Author Archives: Mary Gemeinhardt

LINDNER & MARSACK, S.C., WELCOMES ATTORNEY MATTHEW KURUDZA TO WORKER’S COMPENSATION DEFENSE TEAM

Lindner & Marsack, S.C., announced today that Attorney Matthew Kurudza has joined the firm as an Associate on their Worker’s Compensation Defense team. Kurudza will practice out of Lindner & Marsack’s Milwaukee headquarters.

Kurudza’s practice focuses on defending worker’s compensation claims throughout Wisconsin. He comes to Lindner & Marsack with wide range of experience, having previously represented major corporations, small businesses, insurance companies and self-insured employers. In addition to his work experience, Kurudza recently served on the Board of Director for the Milwaukee Insurance Adjusters Association. He has frequently written and presented on current developments in the area of Worker’s Compensation.

“Our Worker’s Compensation Defense team is widely recognized for its depth of experience and the excellent results we achieve for our clients,” says Firm President Oyvind Wistrom. “Matthew will be a great asset to that team as we continue to deliver on our promise of providing top quality labor and employment representation and work injury defense to our clients.”

Kurudza received his law degree from Marquette University Law School in 2014 and his Bachelor of Business Administration in Marketing from the University of Wisconsin-Whitewater in 2009. He is licensed to practice in the State of Wisconsin and is a member of the State Bar of Wisconsin and the Wisconsin Association of Worker’s Compensation Attorneys (WAWCA).

LINDNER & MARSACK, S.C., ANNOUNCES 2020 SUPER LAWYER AND BEST LAWYER DESIGNATIONS

Lindner & Marsack, S.C., today announced five attorneys acknowledged by Super Lawyers magazine. Honorees include Douglas M. Feldman, Thomas W. Mackenzie, Gary A. Marsack, Jonathan T. Swain and Oyvind Wistrom. All were also recognized as Best Lawyers by U.S. News & World Report, along with Daniel J. Finerty. The firm itself has also once again been selected as a Best Law Firm (for 2021) in the U.S. News & World Report rankings.

“Our team never missed a beat, despite the challenges faced in 2020 by law firms and clients alike,” said Wistrom, President of Lindner & Marsack. “We’re especially honored that the dedication and tenacity of these attorneys has shone through and been acknowledged by their peers by Super Lawyers and by U.S. News & World Report.

Super Lawyers is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement. Attorneys are selected using a rigorous, multi-phase rating process in which peer nominations and evaluations are combined with third party research. The objective of the program is to create a credible, comprehensive, and diverse listing of outstanding attorneys that can be used as a resource for attorneys and consumers searching for legal counsel.

Similarly, Best Lawyers rankings are based on a rigorous process that includes the collection of client and lawyer evaluations, peer review from leading attorneys in their field, and review of additional information provided by law firms as part of the formal submission process.

“This recognition highlights the accomplishments of several individual attorneys as well as the quality of work provided by the entire firm,” said Wistrom. “Every single day, we pride ourselves on helping employers in Wisconsin and across the country minimize risk and navigate their toughest legal challenges.”

Workers’ Compensation in a Post COVID World

Lindner & Marsack, as the Wisconsin firm member of the National Workers Compensation Defense Network, would like to invite you to this year’s NWCDN virtual annual conference. This year’s conference is “Workers’ Compensation in a Post COVID World.”  The day-long program will focus on both COVID and COVID inspired topics with presenters including a Director from the CDC, the Senior Contributing Editor for the AMA Guides, leaders of industry, the Plaintiffs’ bar and the judiciary from all over the country.

 

This free daylong seminar features not only the main stage speakers, but a second stage that includes panel discussions comprised of law firms from all over the country providing both COVID and non COVID state specific updates.  Click the registration link below and we look forward to “seeing” you on November 12, 2020.

 

Thursday, November 12, 2020,

COMPLIMENTARY VIRTUAL SEMINAR

from 10:00 a.m. to 6:00 p.m. EST

 

Click here to Register Now!

NEW SEPARATION NOTICE REQUIREMENTS

By: Samantha J. Wood

Pursuant to a recently issued emergency rule from the Department of Workforce Development (“DWD”), as of November 2, 2020, Wisconsin employers will be required notify workers about the availability of unemployment insurance at the time of their separation from employment.

