The forklift’s warning beep was the last thing you heard before everything changed. A routine warehouse shift became a life-altering nightmare, and then came the devastating discovery that your employer opted out of workers’ compensation. There is no automatic safety net waiting for you, just a corporate legal team ready to fight you at every turn. Jim Adler, The Texas Hammer®, helps battle non-subscriber employers who put profits over worker safety.
According to the Texas Department of Insurance, nearly 28% of Texas employers choose to opt out of workers’ compensation coverage, leaving injured workers to navigate a complex legal battlefield.[1] These companies save money on insurance premiums while their employees bear all the risk. When accidents happen, workers face employers with deep pockets and legal teams who will look for any reason to deny responsibility or minimize what they owe.
Without workers’ compensation protection, your employer becomes your adversary. They dispute what happened, challenge the severity of your injuries, and delay payment while your medical bills pile up and your financial stability crumbles. When non-subscriber employers refuse to pay what they owe, Jim Adler, The Tough, Smart Lawyer®, fights back.
If you have been hurt working for a non-subscriber employer, call Jim Adler & Associates for a free consultation. Our Houston attorneys handle non-subscriber workplace injury cases, and we fight to secure fair compensation for injured workers.
After a workplace injury involving a non-subscriber employer, you are not just filing paperwork. You are potentially entering litigation against a company that chose profits over worker protection, and they will have lawyers ready to fight you. Jim Adler & Associates manages every aspect of non-subscriber cases, from investigating safety violations and interviewing witnesses to documenting the real cost of your injuries. When negotiations begin, we demand full compensation rather than the limited benefits workers’ compensation would have provided, and if a trial becomes necessary, we are ready.
Non-subscriber employers often create alternative benefit plans that sound generous but provide minimal protection when you actually need it. The fine print usually tells a different story, with coverage caps that fall far short of serious injury costs, restricted doctor lists that limit your medical options, and benefit periods that end before you have fully recovered.
Jim Adler & Associates identifies these deceptive programs and exposes how they prioritize employer savings over employee recovery. We pursue full compensation through litigation rather than letting you settle for inadequate alternative benefits.
Texas law gives injured workers strong protections when employers skip workers’ compensation. Non-subscriber employers lose most of their normal legal defenses, which means they cannot argue that you knew the job was risky when you took it, that you caused your own injury, or that a coworker was to blame instead of the company.
Employers do not give up easily despite losing these defenses. They hire aggressive law firms that look for any opening, often arguing that you acted intentionally or recklessly, even when the evidence says otherwise. Jim Adler, The Texas Hammer®, knows how employers try to escape responsibility and builds cases that stand up to their tactics.
Workplace injury cases require strong evidence, including security footage of the accident, maintenance records that prove neglect, safety reports documenting known hazards, and training logs revealing inadequate preparation. Without this documentation, employers deny everything and shift blame onto injured workers.
Evidence disappears fast after workplace accidents because companies overwrite surveillance footage, pressure witnesses to change their stories, and repair equipment before anyone can examine it for defects. Jim Adler & Associates acts quickly to secure this evidence before it vanishes.
Non-subscriber employers follow predictable strategies that start with expressing concern while quietly gathering information to use against you. They offer quick settlements that barely cover your immediate medical bills and pressure you to sign releases that would destroy your right to fair compensation later.
When those initial tactics fail, they get more aggressive by hiring private investigators to follow you and comb through your social media for anything they can twist out of context. They argue that pre-existing conditions caused your problems or that you violated safety protocols they never properly taught you. Jim Adler & Associates anticipates these strategies and builds cases designed to overcome them.
Texas remains the only state that allows private employers to completely opt out of workers’ compensation. This unique system creates both opportunities and challenges for injured workers. Understanding your rights under non-subscriber law could mean the difference between a tiny payout and the full compensation you actually deserve.
