Los Angeles Workplace Accident Lawyer – Jerry Jacobson

Absolutely yes, and this is something I see every day in my practice here in Los Angeles. In my 30+ years representing workers, I’ve helped hundreds of undocumented workers obtain full compensation for their workplace injuries.

California law is very clear: all workers have the right to workers’ compensation, regardless of their immigration status. In fact, California Labor Code Section 1171.5 specifically prohibits discrimination based on immigration status. I’ve won cases where undocumented workers received more than $500,000 in benefits.

What I always tell my clients is this: when you’re injured at work, your employer and their insurance company have a legal obligation to take care of you, period. They can’t ask you about your immigration status, and if they do, that alone may be a violation of the law that results in additional compensation.

It infuriates me when I hear this, and unfortunately it’s more common than it should be, especially here in Los Angeles where many unscrupulous employers try to intimidate Latino workers.

First, I want you to know this threat is completely illegal. It’s a federal and state violation that can result in severe penalties against your employer. In my experience, when we properly document these threats, they often lead to significant additional settlements.

What you should do immediately: document everything. If you have witnesses, get their names. If the threats were by text or email, save them. If they were verbal, write down exactly what was said, when, and who was present.

I’ve handled cases where these threats resulted in an additional $50,000-$100,000 in damages for intimidation and civil rights violations. Your employer not only violated labor laws, but also your constitutional rights.

Construction accidents in Los Angeles are my specialty, and let me tell you: these cases are often worth far more than basic workers’ comp. In my years representing construction workers in LA, I’ve seen that these cases can involve multiple liable parties, which means multiple sources of compensation.

Here in Los Angeles we constantly have massive projects—from Downtown high-rises to Metro Rail expansions. These projects involve dozens of contractors, subcontractors, equipment manufacturers, and property owners. When something goes wrong, there’s often negligence by multiple parties.

For example, I recently represented a worker who fell from a scaffold on a project in Hollywood. We not only obtained workers’ comp, but we also sued the scaffold manufacturer for design defects and the general contractor for inadequate supervision. The total result was $2.1 million—far more than he would have received with workers’ comp alone.

In construction, I always investigate: Was the equipment defective? Were there OSHA safety violations? Did the general contractor maintain a safe site? Were there negligent subcontractors? Each of these questions can open the door to significant additional compensation.

Metro Rail projects are unique because they involve local government and multiple levels of contractors. I’ve represented injured workers on several of these projects, from the Purple Line to the current construction toward LAX.

These projects have especially strict safety standards due to public funding and the complex nature of the work. When there are violations, penalties can be severe, and that often results in higher settlements for injured workers.

One case I remember clearly: a welder was injured while building a station in East LA. We discovered the contractor had violated multiple safety regulations specific to public transit projects. The final settlement was $1.9 million because we were able to prove gross negligence.

If you work on Metro projects, you also have additional protections under federal transit regulations. That means there’s often more money available for compensation and higher liability standards.

Downtown LA is in a constant construction boom, and these high-rise projects present unique risks. I’ve handled multiple cases involving injured workers on these projects, and they typically involve more severe injuries due to extreme heights and specialized equipment.

In high-rise construction, there’s often specialized equipment like tower cranes, specialized hoisting systems, and complex scaffolding. When these systems fail, injuries can be catastrophic. I’ve seen falls from 20+ stories, electrocutions from high-voltage lines, and crush injuries from falling materials.

A recent case involved a worker crushed by a defective crane on a condo project Downtown. There was not only contractor negligence in maintaining the crane, but also design defects by the manufacturer. The case settled for $3.2 million.

In these cases, I always work with structural engineering and construction safety experts to identify every violation. High-rise projects have very strict, specific regulations, and when they’re violated, the penalties are proportionately severe.

The process in Los Angeles has some quirks I’ve learned over my decades of practice here. First, most cases are handled through the Workers’ Compensation Appeals Board office in Downtown LA on Spring Street.

