Steven James Foster

Siles & Foster is devoted exclusively to representing injured and disabled workers with Workers’ Compensation, Social Security Disability and SSI claims. Our Attorneys are certified specialists in Workers’ Compensation. We also represent individuals before the Bankruptcy Court for Chapter 7 Bankruptcy protection.

• Workers' Compensation
• Social Security Disability
• Bankruptcy
• Personal Injury

• Free Consultation
• Contingent Fees

California

Since 1997

California St Univ Chico

Undergraduate Degree

CAL Northern School of Law

Law Degree

California Applicants' Attorneys Association

2001 - Current

California State Bar  # 191271

Member

1997 - Current

Workers' Compensation in Butte

California State Bar

Q. Can you sue your employer in addition to workers comp due to gross negligence?

31 January 2020

A: If you are injured at work, you are subject to the Exclusive Remedy Rule — a component of workers compensation statutes that bars employees injured on the job from making a tort liability claim against their employers. The benefits provided under workers compensation are the sole remedy available to injured employees. When a worker is injured on the job, he or she can bring a workers' compensation claim. ... However, in some cases, the injured worker can also bring a third-party liability claim. “Third-party liability” refers to bodily injury caused to a person because of a negligent or reckless third party's actions or omissions. You may be able to sue the dog owner or other party if their negligence caused your injury. Good luck.

Q. what does this mean ? I just received the approved c&r . At the bottom it has this verbiage

7 November 2019

A: It means the Compromise and Release did not settle any right you may have to a Supplemental Job Displacement Benefit. https://www.dir.ca.gov/dwc/SJDB.html

Q. Does workers comp insurance need to pay TD benefits if they terminate the employee while they are on modified duty?

11 October 2019

A: There are two types of temporary disability 1)TTD - Total Temporary Disability and 2) TPD Temporary Partial Disability. If you were working modified duty you are likely TPD which means you get temporary disability unless the employer can accommodate your restrictions. If you were fired for cause then the employer would no longer be liable for TPD payments. If you were let go because of cut backs or some other reason not in your control, the employer would likely still be liable for TPD. If the doctor says you cannot work, you would be TTD and entitled to temporary disability payments even though you have been fired. Also YOU DO NOT NEED TO DISCLOSE YOUR RESTRICTIONS TO A NEW EMPLOYER during an interview. The employer should tell you what the job requirements are for the job and you can decide if the job is within your restrictions. You will never be hired if you tell a prospective employer you have a disability. You may need to disclose your restrictions once you have been provisionally hired.