A non-subscriber employer is any Texas business that chooses not to purchase state-regulated workers’ compensation insurance. According to the Texas Department of Insurance, these employers must notify employees of their non-subscriber status through written notices, posted workplace signs, and employee handbooks.[2] Many workers never realize their employer opted out until after an injury occurs because some employers bury notifications in hiring paperwork or post required notices in locations employees rarely visit.
The shock of discovering non-subscriber status often comes at the worst possible moment, when you are already dealing with serious injuries and mounting medical bills. Texas has maintained this system longer than any other state, and while some claim it promotes workplace safety by making employers directly liable for negligence, the reality is that it often leaves injured workers fighting for basic medical care while employers hide behind complex legal defenses.
Workers’ compensation provides guaranteed benefits without requiring proof of employer fault, including medical treatment and temporary income benefits at about two-thirds of your average wages. The trade-off is that you cannot sue your employer and cannot recover compensation for pain and suffering, no matter how severe your injuries are.
Non-subscriber cases work completely differently because you can file a personal injury lawsuit seeking full compensation. Your medical expenses are not capped by fee schedules, your lost wage claims can include past and future earnings at full value, and you can recover damages for pain and suffering, mental anguish, and even punitive damages when employer conduct was particularly reckless. These cases typically require proving employer negligence and may take longer to resolve than workers’ compensation claims, but recoveries can be substantially higher when an employer is at fault.
Large corporations and small businesses alike can choose non-subscriber status in Texas. According to the Texas Department of Insurance, approximately 28% of Texas employers operate as non-subscribers, though this percentage varies significantly by industry.[1] Some of the state’s biggest employers have historically operated without traditional workers’ compensation coverage, creating alternative injury benefit programs that sound comprehensive but fall far short when serious injuries actually occur.
Industries with physically demanding jobs frequently have higher rates of non-subscriber employers. Warehouses where heavy lifting causes back injuries, retail stores where repetitive motions create chronic conditions, and construction sites where falls happen regularly all tend to have employers who opted out of the workers’ compensation system. Transportation companies and manufacturing facilities also have high non-subscriber rates because the cost of traditional coverage is expensive in industries where serious injuries occur more frequently.
Workers in these fields face increased risk because their employers made a calculated decision to prioritize cost savings over comprehensive worker protection. When injuries occur, many workers discover for the first time that they have no automatic benefits waiting for them.
Larger non-subscriber companies sometimes self-insure or create benefit plans that qualify under the Employee Retirement Income Security Act (ERISA), which is a federal law governing certain employee benefit programs. These ERISA-qualified plans are harder to fight because they impose strict deadlines, limit what you can recover, and often require multiple appeals before you can file a lawsuit. They also restrict damages so that you typically cannot recover compensation for pain and suffering, and are limited to medical bills and lost wages.
Smaller employers might purchase occupational accident insurance that provides some coverage, but with significant gaps. Others operate with no coverage at all, which exposes them to unlimited liability but leaves injured workers with no immediate source of benefits. Jim Adler & Associates can help level the playing field against non-subscriber employers regardless of what type of coverage arrangement they use.
Non-subscriber claims offer significant advantages over traditional workers’ compensation because you can sue for full damages rather than accepting limited benefits. For example, workers’ compensation might pay $50,000 for a back injury requiring surgery, while a non-subscriber lawsuit could recover hundreds of thousands when the injury resulted from inadequate training, defective equipment, or ignored safety hazards. You can also recover compensation for pain and suffering and mental anguish, which acknowledges the real impact of your injuries beyond just medical expenses.
Another major advantage is that non-subscriber employers typically cannot use your own mistakes against you. In most personal injury cases, your errors can reduce or eliminate your recovery, but Texas law prohibits non-subscriber employers from raising this defense. Even if you contributed to the accident, you can still recover full damages as long as your employer’s negligence played a role in what happened.
Non-subscriber claims do take longer than workers’ compensation and require you to prove employer negligence rather than simply proving you were injured. Your initial medical treatment may not be automatically covered the way it would be under workers’ compensation. With proper legal representation, these challenges can be overcome, and the potential recovery often far exceeds what workers’ compensation would have provided.