Judges here see hundreds of cases a week, so preparation is crucial. I’ve built professional relationships with many of these judges over the years, and I know exactly how to present cases to maximize results.

One advantage in Los Angeles is that we have some of the best medical specialists in the country. When my clients need specific treatment—spine surgery, complex orthopedic surgery, burn treatment—I have direct contacts with specialists who understand the workers’ comp system and who write medical reports that truly help the case.

The typical process here: after you report your injury, your employer has 10 days to report it to their insurer. If there are delays or denials, I can request expedited hearings. Judges in LA are generally efficient, and I can get faster resolutions than in other counties.

The difference is huge. I personally know the judges, I know which doctors are respected by insurers, and I understand the specific quirks of each hospital and clinic in the area.

For example, when I send clients to Cedars-Sinai, UCLA Medical Center, or USC Keck Medicine, I know exactly which departments handle workers’ comp cases best. I have established relationships with case coordinators who make sure my clients receive priority care.

I also know the specific tactics used by the major insurers operating in Los Angeles. Each company has patterns—some always deny chiropractic treatment, others automatically dispute back injuries. After 30 years, I know these patterns and can anticipate and counter their tactics before they hurt your case.

On top of that, I have contacts with the best medical experts in the region. When I need an orthopedist to testify about a spine injury, or an occupational medicine specialist to explain illnesses from chemical exposure, I know exactly who to call.

This is the question all my clients ask, and the honest answer is: it depends heavily on the specific details. But I can give you realistic ranges based on my current experience in Los Angeles.

For minor injuries—say a wrist sprain that heals in 2–3 months—I typically see settlements of $8,000–$25,000. This includes medical expenses and a few weeks of disability payments.

Moderate injuries—fractures requiring surgery, herniated discs needing injections—generally result in $25,000–$75,000. These cases involve more time off work and more extensive treatment.

Severe injuries—multiple surgeries, significant permanent disability—are often worth $75,000–$200,000+. I recently settled a case for a warehouse worker with multiple spine injuries for $180,000.

But here’s what’s important: if there’s third-party negligence (defective equipment, unsafe sites, etc.), these numbers can multiply by 3–5 times. A construction case that might be worth $100,000 in workers’ comp could be worth $500,000+ with third-party claims included.

Delays are epidemic here in Los Angeles, especially with certain insurers that systematically delay payments hoping workers will get desperate. This deeply upsets me because I see how it affects families.

When an insurer delays payments without justification, I can seek penalties that are often worth more than the original payment. In California, penalties for late payments can be up to an additional 25%, plus attorney’s fees.

I recently had a case where State Compensation Insurance Fund delayed temporary disability payments for 6 weeks with no valid reason. I not only forced immediate payment, but also obtained an additional $8,000 in penalties for my client.

My strategy when there are delays: first, I demand documentation explaining why they’re delaying. Second, if there’s no valid justification, I request emergency hearings. Judges in LA don’t tolerate unjustified delays and often order immediate payments with penalties.

Absolutely—and this is one of the advantages of being injured in Los Angeles: we have access to some of the best hospitals in the world.

I regularly send clients to Cedars-Sinai for complex surgeries, UCLA for brain and neurological injuries, USC Keck for specialized orthopedic surgeries, and City of Hope for cases related to occupational cancer.

The key is knowing how to navigate the system. Each hospital has specific departments that work with workers’ comp, and some doctors are especially effective at writing reports that insurers respect.

For example, I have an excellent relationship with the orthopedic department at Cedars-Sinai. When I send a client there, they know it’s a serious case and provide detailed medical documentation that significantly strengthens the case.

Insurers often try to send workers to “medical mill” clinics that rush patients through without proper care. Part of my job is making sure my clients receive top-quality care at the best medical institutions.

This is very common here in Los Angeles, especially in construction where workers often work for multiple contractors on different projects at the same time.

The good news is you can combine wages from all your employers to calculate your disability benefits. I recently helped an electrician who worked for three different contractors—one Downtown, one in Santa Monica, and one in Burbank. We were able to combine all his wages, which resulted in significantly higher weekly benefits.

