The Workers’ Compensation Act of the Connecticut General Statutes provides medical treatment, “wage replacement” benefits, and other benefits for employees who, unfortunately, have been injured at work or who have become ill from their jobs.

Secondly, it is important for you to know that, as an injured or ill employee, it is essential that you understand your rights and responsibilities in the workers’ compensation system. overs almost all employees, including minors, non-citizens, and part-time employees, regardless of occupation, business size, duration of employment, or the number of hours worked per day (except for those working around a private home for not more than twenty-six hours per week).
Workers’ Compensation is a no-fault system of insurance in which private insurers or self-insured employers pay benefits to an injured employee, even if the accident was the employee’s fault or the employee was born with a medical condition which predisposed him or her to the injury or increased its severity.

Workers’ Compensation is designed to help workers injured on the job or with an occupational disease by providing all necessary medical treatment; weekly benefits while disabled; vocational rehabilitation, if necessary; and additional benefits for scarring, disfigurement, and permanent physical impairment.

The Workers’ Compensation Act will provide for medical care as stated above. However, there is a chain of treatment that must be followed. Your care will ordinarily begin with an approved facility, be it a walk-in-clinic or a hospital emergency room. Once treatment has started you can then petition the Workers’ Compensation Commission to seek treatment with a provider outside the chain of treatment. Attempting to change the provider without getting prior approval can result in payment being denied.

Not only does the Workers’ Compensation Act provide for your medical bills to be covered it also allows for wages to be paid to you for time out of work. The formula used does not provide for your entire wage to be paid. The formula usually takes into account taxes and prior wages without overtime. This, of course, can vary based on employee and whether there is a contract that governs your employment.

If you have questions regarding your worker’s compensation claim please contact the attorneys at KFG&H.