Acting quickly matters because evidence disappears fast when companies overwrite surveillance footage, witnesses forget important details, and documents vanish before anyone can secure them. According to the Texas Civil Practice and Remedies Code, you generally have two years to file your claim, but building a strong case takes time.[3] Contact Jim Adler & Associates for a free consultation to evaluate your case and explain your options.
Workplace accidents rarely happen without warning. Negligence creates dangerous conditions that build over time until someone gets hurt. Understanding common forms of employer negligence can help you identify when you have a strong non-subscriber claim.
Employers often rush workers into dangerous jobs without proper training because comprehensive programs cost money and take time away from production. Common examples include letting new employees operate forklifts after watching a brief video, assigning workers to handle hazardous chemicals without explaining the risks, or expecting machinery operators to learn through trial and error instead of structured education.
When inadequate training causes injuries, employers typically try to blame workers for making mistakes. The truth is that proper training is the employer’s responsibility, and they choose to cut corners while exposing workers to preventable dangers. Jim Adler & Associates can help prove how inadequate training contributed to your injuries.
Safety equipment saves lives when properly provided and maintained, but employers sometimes cut corners because inspections take time and replacements reduce profits. Common problems include keeping worn-out harnesses in service long past their safe lifespan, ignoring malfunctioning emergency stops, and removing protective guards from machinery to speed up production.
Workers pay the price for these decisions with injuries that proper equipment would have prevented. Employers who skip safety equipment to save money can be held accountable when their cost-cutting causes harm.
Equipment needs regular maintenance to operate safely, floors need cleaning to prevent slips, and lighting needs to function properly so workers can see hazards before they cause injuries. When employers defer maintenance to save money, workers pay the price with injuries that should never have happened.
Reported hazards that go unfixed are powerful evidence of conscious disregard for worker safety. When employees document dangers and employers ignore them, those records can significantly strengthen a negligence claim. Jim Adler, The Texas Hammer®, can help find and secure this critical proof showing your employer directly contributed to your accident.
Understaffing forces workers to rush through tasks, skip safety steps, and push through exhaustion just to keep up with production demands. Employers understand that tired workers make mistakes and that rushing increases the risk of accidents, yet they continue to prioritize output over safety.
Excessive production demands cause workers to disable safety features, skip protective equipment, and take dangerous shortcuts just to meet unrealistic quotas. When employers create these pressures through scheduling practices and deadline demands, they share responsibility for the injuries that result.
The actions you take after a workplace injury can significantly impact your ability to recover fair compensation. Non-subscriber employers often use early mistakes against injured workers, so knowing what to do can help protect your rights.
The Texas Department of Insurance maintains a coverage verification database where you can check whether your employer carries workers’ compensation insurance.[4] Employee handbooks and posted workplace notices may also indicate your employer’s status, though many workers never discover that their employer opted out until after an injury occurs.
Alternative benefit plans do not make employers subscribers to the workers’ compensation system. These programs might provide some benefits, but they do not prevent you from filing a lawsuit seeking full damages. If your employer’s HR department claims you are covered, make sure you understand whether that coverage is actual workers’ compensation or just an alternative plan with significant limitations.
Report your injury to supervisors as soon as possible, even if it seems minor at first. Many serious injuries do not fully manifest their symptoms for hours or days, and what starts as a back strain can become a herniated disc, while a minor head bump can reveal itself as a concussion. Delayed reporting gives employers ammunition to dispute your claim later.
Seek medical attention promptly and tell your doctor exactly how the injury occurred so your medical records accurately reflect the workplace cause. Document everything about the accident by writing down what happened while details are fresh, photographing the scene and your injuries, and getting contact information for witnesses. Jim Adler, The Texas Hammer®, can help secure physical evidence like torn safety equipment or defective tools before your employer repairs or discards anything.