The complexity arises when different employers have different insurers. These companies often try to blame each other and delay treatment. My job is to force cooperation among all parties so you get immediate treatment while we sort out who pays what.

In complex cases like these, there are often opportunities for additional claims. If a site had especially dangerous conditions, or defective equipment was involved, there may be substantial compensation beyond basic workers’ comp.

LAX has unique federal regulations due to its status as a critical transportation facility. I’ve represented construction workers, baggage staff, maintenance technicians, and food service employees injured at LAX.

These cases often involve additional federal FAA and TSA regulations, which can provide extra protections for workers. Also, because multiple contractors and subcontractors operate at LAX, there are often more potentially responsible parties when accidents happen.

One memorable case involved a maintenance worker who was electrocuted while working on electrical systems near the runways. There were not only safety violations by his employer, but also by the main electrical contractor and Los Angeles World Airports (LAWA). The final settlement was $1.4 million.

LAX cases also often involve injuries from ground service vehicles, baggage-handling equipment, and specialized airport machinery. This equipment is subject to specific safety regulations, and violations can result in significant penalties.

The entertainment industry in Los Angeles has its own unique complexities. I’ve represented injured workers on film sets, TV shows, commercials, and music productions throughout the region.

These cases often involve multiple layers of liability: the production company, the studio, equipment rental companies, special effects coordinators, and often several unions with their own safety protocols.

A recent case involved a lighting technician who fell from an elevated platform during a production at Universal Studios. We discovered the lifting equipment had been modified unsafely for that specific shoot. The settlement included workers’ comp plus a substantial claim against the equipment rental company.

The entertainment industry also has specific Cal/OSHA safety regulations that are stricter than many other industries due to the unique risks involved in media production.

The ports are unique because they involve federal maritime regulations in addition to California state law. I’ve represented dockworkers, truck drivers, crane operators, and longshore workers injured at both ports.

These cases can often proceed under the federal Longshore and Harbor Workers’ Compensation Act, which sometimes provides more generous benefits than state workers’ comp.

Also, due to the international nature of port commerce, accidents often involve foreign-made equipment or international shipping companies. That can open the door to significant additional claims.

The ports are also unique because they operate 24/7 in often dangerous conditions—night work, massive heavy machinery, hazardous cargo. When safety measures fail, injuries can be catastrophic, but the potential compensation can also be substantial.

In my 30 years of practice, I’ve constantly seen employers and insurers try to blame workers for their own injuries. The answer is an emphatic yes—you can receive full compensation even if you contributed to the accident.

California operates under a “no-fault” workers’ comp system, meaning it doesn’t matter who caused the accident. Even if you did something unsafe, violated a safety rule, or made a mistake that contributed to your injury, you’re still entitled to full benefits.

I’ve won cases where workers admitted they made mistakes. For example, a welder who didn’t follow exact safety procedures still received $120,000 when he was burned by defective equipment. The point is that your employer has an obligation to provide a safe workplace regardless of individual mistakes.

The only real exception is if you were under the influence of drugs or alcohol—and even in those cases, there are often defenses available depending on the specific circumstances.

This is a complex question I see often, especially with Downtown LA workers who go out for lunch or construction workers who eat on site.

The general rule is that you’re covered if you were on the employer’s premises or doing something that benefits the employer. But there are many exceptions and gray areas that require careful legal analysis.

For example, I recently represented an office worker who slipped on the building stairs while returning from lunch. Even though they were technically “off the clock,” they were on their employer’s property returning to work. We won the case.

In construction, it’s easier because workers often eat on site or in areas designated by the employer. If you’re injured in those areas, you’re definitely covered.

The more complex situations involve workers who leave the site for lunch and get into car accidents. These cases require a detailed analysis of exactly where you were going, why, and whether you had any work-related purpose.

This is a question that requires extreme care because working improperly can permanently end your benefits. The short answer is: it depends on your medical restrictions and the type of work.

