LAW OFFICE OF ARKADY ITKIN
  • Home
  • Employment Law
    • Wrongful Termination >
      • At-Will Employment
      • Termination After Unfair Warnings and Write-Ups
      • Union Grievance, Workers Comp and Wrongful Termination
      • Labor Code 970 Claims
      • Promissory Estoppel and Employment Contracts
      • Implied Contract Claims
    • Discrimination >
      • Proving Discrimination
      • Age Discrimination
      • Disability Discrimination >
        • Protected Disabilities
        • Medical Leave / Disability Accommodations
        • Job Reassignment As A Disability Accommodation
        • SSI Disability Benefits and Your Court Case
        • Sample Request for Reasonable Accommodation
      • Pregnancy Discrimination
      • Race Discrimination
      • Sample Discrimination Complaint
      • DFEH and EEOC Investigations
    • Retaliation >
      • How to Prove Retaliation
      • Dealing with Retaliation While Still Employed
      • Retaliation for Complaining
      • Whistleblower Retaliation
    • Harassment
    • Defamation at Workplace
    • Prof. License Defense
    • Leaves of Absence >
      • Medical Leave as Reasonable Accommodation
      • FMLA Entitlement and Reinstatement to Work
      • CFRA Leave
      • Employers' FMLA Notice Obligations
      • Paternity Leave (FMLA)
      • Sample FMLA Leave Request
    • Wages / Overtime Claims >
      • Wage Claims
      • Employee or Contractor
      • Exempt / Non-Exempt >
        • Admistrative Exemption
        • IT Support Specialists Compensation
        • Computer Professional Exemption from Overtime
        • Recruiters / Account Executives Exemption
        • Complaining About Being Misclassified
      • Vacation Pay / PTO
      • On-Call Time Compensation
      • Deductions fr. Commissions
    • Unempl. Benefits Appeals >
      • Tips for EDD Phone Interview
      • Unemployment Benefits Appeal Hearing Representation
      • CUIAB Hearing Tips
    • Employment Law Blog
    • For Employers
  • Personal Injury
    • Five Tips For Injury Cases
    • Slip-and-Fall Injuries
    • Assault and Battery
    • Recorded Statements
    • Repairing Your Vehicle
    • Unpaid Medical Bills
    • Injury Law Blog
    • Medical Malpractice
    • Police Excessive Force
  • Practice Areas
  • About
  • Results
  • Submit Case
  • Contact
  • Resources
    • Consultations
    • Workplace Rights Checklist
    • Deposition Tips
    • Mediation Tips
    • Effective Mediator
    • Suing Current Employer
    • Severance Agreements
    • Workplace Investigation
    • Arbitration
    • Statutes of Limitations
    • Healthy Litigation Mindset
    • Trial Tips
    • Working Remotely
    • How To Find The Right Lawyer For Your Case

Five Critical Tips for Victims of Car Accident Injuries 

important tips for injury claims san francsico lawyer
  1. Take and preserve all relevant photos. Take photos of damage to your vehicle and all other vehicles involved, and images of your injuries such as bruising, blood on your body, clothes or scene of the incident as soon as possible. This type of evidence can be critical in proving your case later and obtaining fair compensation for your injures. If you suffered significant bruising or scarring, take pictures every few weeks or at least every month to document healing. Being able to show later how long it took for your injury to heal can be very useful in proving your case. 
  2. Get contact information or any witnesses of the accident. This is especially important in potential "he said - she said" situations as it's commonly the case in red light / green light accidents, where both sides claim that they had a green light and in assault and battery cases, where both parties blame the other side for starting or provoking the fight. In these types of cases, having even one witness can make a big difference in proving that the other side is liable. But, even in other types of cases where liability is clear, having witnesses corroborate your side of the story can't hurt. 
  3. Do not panic and do not hurry to resolve legal issues or hire a lawyer. You might be really angry and worry because of what happened and you are eager to take legal action against the other driver. However, you must attend to your injuries first and get the medical care and attention you need, whether it's ambulance, emergency room, or your primary car physician. Speaking with a claim's person from your insurance company or the other driver's insurance company can wait  and so is talking to a lawyer. The law provides you with ample time to consider your legal options so there is no reason to rush to speak with or hire a lawyer. Taking care of  the legal part of your claim a bit later is not going to hurt your claim in any way.   
  4. Do not delay receiving medical attention. Many people wait for months after the accident to get the medical treatment they need, either because they can't afford it or because they just don't want to bother. They hope that they will get better on their own. However, when they don't or when their pain gets worse, they eventually report to a hospital to get their x-rays / MRI done. This delay, however, gives the opposing side the opportunity to argue later two things: (a) your pain wasn't as bad as you say it was, because if it was, you would have sough medical care much sooner; and (b) since so much time passed after the incident, the injuries shown on x-ray or MRI image might have been caused by some other incident that occurred later. These types of arguments can be more or less effective depending on the circumstance, but they certainly don't help your case. Therefore, if you suffered a serious injury, you should not delay getting at least initial medical check-up and evaluation, so that your injuries can at least be documented as soon as possible after the date of the incident. 
  5. Do not feel forced to speak with the opposing party or their insurance representative right away. Once you report a claim, a claim's examiner will likely call you within a few days to talk to you about your accident and your injuries. He may also try to tempt to into accepting a lowball settlement in exchange for signing release of claims. There is no reason to rush with this type of decision. If you don't feel comfortable speaking with whoever contacts you about your case, feel free to not return their calls for now or  give them a courtesy call and tell them that either you or your attorney will be in touch with them when you are ready to speak with them. Speaking with an insurance company later is not going to hurt you. 