This rule was enacted pursuant to a provision in the federal Families First Coronavirus Response Act (“FFCRA”) that requires promulgation of this rule as a condition of receiving federal emergency funding. Specifically, the Emergency Unemployment Insurance Stabilization and Access Act of 2020 (“EUISAA”) provides that, as a requirement for receiving additional federal funding for state unemployment insurance programs, the state must require employers to provide notification of the availability of unemployment compensation to employees at the time of separation from employment.

This notice can be in the form of a letter, e-mail, text message, or flyer. The DWD has suggested providing employees with the following language along with a link to the unemployment poster that is already required under law:

Applying for Unemployment Benefits –

You may file an unemployment claim in the first week that your employment stops or your work hours are reduced. See the DWD’s digital poster for when and how to apply for unemployment benefits.

While the DWD recognizes that not all employees will meet the eligibility requirements for unemployment insurance, because the EUISAA does not distinguish between different types of separations, it is recommended that the notice be provided to all employees upon separation, regardless of the reason for or circumstances surrounding the separation.

While there is no monetary penalty for noncompliance with this rule, an employee who does not receive notice and later applies for unemployment benefits may be permitted to backdate their claim. Thus, an employer’s failure to provide this notice could result in an employee having additional time to file an initial claim for benefits.

If you have any questions about this new rule, please contact your Lindner & Marsack attorney or the Firm at (414) 273-3910.

 

Court Extends Temporary Restraining Order Blocking Wisconsin Governor From Releasing Names of Companies with Positive COVID Cases

By: Sally A. Piefer

Last week we reported that Governor Evers planned to release the names of more than 1,000 businesses who have had 2 or more employees test positive for COVID-19. The Wisconsin Manufacturers & Commerce (WMC) reported that it had been regularly urging the Governor to keep this information confidential. WMC claimed that a letter was sent to the Governor in July 2020 describing the legal implications of releasing the names of businesses who had COVID-positive cases among its employee ranks. WMC says that it reached out again to the Governor’s office, but received no response before it alerted its membership of the impending information release. On October 1, the WMC, along with two local chambers of commerce, filed suit and obtained a temporary restraining order (TRO) blocking the release of this information.

This morning a court hearing was conducted by Zoom. Based on the arguments of counsel, the Court decided to extend the TRO until the parties have had an opportunity to fully brief the issues and for the Court to make an informed decision. The next hearing is scheduled for November 30, 2020 at 2:00 p.m. The parties, along with the Milwaukee Journal Sentinel, who intervened in the case, will be filing a variety of briefs between October 9th and November 6th.

We will continue to provide updated information as it becomes available. Should you have any questions, please feel free to contact Sally Piefer or your normal contact at Lindner & Marsack.

COURT ISSUES TEMPORARY RESTRAINING ORDER PREVENTING WISCONSIN GOVERNOR FROM RELEASING NAMES OF BUSINESSES EXPERIENCING COVID CASES

By Sally Piefer

Yesterday we reported that, despite repeated requests from the Wisconsin Manufacturers & Commerce (WMC), Wisconsin’s Governor Evers was set to release to the public the names of Wisconsin businesses who have had at least 2 employees test positive for COVID. The release of business names was scheduled for Friday, October 2, 2020.

Yesterday, the WMC, along with two other local Chambers of Commerce, filed a lawsuit in Waukesha County Court on the issue. The WMC and the Chambers also sought a temporary restraining order (TRO), asking the Court to immediately prevent the Governor’s office from taking the proposed action.

The Waukesha County judge granted the TRO request late on Thursday afternoon. The Order reads:

Upon the motion of Plaintiffs Wisconsin Manufacturers and Commerce, Muskego Area Chamber of Commerce, and New Berlin Chamber of Commerce and Visitors Bureau, pursuant to Wis. Stat. § 813.025 and for good cause shown;

It is hereby Ordered that Defendants Tony Evers, Andrea Palm, and Joel Brennan, and their officers, agents, and employees (collectively referred to as “Defendants”), are temporarily restrained from releasing any information relating to businesses whose employees have tested positive for COVID-19 or who contract tracing has shown close connections.