If your doctor has placed you on “light duty” or given you specific restrictions, you can work within those limits. In fact, I often encourage my clients to stay active within their abilities because it helps both physically and mentally.

But here’s what’s crucial: any work you do must be medically approved and properly reported. If you work outside your medical restrictions, insurers will use it to argue you’re fully recovered and end your benefits.

I recently helped a carpenter who couldn’t do heavy physical work but could do estimates and supervision. We worked with his doctor to set clear restrictions that allowed him to do this light-duty work while continuing to receive benefits for the wage difference.

By law, temporary disability payments must begin within 14 days after your employer learns of your injury and a doctor certifies you can’t work. But in reality, here in Los Angeles, I often see systematic delays.

Many insurers use delay tactics hoping workers will get desperate and accept less money. This is especially common with Latino workers who may not fully know their rights.

When I represent someone, I can typically speed this process up significantly. I have direct contacts at the major insurers, and when they see my name on a case, they know I’m going to fight aggressively for compliance. I can often get payments started in 3–5 days instead of the full 2 weeks.

If your payments haven’t started within 14 days, that’s an automatic violation that can result in additional penalties for you. I’ve obtained thousands of extra dollars for clients solely due to unjustified late payments.

Delays in medical payments are epidemic here in Los Angeles, and it infuriates me because I see firsthand how it affects my clients’ health and finances.

First, you should know you have specific rights under the California Labor Code. Medical providers must be paid within 60 days, and if they aren’t, you can seek penalties ranging from 10% to 25% of the amount owed.

My process when an insurer delays medical payments: First, I document exactly which treatments are being delayed and for how long. Second, I send a formal demand for immediate payment with notice of penalties. Third, if there’s no response within 10 days, I request an emergency hearing.

Judges at the Workers’ Compensation Appeals Board in Downtown LA don’t tolerate unjustified delays in medical treatment. I’ve seen judges order immediate payment plus substantial penalties against insurers that systematically delay treatment.

I recently obtained $15,000 in penalties for a client whose knee surgery was delayed for 4 months without valid medical justification.

Absolutely—and this is especially important here in Los Angeles where distances can be huge and traffic makes getting to medical appointments expensive and time-consuming.

You’re entitled to reimbursement for mileage (currently $0.67 per mile), parking, tolls, and in cases where treatment is very far away, even hotel and meal expenses.

For example, if you live in East LA but your specialist is in Santa Monica, that can be 50+ miles round trip plus $20+ in parking. Over the course of treatment, that can add up to hundreds or thousands of dollars.

I’ve helped clients claim thousands in travel expenses they initially didn’t know they could recover. One client who lived in the San Fernando Valley but received specialized treatment in Long Beach received more than $3,000 in travel reimbursements during their 8-month treatment.

The key is keeping meticulous records—odometer readings, parking receipts, documentation of every medical trip.

If your injury requires help at home—assistance bathing, dressing, preparing meals, cleaning—this may be covered as part of your medical benefits under “custodial care” or “home health services.”

This is an area where many workers don’t know they have rights, especially in the Latino community where family often provides care without considering compensation.

I’ve obtained approval for home health services for clients with severe spine injuries, traumatic brain injuries, and other conditions that limit daily activities. This can include registered nurses, physical therapists who come to your home, and even basic household help.

A recent case involved a construction worker with multiple spine injuries who needed help with basic activities. We obtained approval for 4 hours per day of in-home care at $25/hour for 6 months—a total value of more than $18,000.

Not only can you—you should if you have any doubts about your treatment. In my decades of practice in Los Angeles, I’ve seen too many cases where workers accepted inadequate diagnoses or insufficient treatment because they didn’t know they could seek other opinions.

After the first 30 days of treatment, you have the right to predesignate your own doctor within the workers’ comp network. I keep a list of the best specialists throughout Los Angeles who understand the workers’ comp system and provide both excellent medical care and strong documentation for your case.

