not require employers to post notices about an employee’s rights under our state’s workers’ compensation act. This lawyer believes that this practice needs to change in Nebraska.

My informal inspection of worksites in Nebraska has shown me that when anything is posted about workers’ compensation, it is usually a poster about treating with an occupational medicine clinic if a person is hurt at work. The problem is that if you are hurt on the job in Nebraska, you can pick your own doctor. If an employee doesn’t exercise the right to pick their own doctor, they are taking the risk of undercutting their workers’ compensation claim.

Illinois has a good poster that explains an injured employee’s rights and responsibilities under their workers’ compensation act. I particularly like the Illinois poster because it tells employees that 1) they have some right to pick their own doctor and 2) they can’t be discriminated against for filing a claim. To me, the Illinois poster reads a lot of what an attorney like me would tell a prospective client who called with a work injury claim.

But not all posters are created equal. I think Kansas provides an example of a poster that doesn’t really help employees. Though the poster is bilingual, it doesn’t really tell employees anything about their rights and responsibilities besides what they need to do to file a report of injury. The poster also encourages workers to call their employer’s workers’ compensation insurer or claims administrator for help. This is problematic, because employees and employers don’t always have the same interests in a workers’ compensation claim.

My view is that readily available, accurate and unbiased information is good for injured employees to protect their rights under any state’s workers’ compensation act. I think posters like the Illinois poster meet these qualifications. Of course, detractors might say that employees can readily find information on the internet, so posters are a relic of the 20th century.

In response, I would say that information off the internet isn’t always reliable. Part of the reason has to do with how search engines work. Marketers and lawyers try to game the system so when an injured worker is looking for a lawyer, those firms always show up in searches. Frankly, that’s part of the reason I write blog posts like the one you are reading now. Even though I try my best to explain the law accurately, I have a slant toward representing employees, so I can’t claim to be unbiased.

But a good poster or summary of rights is about as close to unbiased as you can get. Employers also have some fear of displaying unbiased information about workplace rights in the workplace. Some employers fought a poster from the National Labor Relations Board (NLRB) informing employees about their right to form a union.

Knowledge is power, which is why I believe all Nebraska employees should have complete, unbiased and clear information about their rights under the Nebraska Workers’ Compensation Act readily available in their workplace.

The offices of Rehm, Bennett & Moore, which also sponsors the Trucker Lawyers website, are located in Lincoln and Omaha, Nebraska. Five attorneys represent plaintiffs in workers’ compensation, personal injury, employment and Social Security disability claims. The firm’s lawyers have combined experience of more than 95 years of practice representing injured workers and truck drivers in Nebraska, Iowa and other states with Nebraska and Iowa jurisdiction. The lawyers regularly represent hurt truck drivers and often sue Crete Carrier Corporation, K&B Trucking, Werner Enterprises, UPS, and FedEx. Lawyers in the firm hold licenses in Nebraska and Iowa and are active in groups such as the College of Workers’ Compensation Lawyers, Workers' Injury Law & Advocacy Group (WILG), American Association for Justice (AAJ), the Nebraska Association of Trial Attorneys (NATA), and the American Board of Trial Advocates (ABOTA). We have the knowledge, experience and toughness to win rightful compensation for people who have been injured or mistreated.

This entry was posted in employment law and tagged , , , , , , .

I Can’t Do My Old Job, So I Qualify for Disability, Right?

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dib1It’s not uncommon for workers to expect to qualify for disability when they are unable to work in a job that they have held for years. The question becomes does that mean they are disabled under Social Security Administration rules? As in most cases in dealing with the law, the answer is maybe!

For workers under the age of 50, applicants must prove that they are also unable to obtain any work in the general economy, even if they can’t do their typical jobs. This includes unskilled work, and the SSA makes no distinction for what type of pay cut a worker must accept to remain gainfully employed. For instance, let’s assume a worker was earning $20 an hour as an electrician, but could no longer handle the rigors of that employment. If that person can do a minimum-wage job full time or at the level of substantial gainful employment as set by the SSA, then a person is not considered disabled under the SSA rules. Many people are surprised that the SSA would require this. Even if jobs don’t exist within the current labor market, the SSA would require a worker to move herself to a larger market to continue to be employed.

For individuals over the age of 50, the primary question is did they acquire skills from prior employment that would enable them to transition into other employment areas. If those skills would allow the worker to transition to alternate employment, then they are not considered disabled. If those skills are too specialized and don’t easily transition to alternate employment, the worker may very may well be disabled, according to SSA rules.