This Order shall remain in effect for 5 days unless extended after notice and hearing.

The Court will likely be scheduling a hearing on the request for a preliminary injunction either next week or the week after. Typically, TRO’s can be in effect for up to 5 days, unless extended by agreement of the parties. We will continue to keep you abreast of further developments on this issue. Should you have any questions, please feel free to contact Sally Piefer or your normal contact at Lindner & Marsack.

Wisconsin Manufacturers & Commerce Reports Wisconsin Governor to Release Names of Companies with Positive COVID Cases

By: Sally A. Piefer

Yesterday afternoon, the Wisconsin Manufacturers & Commerce (WMC) notified its members that Governor Evers plans to release the names of more than 1,000 businesses who have had 2 or more employees test positive for COVID-19. The release is reportedly scheduled to occur tomorrow, Friday, October 2, 2020.

During the summer, Governor Evers said publicly that his administration would not release business names where employees tested positive for COVID because it was “information that’s not public.” In addition, during a September press event, Governor Evers is reported to have acknowledged that releasing the information could pose privacy issues.

The WMC has been regularly urging the Governor to keep this information confidential. WMC retained legal counsel who wrote a letter to the Governor in July 2020 describing the legal implications of releasing the names of businesses who had COVID-positive cases among its employee ranks. WMC says that it reached out again to the Governor’s office yesterday, but received no response before it alerted its membership of the impending information release.

We will continue to provide updated information as it becomes available.

If you have questions, please contact Sally Piefer or your normal Lindner & Marsack attorney.

DOL PROVIDES CLARIFICATION ON FFCRA PAID LEAVE PROVISIONS

By: Samantha J. Wood and Sally Piefer

Last month, the federal district court for the Southern District of New York struck down several regulations issued by the Department of Labor (DOL) regarding the Families First Coronavirus Response Act (FFCRA) and its two major provisions, the Emergency Paid Sick Leave Act (EPSLA) and the Emergency Family and Medical Leave Expansion Act (EFMLA). More information regarding this decision can be found here. Since this decision was issued, it remained unclear how the decision would impact employers outside of the Southern District of New York.

Thankfully, last week the DOL provided employers with some guidance by revising its FFCRA regulations and clarifying the following:

Work Availability

The FFCRA provides paid leave to employees who are “unable to work (or telework)” because of a need to care for a child. The DOL’s earlier regulations indicated that employees were not entitled to the paid leave if the employer “does not have work” for the employee to perform.

The DOL has reaffirmed that an employee may take FFCRA leave only to the extent that a qualifying reason for such leave is the “but-for” cause of his or her inability to work. In other words, an employee is only entitled to FFCRA leave when the employer has work available for the employee to perform but s/he cannot perform it “because of” a qualifying reason.  If there is no work for an individual to perform due to circumstances other than a qualifying reason for leave, such as a temporary or permanent worksite closure, the employee is not eligible for FFCRA leave. However, employers may not make work unavailable in an effort to deny FFCRA leave; indeed, altering an employee’s schedule in an adverse manner because the employee requests or takes FFCRA leave would likely constitute impermissible retaliation.

Intermittent Leave

The DOL has also reaffirmed its earlier regulations regarding intermittent leave.  Specifically, employees are permitted to take intermittent leave under the EFMLA or the EPSLA only if the employer consents to the use of such intermittent leave.

Health Care Provider Exception

In an effort to prevent disruptions to the health care system’s capacity to respond to COVID-19, the FFCRA also allows employers to exclude from coverage “health care providers” or “emergency responders.”

The DOL’s earlier regulations broadly defined a “health care provider” to include “anyone employed at any doctor’s office, hospital, health care center, clinic, post-secondary educational institution offering health care instruction, medical school, local health department or agency, nursing facility, retirement facility, nursing home, home health care provider, any facility that performs laboratory or medical testing, pharmacy, or any similar institution, Employer, or entity” including “any permanent or temporary institution, facility, location, or site where medical services are provided that are similar to such institutions.” In addition, the regulations further expanded the definition to include the following: (1) any individual employed by an entity that contracts with any of these institutions described above to provide services or to maintain the operation of the facility where that individual’s services support the operation of the facility; (2) anyone employed by any entity that provides medical services, produces medical products, or is otherwise involved in the making of COVID-19 related medical equipment, tests, drugs, vaccines, diagnostic vehicles, or treatments; and (3) any individual that the highest official of a State or territory, including the District of Columbia, determines is a health care provider necessary for that State’s or territory’s or the District of Columbia’s response to COVID-19.