Houston attorneys who handle non-subscriber work injuries understand the complex relationship between Texas labor law, ERISA regulations, and traditional personal injury principles. Jim Adler & Associates offers free consultations to evaluate non-subscriber injury claims and determine whether third-party negligence may have contributed to what happened.
We can also connect you with medical providers who accept Letters of Protection, which allows you to receive treatment now, with payment coming from your eventual recovery. This arrangement helps you focus on getting better rather than worrying about how to pay medical bills while your case is pending.
When employers opt out of workers’ compensation in Texas, they give up important legal protections that would normally shield them from lawsuits. Texas Labor Code Section 406.033 takes away the excuses employers normally use to get out of paying injured workers what they owe.[5] Without these excuses available to them, non-subscriber employers are in a much weaker position when you come after them for compensation.
Another common defense in injury cases is called assumption of risk, which basically means the employer argues that you knew the job was dangerous when you took it, so you accepted whatever might happen. Under this theory, a warehouse worker who gets hurt by a forklift should have known forklifts were part of the job, or a construction worker who falls should have understood that working at heights carries risk.
Non-subscriber employers cannot use this argument. Taking a job does not mean accepting every possible danger, especially dangers that exist because your employer cut corners on safety. There is a difference between the normal risks that come with any job and the unnecessary hazards that exist because employers failed to provide proper training, equipment, or safe working conditions.
This protection prevents employers from using your need for a paycheck against you. Most workers do not have the luxury of turning down jobs because they seem dangerous, and employers should not be able to exploit that economic reality to escape responsibility when their negligence hurts someone.
In the workers’ compensation system, employers are protected from lawsuits, and workers generally cannot sue coworkers who cause accidents through their own carelessness. Non-subscriber employers lose this protection in an important way because they can be held responsible for the negligent actions of their employees.
This means that if a coworker’s mistake caused your injury, your employer may still owe you compensation. The reasoning is straightforward. Your employer hired that coworker, trained them, supervised their work, and created the environment where the accident happened. When a coworker makes a mistake that hurts someone, it often reflects deeper problems with how the employer runs the workplace, rather than just one person having a bad day.
This expanded liability can significantly strengthen your case because it prevents employers from pointing fingers at individual workers to avoid their own responsibility.
Some employers try to protect themselves by requiring new hires to sign documents waiving their right to sue for workplace injuries. These waivers might be buried in a stack of hiring paperwork or presented as a routine form that everyone signs. Employers hope that if an injury ever occurs, they can point to your signature and claim you gave up your rights.
These pre-injury waivers do not work against non-subscriber employers because you cannot sign away your right to sue for injuries that have not happened yet. The logic is that you cannot make an informed decision about giving up legal rights when you have no idea what kind of injury you might suffer or how it might affect your life.
If you signed a waiver when you started your job, do not assume it prevents you from pursuing a claim. Jim Adler, The Texas Hammer®, can review any documents you signed and explain what they actually mean for your situation.
Non-subscriber claims can provide comprehensive compensation that addresses every way a workplace injury has affected your life. Unlike workers’ compensation, which caps what you can receive and excludes entire categories of damages, lawsuits against non-subscriber employers allow you to pursue full compensation for all your losses.
Economic damages cover the financial losses you can measure with bills, receipts, and pay stubs. Medical expenses often reach staggering amounts after serious workplace injuries because emergency treatment leads to surgery, surgery leads to months of rehabilitation, and some injuries require medical care that continues for the rest of your life. Non-subscriber claims can seek full reimbursement for all of these costs rather than limiting you to amounts approved by workers’ compensation fee schedules.
Lost wages go far beyond just the paychecks you missed while recovering. A serious injury can cost you overtime opportunities, bonuses, benefits, and career advancement that would have increased your earnings over time. Some injuries prevent workers from ever returning to their previous jobs, forcing them into lower-paying positions for the rest of their careers. Jim Adler & Associates works with economists and vocational experts to calculate your complete wage losses, including the future income you will never earn because of what happened to you.