The offices of Rehm, Bennett & Moore, which also sponsors the Trucker Lawyers website, are located in Lincoln and Omaha, Nebraska. Five attorneys represent plaintiffs in workers’ compensation, personal injury, employment and Social Security disability claims. The firm’s lawyers have combined experience of more than 95 years of practice representing injured workers and truck drivers in Nebraska, Iowa and other states with Nebraska and Iowa jurisdiction. The lawyers regularly represent hurt truck drivers and often sue Crete Carrier Corporation, K&B Trucking, Werner Enterprises, UPS, and FedEx. Lawyers in the firm hold licenses in Nebraska and Iowa and are active in groups such as the College of Workers’ Compensation Lawyers, Workers' Injury Law & Advocacy Group (WILG), American Association for Justice (AAJ), the Nebraska Association of Trial Attorneys (NATA), and the American Board of Trial Advocates (ABOTA). We have the knowledge, experience and toughness to win rightful compensation for people who have been injured or mistreated.

This entry was posted in Disability, employment law, U.S. Department of Labor, Work Injury, Workers' Compensation, Workplace Injury and tagged , , .

Why Not Prosecute Employers for Manslaughter When They Cause Worker Deaths?

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Earlier this week, I read a blog post about a contractor facing criminal charges for gross violations of safety regulations leading to the death of an employee in a trench.

Also recently, another blog post describes large Occupational Safety and Health Administration fines levied against Nebraska businesses for serious OSHA violations relating to a cave-in fatality in Alliance, Nebraska. 

Several years ago, I represented a young mother who lost her husband in a cave-in that took four lives in Nebraska and resulted in an initial penalty of more than $200,000 for multiple violation of OSHA. 

On the way to work the other day, I heard part of an NET series on the radio that talked about the many safety risks in meatpacking plants. What many people don’t know, and that the NET link points out, is that fines are related to the safety problems and violations found, not necessarily related to how badly someone was injured or whether a worker died in the incident that prompted OSHA’s inspection.

“The agency assesses fines based on violations to the Occupational Safety and Health Act of 1970, not based on injuries or fatalities those violations actually cause, (Herb Gibson, OSHA area director for the Denver office) says. A worker death, and possibly a serious worker injury, will spur OSHA into action to conduct an inspection, but a worker death doesn’t necessarily influence the final fine the company pays, even if one of the violations plays a role. 

“‘In my personal opinion, the fines could be modified for fatal cases but that’s not what the law — it doesn’t have a separate penalty for a fatality,’ Gibson says. ‘And that would require legislation to change that particular provision.’”

As a representative of injured workers, I have seen hundreds, if not thousands, of work injuries or deaths caused by gross disregard of safety codes and regulations by employers. Trench deaths are an example of such situations. They are highly preventable if OSHA regulations are honored.

Yet, I am unaware of a Nebraska  prosecutor filing criminal charges, even though we have statutes supporting such charges. 

In Nebraska, one definition of manslaughter states: “A person commits manslaughter if he … causes the death of another unintentionally while in the commission of an unlawful act.” 

Violating safety codes or OSHA violations are unlawful acts. Causing human beings to work in trenches that do not follow OSHA  is an unlawful act. Why not make examples of businesses that violate safety laws? Perhaps then more employers would treat safety in the workplace with more diligence and respect for workers and their families.

The offices of Rehm, Bennett & Moore, which also sponsors the Trucker Lawyers website, are located in Lincoln and Omaha, Nebraska. Five attorneys represent plaintiffs in workers’ compensation, personal injury, employment and Social Security disability claims. The firm’s lawyers have combined experience of more than 95 years of practice representing injured workers and truck drivers in Nebraska, Iowa and other states with Nebraska and Iowa jurisdiction. The lawyers regularly represent hurt truck drivers and often sue Crete Carrier Corporation, K&B Trucking, Werner Enterprises, UPS, and FedEx. Lawyers in the firm hold licenses in Nebraska and Iowa and are active in groups such as the College of Workers’ Compensation Lawyers, Workers' Injury Law & Advocacy Group (WILG), American Association for Justice (AAJ), the Nebraska Association of Trial Attorneys (NATA), and the American Board of Trial Advocates (ABOTA). We have the knowledge, experience and toughness to win rightful compensation for people who have been injured or mistreated.

This entry was posted in employment law and tagged , , , , , .

Jon Rehm to Speak on Retaliation at NSBA Seminar on Friday

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Shareholder Jon Rehm will present on whistleblower and retaliation law

Firm shareholder Jon Rehm will present on whistleblower and retaliation law to about 40 other employment lawyers at the annual Nebraska State Bar Association’s annual Labor and Employment Law Seminar. Rehm will present on this topic with Mark Fahleson, a prominent and respected employment defense attorney.