For example, if you have a back injury and the company doctor says you only need physical therapy, but you still have severe pain after 3 months, you should absolutely get a second opinion from an independent orthopedist or neurosurgeon.

I recently helped a worker whose company-assigned doctor insisted their back pain was “muscular” and that they only needed exercises. A second opinion with a specialist at Cedars-Sinai revealed two herniated discs requiring surgery. The case value increased from about $25,000 to more than $150,000.

Yes—and Los Angeles has some of the best alternative medicine providers in the country. If these treatments are medically necessary and prescribed by your treating doctor, they must be covered by workers’ comp.

I’ve had clients receive acupuncture, chiropractic care, therapeutic massage, and even more specialized therapies like prolotherapy and regenerative medicine. The key is that there must be a medical basis for the treatment and evidence that it’s helping your condition.

Los Angeles has a very progressive medical community that embraces integrative medicine. I have relationships with excellent chiropractors throughout the city who understand how to properly document progress to satisfy insurers.

A recent case involved an office worker with severe carpal tunnel syndrome. After cortisone injections didn’t provide lasting relief, her doctor prescribed a combined acupuncture and chiropractic program. After 3 months of treatment, she avoided surgery entirely and returned to work with no restrictions.

Surgery denials are some of the most urgent situations I handle, because delays can result in permanent damage. When an insurer denies surgery recommended by a qualified doctor, I have multiple tools to force fast approval.

First, I can request an emergency hearing before a workers’ comp judge. Judges in Downtown LA understand that delays in necessary surgery can be devastating, and they often order immediate approval.

Second, I can request an Independent Medical Evaluation (IME) with a neutral specialist. If that doctor confirms the surgery is necessary, it becomes very difficult for the insurer to keep denying it.

Third, if the denial is clearly without medical basis, I can seek penalties against the insurer for unreasonably delaying necessary treatment.

A recent example: A construction worker needed spinal fusion surgery after a fall. The insurer denied it three times, insisting additional physical therapy was enough. I requested an emergency hearing and presented evidence from three independent surgeons confirming the need for surgery. The judge ordered immediate approval and added $12,000 in penalties against the insurer for unjustified delay.

“Light duty” is modified work you can perform within your specific medical restrictions. For example, if you normally lift 50 pounds but your doctor limits you to 20 pounds, your employer might offer tasks that don’t exceed that limit.

In my years of practice in Los Angeles, I’ve seen the quality of light-duty offers vary enormously. Some employers make genuine, appropriate offers, while others offer jobs that don’t really exist or that violate your medical restrictions.

Legally, you must accept light duty if it’s appropriate and available. BUT—and this is crucial—the work must truly be within your medical restrictions, it must pay at least as much as your disability benefits, and it must be a real job that actually exists.

I’ve seen employers offer “light duty” that is really regular full-time work with a different name. One of my clients, a warehouse worker with 20-pound restrictions, was offered “light duty” that turned out to be the same heavy-loading job with a different supervisor. We rejected that offer, and he continued receiving full benefits.

If your employer legitimately doesn’t have work within your medical restrictions, you’ll continue receiving temporary disability benefits until appropriate work is available or until you fully recover.

But here’s what’s important: employers often claim they don’t have light duty when they actually do. I’ve investigated many cases where employers had office, supervisory, training, or administrative tasks that would have been perfectly appropriate but weren’t offered.

In Los Angeles, with so many large companies that have multiple locations and departments, it’s rare that there truly isn’t any modified work available. Part of my job is investigating whether your employer is making a good-faith effort to find appropriate work.

I recently helped a welder who couldn’t do heavy physical work due to back injuries. His employer initially said there was no light duty available. I discovered they had multiple positions in estimating, supervision, and training that he could have done. We forced the employer to provide appropriate work at his full wage.

You can—and should—refuse to return to work if your doctor hasn’t medically cleared you. Never return to work without clear medical authorization—this can worsen your injury and compromise your legal case.

I’ve seen too many cases where employers pressure injured workers to return too early, especially in the Latino community where there can be additional cultural pressure to “tough it out.”

