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Posted in Lawsuits & Third-Party Claims on July 1, 2026
Key Takeaways Workers’ comp in Arizona does not pay for pain and suffering under standard workers’ compensation claims. Workers’ compensation covers medical treatment, lost wages, and disability benefits, not emotional damages. Arizona law designates workers’ comp as the exclusive remedy against employers for most work injuries. Third-party claims and certain psychological injury claims may create Read More…
Posted in Lawsuits & Third-Party Claims on May 14, 2026
Key Takeaways Workers’ compensation is the exclusive remedy against an employer under Arizona law. Employees generally cannot sue employers for negligence for workplace injuries. Arizona provides no-fault benefits regardless of who caused the injury. Third-party liability allows lawsuits against non-employers who cause injuries. Intentional employer misconduct may allow a lawsuit outside workers’ compensation. Most injured Read More…
Posted in Lawsuits & Third-Party Claims on April 29, 2026
Key Takeaways Can I sue workers’ comp for pain and suffering? Workers’ compensation in Arizona is no-fault, covering medical care and partial wages. It does not provide damages for pain, suffering, or reduced quality of life. Arizona law makes workers’ compensation the exclusive remedy against employers. A third party’s fault allows a separate lawsuit for Read More…
Posted in Lawsuits & Third-Party Claims on June 11, 2025
Sustaining an injury on the job in Arizona can leave many workers asking, Can I use my own insurance instead of workers’ comp? At Crossman Law Offices, this is one of the most common questions we hear from those navigating the aftermath of a workplace accident. The reality is clear: you typically cannot and should Read More…
Posted in Lawsuits & Third-Party Claims on April 2, 2025
How much can you get for suing your employer? This is a question we often hear—especially from workers who’ve endured pain, uncertainty, or unfair treatment. Depending on your unique situation, you may be eligible for compensation that includes medical bills, lost income, emotional distress damages, or even long-term disability support. Every case is different; however, Read More…
Posted in Lawsuits & Third-Party Claims on February 2, 2024
National Burn Awareness Week is in February, so there’s no better time than now for us to discuss the implications of a workplace burn injury and employer liability. Unfortunately, studies show that workplace burn injuries “are associated with significant physical, psychological, and social challenges.” Workplace burn injury victims deserve compensation, but can an employer be Read More…
Posted in Lawsuits & Third-Party Claims on August 1, 2023
Arizona law stipulates that employers are required to carry workers’ compensation insurance, regardless of the number of workers they have and whether or not those workers are part-time or full-time. Additionally, establishments that employ family members, minors, or undocumented workers must also carry workers’ compensation insurance for each employee. There are very few situations in Read More…
Posted in Lawsuits & Third-Party Claims on October 24, 2022
Any person who sustains an injury caused by the negligent actions of another individual, business, or entity in Arizona deserves compensation for their losses. This not only includes the calculable losses one would expect after an incident like this, such as medical bills, lost wages, and property damage expenses but also includes the more immeasurable Read More…
Posted in Lawsuits & Third-Party Claims on April 20, 2022
Key Takeaways Workplace negligence may involve negligent hiring, training, supervision, or employee retention. Employers must ensure workers are qualified and properly trained for assigned duties. Negligent supervision may contribute to unsafe workplace conditions and employee injuries. Workers’ compensation usually prevents employees from suing negligent employers directly. Serious employer negligence may allow employees to pursue a Read More…
Posted in Lawsuits & Third-Party Claims on February 22, 2022
Key Takeaways Emotional distress claims require severe mental anguish beyond normal workplace stress. Physical injuries are not always required to prove workplace emotional distress. NIED claims require negligent conduct that directly caused documented mental distress. IIED claims require extreme or outrageous conduct causing severe mental distress. Emotional distress claims against employers can be challenging to Read More…