Defective Product Design

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Frequently Asked Questions

Get answers to the most common liability case queries.

What type of compensation can I recover in a civil lawsuit?
Successful plaintiffs can recover money damages for all losses caused by the incident. This includes compensation for medical bills, therapy costs, lost wages, and repair or replacement of damaged property. You can also recover for pain and suffering, emotional distress, and loss of enjoyment of life. In rare cases of extremely malicious conduct, punitive damages may be awarded to punish the wrongdoer and deter future similar behavior.
What are the key safety standards meant to prevent these hazards?
Key standards require passive protection systems like toe boards, debris nets, and canopy catch platforms to stop falling items. They mandate secure storage for materials and mandate tool lanyards for workers at height. Rules also require designated debris removal areas, enclosed chutes for dropping material, and strict barricading of hazard zones below work areas. These are outlined in regulations from OSHA and industry best practices, all designed to create multiple layers of defense against falling objects.
What kind of compensation can families seek in these cases?
Families can seek money to cover all related medical expenses for treating injuries from the abuse or neglect. Compensation also includes payment for physical pain and emotional suffering endured by the resident. In cases of extreme or intentional misconduct, courts may award additional punitive damages to punish the wrongdoer and deter future behavior. While no amount of money can undo the harm, financial recovery provides crucial resources for better care, therapy, and securing a safer living environment for the vulnerable victim.
Can an employer be liable for discrimination even if it wasn’t intentional?
Yes, through a concept called “disparate impact.“ This occurs when a company policy or practice that seems neutral on its surface disproportionately harms a protected group. For example, a strength test that screens out most female applicants, if not strictly necessary for the job’s core functions, could be discriminatory. The employer is liable if the policy causes the harm and is not a true business necessity. Intent does not need to be proven in these cases.
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