Non-economic damages compensate you for losses that do not come with a price tag but dramatically affect your quality of life. Physical pain deserves compensation beyond just what it costs to treat because the agony of your injuries, the discomfort during recovery, and the chronic pain from permanent damage all take a real toll on your ability to live your life. Mental anguish matters too, since many injured workers struggle with depression, anxiety, and post-traumatic stress that can be just as debilitating as their physical injuries.
Permanent changes to your body deserve significant compensation as well. Disfigurement from scars affects how you see yourself and how others see you. Physical impairments limit your independence and change what activities you can participate in. Spouses may also have claims for how your injuries have affected your relationship and your ability to be a partner and companion. These damages recognize that workplace injuries harm entire families, not just the person who got hurt.
When employers consciously disregard worker safety, courts may award punitive damages on top of your other compensation. These additional awards punish particularly reckless behavior and can significantly increase the total amount you recover.
Punitive damages may apply when employers knowingly maintained dangerous equipment, repeatedly ignored safety violations, falsified safety records, or removed safety devices to speed up production. These cases require proving that your employer knew about the danger and chose to ignore it anyway. Jim Adler & Associates can evaluate whether your situation may support a claim for punitive damages based on how your employer behaved before your accident.
Jim Adler & Associates has the experience, resources, and determination to take on non-subscriber employers who think they can escape responsibility for workplace accidents. We know how to prove employer negligence, and we have the resources to fight corporate legal teams that try to deny injured workers the compensation they deserve.
Contact us today for a free consultation to evaluate your non-subscriber workplace injury claim. You pay no fees unless we recover compensation for you.*
Workers injured at non-subscriber employers face legal challenges that require specialized expertise. The following answers can help you understand your rights when your employer has opted out of workers’ compensation coverage. Need specific guidance about your workplace injury? Call Jim Adler & Associates for a free consultation to discuss your situation.
When Texas employers opt out of workers’ compensation, they become non-subscribers who lose essential legal protections if an employee gets injured on the job. Injured workers can sue non-subscriber employers directly for workplace accidents, and these lawsuits allow you to seek full damages, including complete lost wages, compensation for pain and suffering, mental anguish, physical impairment, and even punitive damages in appropriate cases.
These claims often involve fighting corporate legal teams and insurance companies who understand that non-subscriber exposure can mean paying hundreds of thousands or even millions in damages rather than limited workers’ compensation benefits. Jim Adler & Associates can investigate employer negligence, document safety violations, and build a strong case that pursues the maximum compensation available under the law.
Determining your employer’s workers’ compensation status is often more complicated than it should be because notifications sometimes get buried in hiring paperwork or posted where employees rarely look. Your employee handbook typically contains non-subscriber notifications if your employer opted out, and you should look for language saying the company “does not subscribe to workers’ compensation” or mentions an “alternative injury benefit plan.” Workplace postings are another source of information because non-subscriber employers must display notices in English and Spanish where employees commonly report for work.
The Texas Department of Insurance maintains an online coverage verification system where you can search for your employer’s workers’ compensation status.[4] If your employer does not appear in the database or shows no coverage, they are likely a non-subscriber. Jim Adler & Associates can quickly verify your employer’s status and explain what it means for your potential claim.
Yes, you can often recover damages even if you contributed to your workplace accident. In typical personal injury cases, being partially at fault reduces or eliminates your recovery, and being 51% or more at fault under Texas rules means you get nothing at all. Texas Labor Code Section 406.033 prohibits non-subscriber employers from using this defense against injured workers, which means you can still recover full compensation even if you made mistakes, forgot safety procedures, or contributed to the accident in some way.[5]
This protection recognizes that workers often take shortcuts or skip safety steps because of pressure from supervisors who demand speed over caution. Employees sometimes make honest mistakes while performing repetitive tasks for hours on end, and these human errors should not excuse employer negligence that created dangerous conditions in the first place. The law understands that if your employer had provided proper training, equipment, or staffing, the accident likely would not have happened, regardless of any small errors you made.