If your employer pressures you to return before your doctor clears you, that can be evidence of bad faith that strengthens your case. Document that pressure carefully.

A case I remember vividly: a construction worker with a wrist fracture was pressured by his supervisor to return after only 3 weeks. He returned against medical advice, re-injured himself on the first day, and ended up needing additional surgery. The original $25,000 case became $85,000 due to the aggravated injury and the employer’s bad faith.

Vocational rehabilitation is training for a new type of job if you can’t return to your prior job due to your injuries. In California, you’re entitled to up to $10,000 in vocational rehabilitation benefits for things like training courses, certifications, or job-related education.

This benefit is especially valuable here in Los Angeles where we have many excellent educational institutions and training programs. I’ve helped clients use these benefits for training at UCLA Extension, Santa Monica College, Los Angeles Trade-Technical College, and multiple professional certification programs.

The typical process: First, a vocational rehabilitation counselor evaluates your skills, education, and physical limitations. Second, they develop a training plan for work you can do within your restrictions. Third, they provide the actual training and job placement assistance.

One successful example: an electrician who developed severe back problems couldn’t continue heavy physical work. We used his retraining benefits to train him as an electrical inspector. He now earns more than before his injury and has no physical limitations on the job.

Any negative treatment after a workplace injury can be illegal retaliation, and this is something I take very seriously. In California, it’s a crime for employers to discriminate against, harass, or retaliate against workers who report workplace injuries.

I’ve seen many forms of retaliation: excessive scrutiny, schedule changes, assignment to harder tasks, negative comments, exclusion from work activities, and even open hostility from supervisors and coworkers.

If you experience any different treatment after your injury, document everything meticulously. Keep records of comments, changes in your responsibilities, and any behavior that differs from how you were treated before your injury.

Retaliation is not only illegal—it can also result in significant additional compensation. I’ve obtained additional settlements of $50,000–$200,000 for workers who experienced retaliation after workplace injuries.

A recent case involved an office worker who was systematically excluded from meetings and projects after reporting a repetitive stress injury. We not only won her workers’ comp case, but also a separate $85,000 settlement for discrimination and retaliation.

In California workers’ comp, my fees are regulated by law and are typically 10–15% of any money I obtain for you. That means if your case is worth $100,000, my fee would be $10,000–$15,000, and you would receive $85,000–$90,000.

Most importantly, you NEVER pay anything upfront, NEVER pay if we don’t win money for you, and NEVER pay for consultations, phone calls, or investigation time. I only get paid when I put money in your pocket.

In my 30+ years of practice, I’ve seen how concerns about attorney costs keep workers from getting the help they need. I want to be completely transparent: my fee is only taken from the additional money I obtain for you. If you would have received $50,000 without a lawyer but I obtain $150,000 with me representing you, my fee comes from the additional $100,000—not from the $50,000 you would have received anyway.

The statistics are clear: workers with attorneys receive an average of 3.4 times more compensation than workers without representation. Even after paying attorney’s fees, you end up with significantly more money.

I advance all the costs of your case, including independent medical evaluations, engineering experts, private investigators, specialized photography, and any other costs necessary to win your case.

These costs can be substantial. An independent medical evaluation with a recognized specialist can cost $3,000–$5,000. An industrial safety expert for construction cases can cost $10,000+. Investigating complex accidents can require $15,000+ in experts.

I only recover these costs if we win your case. If we don’t obtain money for you, I absorb all of these costs—you never owe anything.

For example, I recently invested more than $25,000 in experts for a complex construction case involving a defective crane. The case settled for $2.1 million. My client received more than $1.8 million after fees and costs. If we had lost the case, he wouldn’t have owed a single cent of those $25,000 in expert costs.

Absolutely—and I’ll explain why with real numbers from my Los Angeles cases.

Even in cases that seem “small,” there are often complicated factors insurers use to minimize payments. Without legal representation, workers often accept the first offers they receive without knowing they’re worth much more.