Personal Injury Law

San Francisco Personal Injury Lawyer Blog
Contact San Francisco Personal Injury Lawyer
Useful Legal Links
​

Employment Law

What Is Wrongful Termination?
Sample Request for Reasonable Accommodation
Sample Complaint about Workplace Discrimination 
FAQ About California Employment Law 

Law Office of Arkady Itkin

Contact Us
About
Our Practice Areas
Current Cases & Results 


Law Office of Arkady Itkin - San Francisco & Sacramento Injury and Employment Lawyer
We represent employees and employers in employment and wrongful termination cases, as well as victims of serious injuries in San Francisco, Oakland, Sacramento, San Jose, Palo Alto, San Mateo and throughout Northern California. We all represent businesses and start-ups in a wide range of business and employment issues and disputes. 


57 Post Street, Suite 812, San Francisco, CA 94104; Tel. (415) 295-4730; Fax. (415) 508-3474; [email protected]
  • Home
  • Employment Law
    • Wrongful Termination >
      • At-Will Employment
      • Termination After Unfair Warnings and Write-Ups
      • Union Grievance, Workers Comp and Wrongful Termination
      • Labor Code 970 Claims
      • Promissory Estoppel and Employment Contracts
      • Implied Contract Claims
    • Discrimination >
      • Proving Discrimination
      • Age Discrimination
      • Disability Discrimination >
        • Protected Disabilities
        • Medical Leave / Disability Accommodations
        • Job Reassignment As A Disability Accommodation
        • SSI Disability Benefits and Your Court Case
        • Sample Request for Reasonable Accommodation
      • Pregnancy Discrimination
      • Race Discrimination
      • Sample Discrimination Complaint
      • DFEH and EEOC Investigations
    • Retaliation >
      • How to Prove Retaliation
      • Dealing with Retaliation While Still Employed
      • Retaliation for Complaining
      • Whistleblower Retaliation
    • Harassment
    • Defamation at Workplace
    • Prof. License Defense
    • Leaves of Absence >
      • Medical Leave as Reasonable Accommodation
      • FMLA Entitlement and Reinstatement to Work
      • CFRA Leave
      • Employers' FMLA Notice Obligations
      • Paternity Leave (FMLA)
      • Sample FMLA Leave Request
    • Wages / Overtime Claims >
      • Wage Claims
      • Employee or Contractor
      • Exempt / Non-Exempt >
        • Admistrative Exemption
        • IT Support Specialists Compensation
        • Computer Professional Exemption from Overtime
        • Recruiters / Account Executives Exemption
        • Complaining About Being Misclassified
      • Vacation Pay / PTO
      • On-Call Time Compensation
      • Deductions fr. Commissions
    • Unempl. Benefits Appeals >
      • Tips for EDD Phone Interview
      • Unemployment Benefits Appeal Hearing Representation
      • CUIAB Hearing Tips
    • Employment Law Blog
    • For Employers
  • Personal Injury
    • Five Tips For Injury Cases
    • Slip-and-Fall Injuries
    • Assault and Battery
    • Recorded Statements
    • Repairing Your Vehicle
    • Unpaid Medical Bills
    • Injury Law Blog
    • Medical Malpractice
    • Police Excessive Force
  • Practice Areas
  • About
  • Results
  • Submit Case
  • Contact
  • Resources
    • Consultations
    • Workplace Rights Checklist
    • Deposition Tips
    • Mediation Tips
    • Effective Mediator
    • Suing Current Employer
    • Severance Agreements
    • Workplace Investigation
    • Arbitration
    • Statutes of Limitations
    • Healthy Litigation Mindset
    • Trial Tips
    • Working Remotely
    • How To Find The Right Lawyer For Your Case