Consider common scenarios where this protection matters. You might have been walking too fast when you slipped on an unmarked wet floor that your employer should have cleaned or marked with warning signs. You could have forgotten your safety glasses when defective equipment exploded because your employer never enforced consistent safety protocols. You might have lifted a heavy object incorrectly because understaffing meant no help was available when you needed it. In each situation, employer negligence remains the primary cause despite your contribution to what happened. Jim Adler & Associates can show how your employer created the conditions that made your accident more likely and fight for full compensation even when you made mistakes.
Non-subscriber claims can provide comprehensive compensation that far exceeds what workers’ compensation would pay. Medical expenses are not limited by the fee schedules that restrict workers’ compensation payments, so you can seek full reimbursement for emergency treatment, surgeries, rehabilitation, medications, and any future care your injuries will require. Lost wages include more than just missed paychecks because a serious injury can cost you overtime, bonuses, benefits, and career advancement, and if you cannot return to your previous job, you can seek compensation for reduced earning capacity throughout the rest of your working life.
Pain and suffering damages compensate for the physical agony your injuries cause, including the immediate trauma, ongoing discomfort during recovery, and chronic pain from permanent damage. Mental anguish damages recognize the depression, anxiety, and post-traumatic stress that often accompany serious injuries. Permanent changes to your body, like scars, reduced mobility, and physical impairments, deserve significant compensation as well, and spouses may have separate claims for how your injuries have affected your relationship.
Punitive damages may also apply when employers showed gross negligence or conscious disregard for worker safety. These damages go beyond compensating you for your losses and are meant to punish employers for particularly reckless behavior. Examples that may support punitive damages include knowingly maintaining dangerous equipment, repeatedly ignoring safety violations that workers reported, falsifying safety records, or removing safety devices from machinery to speed up production. Jim Adler & Associates can evaluate whether your case might support a claim for punitive damages based on how your employer behaved before your accident.
Employers typically cite cost savings as the primary reason for rejecting workers’ compensation coverage because traditional premiums can be expensive, especially for companies in dangerous industries. Some employers believe alternative injury benefit plans provide better value because they can customize coverage to their preferences, maintain more control over claim decisions, and choose which doctors injured workers can see. Large corporations sometimes self-insure by setting aside funds for potential claims rather than paying insurance premiums, gambling that accident costs will not exceed what they save.
Opting out creates enormous risks that employers may not fully appreciate. They lose immunity from lawsuits that workers’ compensation would have provided, and they cannot use traditional defenses like contributory negligence or assumption of risk. One serious injury caused by negligence could result in millions in damages rather than limited workers’ compensation benefits. Jim Adler & Associates helps injured workers take advantage of their employers’ decision to reject workers’ compensation and hold them accountable when their negligence causes injuries.
Consulting an experienced attorney is strongly advised for non-subscriber claims because these cases involve unique legal principles that differ from both standard personal injury and workers’ compensation cases. Employers hire aggressive law firms that specialize in non-subscriber defense, and their lawyers understand every loophole and exception that might minimize employer liability despite the statutory protections available to you. Without proper representation, you might accept far less than your claim is worth or miss critical opportunities to strengthen your case.
Evidence is critical in non-subscriber cases because you must prove employer negligence, and that evidence disappears fast when companies overwrite surveillance footage, pressure witnesses to change their stories, and repair equipment before anyone can examine it for defects. Insurance companies and alternative benefit administrators often contact injured workers right away, sounding helpful while gathering information to use against you later. They offer quick settlements that seem generous but represent only a fraction of what your claim is actually worth, counting on you not knowing the difference.
Understanding the steps in a personal injury lawsuit can help you see what is involved, but having experienced representation makes a real difference in the outcome of your case. Jim Adler & Associates sends preservation letters as soon as we take your case to secure evidence before it vanishes, hires experts who can testify about safety violations and the full cost of your injuries, and handles all communication with the employer’s legal team so you do not say anything that damages your claim. Jim Adler, The Texas Hammer®, has the resources to investigate thoroughly and fight through trial if needed.