In light of the federal district court’s challenge to the broad definition, the DOL has narrowed the definition of “health care provider,” to include (1) employees who meet the definition of “health care provider” under the Family and Medical Leave Act regulations (physicians and others who make medical diagnoses); or (2) those who are employed to provide diagnostic services, preventative services, treatment services or other services that are integrated with and necessary to the provisions of patient care, which, if not provided, would adversely impact patient care. Employers who originally exempted employees under the broad health care provider definition will need to re-evaluate whether they can continue to exclude their employees from coverage.

Advance Notice of Need for Leave

The FFCRA permits employers to require employees to follow reasonable notice procedures to receive FFCRA leave. The DOL’s earlier regulations provided that “prior to” taking leave, the employee must provide the employer the reason for leave, the duration of the leave, and if applicable the authorized person who ordered isolation or quarantine.

The DOL has revised this requirement to require employees taking FFCRA leave to provide their employers with notice of leave as soon as practicable, when the necessity for such leave is foreseeable. While this will generally mean that employees are required to provide notice before taking leave, there may be some instances where leave is not foreseeable and prior notice is not practicable.

Additionally, the DOL clarified that the documentation required from the employee for FFCRA leave also need not be given “prior to” taking FFCRA leave, but is only required as soon as practicable, which in most cases will be when the employee provides notice of the need for leave.

Conclusion

In light of the DOL’s revised regulations, employers must modify their practices to ensure compliance with the narrower health care provider exception and the more flexible notice and documentation requirements.

If you have any questions about these new regulations, please contact your Lindner & Marsack attorney or the Firm at (414) 273-3910 to seek counsel.

WI Work Comp Forum – October 8, 2020

The Wisconsin Worker’s Compensation Forum (WIWC) invites you to attend an all-virtual, one-day educational event on October 8, 2020.  You can expect the same quality speakers and topics as you would normally see during our annual conference, but now you can enjoy them from the comfort of your own home!  Additionally, we are offering opportunities for giveaways and social interaction with our sponsors.  With panel discussions and sessions on a variety of current worker’s compensation topics, this is a seminar you won’t want to miss!

Register now, as the first 300 people to do so will receive a goodie bag filled with swag from some of our sponsors.  Spots are filling up fast so register today!

General Attendees – $45

Attorneys (with included CLEs) – $80

Lindner & Marsack is proud to be a founding member of the Wisconsin Worker’s Compensation Forum where our own Chelsie Springstead serves as the current President.

Take a Break from Covid: Back to Basics (Part 2 of 3)

Register Now for the Upcoming Complimentary Webinar on September 22, 2020

The National Workers’ Compensation Defense Network (NWCDN) invites you to attend a webinar on September 22, 2020 at 10:00 am (CST). NWCDN lawyers from four adjacent midwestern states, Minnesota, Michigan, Wisconsin and Iowa are partnering to present a three part series of webinars entitled “Back to Basics.” Attorney Chelsie Springstead from our office will be among the presenters in this second of three webinars.  Look for part three coming up later this year.

With most adjusters handling claims from multiple jurisdictions, this series is a must! The webinar will focus on compensability of claims, factors of entitlement, types of work injuries, causation issues, and defenses. These topics will be covered by utilization of factual hypotheticals which will highlight similarities and differences between each of the four states.

Lindner & Marsack is proud to be a founding member of the National Workers’ Compensation Defense Network (NWCDN) where our own Doug Feldman serves as the current Treasurer.  In an effort to provide up to date legal information addressing workers’ compensation law across the nation in this ever-changing environment, NWCDN teamed up with WorkersCompensation.com to offer complimentary webinars.

Registration is complimentary.  Click here now to reserve your spot!