“Preparing for this seminar has crystallized for me the importance of employees acting as soon as possible if they think they have been retaliated against in the workplace. The Nebraska Fair Employment Practices Act provides strong protections against retaliation, but employees need to act promptly to pursue those rights,” Rehm said. “Nebraska law favors employees who file a complaint in court or with the Nebraska Equal Opportunity Commission within 300 days of when they were fired or forced to quit.

“The main reason that you want to file a retaliation compliant or charge within 300 days is that an employee can be awarded attorney fees and front pay if they can bring a retaliation complaint under the Nebraska Fair Employment Practices Act.”

However, employees who fail to file a charge or complaint within 300 days may have a legal way to address retaliation as well.

“Nebraska courts have held that certain activities, like filing a workers’ compensation claim or opposing some criminal activities, give employees the right to sue their employer for wrongful termination. This is called the public policy exception to employment at will. These cases have a four-year statute of limitations. You can’t win attorney fees or front pay in these cases, but you can win emotional distress damages and economic damages as well. “

Though the public policy exception cases may not allow employees to collect as much in damages, sometimes they are the only remedy available for a worker, Rehm said.

“The Nebraska Fair Employment Practices Act only applies to employers with more than 15 employees. So if you work for a small employer, you can’t bring a case under that act, but you can bring it under the public policy exception. The Nebraska Fair Employment Practices Act also only applies if you oppose the illegal or unlawful conduct of your employer, not your co-workers. Under the public policy exception, you can actually bring a case for opposing the illegal or unlawful conduct of your co-workers.

“The other lesson that became evident for me in preparing for this presentation is how retaliation can seem straightforward on the surface but can be incredibly complicated. Preparing for this seminar has given me the chance to reflect on over 10 years of representing employees in retaliation cases.”

The offices of Rehm, Bennett & Moore, which also sponsors the Trucker Lawyers website, are located in Lincoln and Omaha, Nebraska. Five attorneys represent plaintiffs in workers’ compensation, personal injury, employment and Social Security disability claims. The firm’s lawyers have combined experience of more than 95 years of practice representing injured workers and truck drivers in Nebraska, Iowa and other states with Nebraska and Iowa jurisdiction. The lawyers regularly represent hurt truck drivers and often sue Crete Carrier Corporation, K&B Trucking, Werner Enterprises, UPS, and FedEx. Lawyers in the firm hold licenses in Nebraska and Iowa and are active in groups such as the College of Workers’ Compensation Lawyers, Workers' Injury Law & Advocacy Group (WILG), American Association for Justice (AAJ), the Nebraska Association of Trial Attorneys (NATA), and the American Board of Trial Advocates (ABOTA). We have the knowledge, experience and toughness to win rightful compensation for people who have been injured or mistreated.

This entry was posted in employment law, Firm News and tagged , , , , .

Study: Work Injuries Could Increase Risk of Losing Job

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“Compared to colleagues reporting no injuries, workers who were hurt were more than twice as likely to be fired in the next six months. … After one year, 30 percent of workers had been injured at work and about a quarter were no longer employed at that job after 18 months.”

Can you guess specifics about the quote above, or at least start with figuring out which industry the quote is talking about?

The answer may surprise you (or maybe not, if you or a loved one have worked in this industry): it’s results that “used data from a study done by the Work, Family and Health Network involving direct care workers from 30 nursing homes across New England,” according to the study’s lead author. Cassandra Okechukwu, the lead author, offered that the study’s “original goal was to examine workplace policies meant to improve workers’ health, safety, and wellbeing.”

I am glad that Okechukwu and her team followed the data where it led, even though that wasn’t the original intent of the study. I am also glad that Madeline Kennedy wrote about the study’s results at this link via Reuters Health.

“The results also indicate that federal and state-level regulations, which are supposed to protect workers from being fired after injuries and to give workers compensation and sufficient time to recover from an injury, may not always be followed,” Kennedy wrote.

The study included 1,331 nursing home workers who completed interviews at six-month intervals and reported injuries and job changes for the previous six months in each interview, according to Kennedy. “Nine in 10 of the participants were women, and more than two thirds were certified nursing assistants.”

“Workers who had been injured multiple times were also twice as likely to quit their jobs in the next six months as colleagues with no injuries, the study found. … Compared with people who were not injured, injured workers were 30 percent more likely to no longer be in their jobs within six months of the injury, whether voluntarily or involuntarily.

“People who were injured more than once were more likely to choose to leave their jobs than people with no injuries, while people injured only once were more likely to be fired.”