According to the Texas Civil Practice and Remedies Code, the statute of limitations for personal injury claims in Texas, including non-subscriber workplace injury cases, is generally two years from the date of the accident.[3] This deadline is strict, and missing it usually means losing your right to any compensation, regardless of how severe your injuries are or how clearly your employer was at fault.
Some circumstances might affect the two-year deadline, such as injuries that were not apparent right away or situations involving minors or mental incapacitation. Relying on exceptions is risky because courts interpret these rules strictly. Jim Adler & Associates can help ensure your claim gets filed properly and on time. We understand how personal injury cases sometimes take longer than people expect, which makes early consultation critical because insurance companies often intentionally delay, hoping you will miss the filing deadline.
Private injury plans offered by non-subscriber employers do not provide the same protections as state-regulated workers’ compensation. These alternative benefit plans might promise medical coverage and wage replacement, but they often contain significant limitations that leave injured workers vulnerable. Common problems include medical benefit caps that prove insufficient for serious injuries, restrictions that force you to see company-selected doctors who may minimize your condition, and coverage periods that end before you have fully recovered.
The most important thing to understand is that accepting benefits under a private plan does not prevent you from suing your employer for negligence. Unlike workers’ compensation, where accepting benefits bars lawsuits, private plans cannot eliminate your right to seek full compensation through legal action. Jim Adler & Associates can review any private injury plan and explain how it affects your rights. Learn how to avoid personal injury lawyer scams and get proper representation from Jim Adler, The Texas Hammer®,.
Jim Adler & Associates has fought for injured Texas workers for over 50 years, taking on major corporations, warehouse giants, construction companies, and their insurance defenders. We understand how non-subscriber laws can work in your favor, and we know how to prove employer negligence and safety violations that entitle you to full compensation. When billion-dollar companies choose profits over worker safety, Jim Adler, The Tough, Smart Lawyer®, helps hold them accountable.
Call Jim Adler & Associates today for a free consultation. We will evaluate your case honestly and explain your rights. Jim Adler, The Texas Hammer®, serves injured workers in English and Spanish throughout Houston and across Texas. You pay no fees unless we recover compensation for you.*
Our extensive network of medical providers throughout Texas accepts Letters of Protection for qualified cases. We work with specialists, surgical centers, physical therapists, and diagnostic facilities who understand the importance of prompt treatment for accident victims. The Voice of The Victims™ fights to ensure you get quality medical care without the burden of upfront payment.
Do not let lack of insurance or funds prevent you from getting necessary medical treatment after an accident. Letters of Protection can bridge the gap between injury and recovery, allowing you to focus on healing while we handle the legal and financial complexities of your case. If you have been injured in an accident and need medical treatment, contact Jim Adler & Associates today for a free case evaluation. We serve clients in English and Spanish across Texas. You pay no fees unless we recover compensation for you.*
[1] Texas Department of Insurance. (2024). Employer participation in the Texas workers’ compensation system: 2024 estimates. Retrieved from https://www.tdi.texas.gov/reports/wcreg/documents/nonsub2022.pdf
[2] Texas Department of Insurance, Division of Workers’ Compensation. “Are employers required to have workers’ compensation insurance in Texas?” March 20, 2023. https://www.tdi.texas.gov/news/2023/dwc03202023.html
[3] Texas Civil Practice and Remedies Code § 16.003. Retrieved from https://statutes.capitol.texas.gov/Docs/CP/htm/CP.16.htm#16.003
[4] Texas Department of Insurance. (2024). Workers’ compensation coverage verification. Retrieved from https://www.tdi.texas.gov/wc/employer/coverage.html
[5] Texas Labor Code, Chapter 406. “Workers’ Compensation Insurance Coverage.” https://statutes.capitol.texas.gov/docs/la/htm/la.406.htm
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