A perfect example: a kitchen worker cut his hand on a slicer. It seemed like a “small” case—he only needed 15 stitches and missed 3 weeks of work. The insurer offered him $8,000 to settle everything.

When I investigated, I discovered the machine had a known safety defect and the employer had removed a safety guard to speed up production. This became a defective product case against the manufacturer in addition to the workers’ comp claim. The total settlement was $125,000.

Even without third-party lawsuits, I can often obtain 2–3 times more in basic workers’ comp benefits due to my knowledge of the system and relationships with doctors who understand how to properly document injuries.

Yes—and it happens more often than people think. If you’re not getting the care you deserve, you’re not being kept informed about your case’s progress, or you simply don’t feel confident in your current attorney, you have the absolute right to switch.

The process is relatively simple: the new attorney handles the entire transfer of files and communication with the prior attorney. As for fees, there’s typically an agreement on how to split fees based on how much work each attorney did.

I’ve taken many cases from workers who were unhappy with their prior representation. I often find cases were mishandled—missed opportunities for third-party claims, inadequate medical evaluations, or a lack of proper investigation.

A recent case I took from another attorney: a construction worker had been represented for 18 months with no significant progress. When I reviewed the file, I immediately saw that no one had investigated whether the scaffolding involved in his fall had design defects. We hired engineering experts, discovered significant defects, and added a claim against the manufacturer. The original $75,000 case settled for $340,000.

The restaurant industry in Los Angeles has unique risks—from burns from hot oil to slips in kitchens, knife cuts, and repetitive-motion injuries. I also see many injuries from assaults at restaurants, especially in high-crime areas.

A unique aspect of restaurant cases is that there are often multiple employers involved—the restaurant itself, food service companies, cleaning services, and often corporate franchises. Each may have separate liability.

Assault injuries in restaurants are especially complex. If you were assaulted while working—especially as a cashier, delivery driver, or working late at night—you may have both workers’ comp and a lawsuit for inadequate security.

I recently represented a cashier who was assaulted during a robbery at a fast-food restaurant in South LA. We not only obtained workers’ comp for her physical injuries and psychological trauma, but also a lawsuit against the restaurant chain for failing to provide adequate security despite prior robberies at the same location. The total settlement was $180,000.

This is a complex and evolving legal area, especially here in Los Angeles where thousands of people work for multiple delivery apps. The classification of app workers as independent contractors vs. employees is being actively litigated.

Under AB5 and recent legal developments in California, many delivery workers may qualify as employees entitled to workers’ compensation, especially if the company controls significant aspects of how you perform your work.

If you are injured while working for delivery apps, I investigate multiple theories: workers’ compensation if you are classified as an employee, third-party negligence if another driver hit you, product defects if your vehicle or equipment had issues, and premises liability if you were injured picking up food.

A recent case involved a delivery driver who was hit by a drunk driver while delivering for DoorDash. We obtained compensation from multiple sources: the drunk driver’s insurance, DoorDash’s coverage, the worker’s auto insurance, and uninsured motorist benefits. The total was over $300,000.

Cleaning workers face unique risks – exposure to toxic chemicals, fall injuries from ladders and scaffolds, back injuries from heavy lifting, and frequently assaults from working in empty buildings during nighttime hours.

In Downtown LA, many cleaning workers work in skyscrapers with additional risks such as cleaning windows at height, using lifting equipment, and exposure to complex ventilation systems that may contain contaminants.

An important legal aspect: many cleaning workers work for service companies that are contracted by building owners. When accidents occur, there is often dual liability – both the cleaning company and the building owner can be held responsible.

I also see many cases of occupational illnesses in cleaning workers – respiratory problems from chemicals, dermatitis from constant exposure to detergents, and back problems from years of heavy physical labor.

A memorable case involved a cleaning worker who developed severe asthma from exposure to industrial cleaning chemicals in a Downtown office building. We discovered that the building’s ventilation system was defective and concentrated chemical fumes. The settlement included workers’ compensation plus a lawsuit against the building owner for a toxic work environment.