Why workers are being fired is a question that needs to be examined in another study, according to Okechukwu. I would add that additional research always needs to be done, and I hope someone addresses this issue, as I think it is very important to know about for injured workers and those of us who work with and care for them.

Another researcher Kennedy quoted in the Reuters article who wasn’t involved in the study was Peter Smith, from the Institute for Work and Health at the University of Toronto.

Smith suggested that “workers may be fired because their employers feel they can no longer perform the job duties, or due to worries that they will be injured again,” or that workers elect to leave their jobs because they’re scared of being hurt.

“‘Work is not supposed to lead to injury,’ Smith said, and employers should give workers resources to protect their health and earnings. ‘Measures must be put in place to ensure that employers do not fire or discipline workers because they have had a work-related injury,’ he said.” 

If you or a loved one have questions about a work-related injury or suspect you’ve been fired because of an injury at work, please speak with an experienced lawyer.

The offices of Rehm, Bennett & Moore, which also sponsors the Trucker Lawyers website, are located in Lincoln and Omaha, Nebraska. Five attorneys represent plaintiffs in workers’ compensation, personal injury, employment and Social Security disability claims. The firm’s lawyers have combined experience of more than 95 years of practice representing injured workers and truck drivers in Nebraska, Iowa and other states with Nebraska and Iowa jurisdiction. The lawyers regularly represent hurt truck drivers and often sue Crete Carrier Corporation, K&B Trucking, Werner Enterprises, UPS, and FedEx. Lawyers in the firm hold licenses in Nebraska and Iowa and are active in groups such as the College of Workers’ Compensation Lawyers, Workers' Injury Law & Advocacy Group (WILG), American Association for Justice (AAJ), the Nebraska Association of Trial Attorneys (NATA), and the American Board of Trial Advocates (ABOTA). We have the knowledge, experience and toughness to win rightful compensation for people who have been injured or mistreated.

This entry was posted in employment law, Workplace Injury, Workplace Safety and tagged , , , .

Is it Illegal to Discriminate Against Me on the Job Because of My Accent?

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Contrary to popular opinion, many immigrants work in professional and white-collar jobs. The explosive growth of immigration to the United States means that more immigrants will work in white-collar jobs in the United States. Since white collar jobs often require verbal communication, immigrants employed in white-collar professions and their employers will increasingly face the question of whether it is legal to discriminate on the basis of accent. 

Most federal and state courts that have addressed the issue believe that it is illegal for employees to discriminate based on accent if that discrimination is tied to nationality. Courts have even gone so far as to state that nationality and accent are intertwined, which means that they take such discrimination seriously. However, courts understand that employers have an interest in clear verbal communication. So what steps should you take if you think you are being discriminated against because of your accent? 

  1. Apply for a promotion for which you are qualified: Discrimination is only actionable if the company takes some action against you. One so-called adverse action is a failure to promote. If you are a trusted and valued employee, a company will often give you a reason why you were not promoted. If this reason is related to your accent, you can often get a decision maker to say as much. Legally, this is considered direct evidence of discrimination.
  2. If possible, reach out to other foreign-born employees in your workplace: If other foreign-born employees are being discriminated against for the same or similar reasons, it makes sense to work with them, as it can show a pattern by the employer. Also, when employees work together to fight discrimination, they are not just protected by civil rights laws, but they are also protected under the National Labor Relations Act.
  3. If possible, contact an employment attorney in your area before you decide to take action:  Every situation is different, and laws vary from state to state. A lawyer can give you tips about how to potentially build a case, can give you advice about actions and tactics to avoid, and can advise you about any legal deadlines that might apply to your potential case.

The offices of Rehm, Bennett & Moore, which also sponsors the Trucker Lawyers website, are located in Lincoln and Omaha, Nebraska. Five attorneys represent plaintiffs in workers’ compensation, personal injury, employment and Social Security disability claims. The firm’s lawyers have combined experience of more than 95 years of practice representing injured workers and truck drivers in Nebraska, Iowa and other states with Nebraska and Iowa jurisdiction. The lawyers regularly represent hurt truck drivers and often sue Crete Carrier Corporation, K&B Trucking, Werner Enterprises, UPS, and FedEx. Lawyers in the firm hold licenses in Nebraska and Iowa and are active in groups such as the College of Workers’ Compensation Lawyers, Workers' Injury Law & Advocacy Group (WILG), American Association for Justice (AAJ), the Nebraska Association of Trial Attorneys (NATA), and the American Board of Trial Advocates (ABOTA). We have the knowledge, experience and toughness to win rightful compensation for people who have been injured or mistreated.

This entry was posted in employment law and tagged , , , , .