Why do I need a Subrogation Law Firm for Health and Disability Claims?

The litigation of health subrogation claims and the subrogation of disability insurance claims can be very complicated. Between the changing federal laws governing healthcare providers and constant alterations to anti-subrogation state laws mandating the make whole and common fund doctrines, these claims can feel like a moving target.

Rathbone Group understands the importance of HIPAA compliance for all our subrogating healthcare clients.  When personal injury claims arise, self-insured employers are acting as their own insurers.  Traditional insurance companies avail themselves of the opportunities and defenses available through subrogation law, and self-insured companies are wise to similarly protect their bottom line.  Payouts for employee workplace injuries add up fast, and a cost-conscious approach to handling health and disability claims is paramount.  When relevant, self-insured clients must cover medical benefits, rehabilitation benefits, wage loss benefits, and disability benefits.  Subrogation litigation is a key component to recouping losses where other parties have exposure for the injury suffered by your employee.  We work in conjunction with our clients’ plan benefit/HR managers and in house subrogation departments to identify opportunities for pursuit and facilitate recovery.

The Rathbone Group team takes time to clearly explain your chances of recovery and plan member satisfaction.

Clients may have concerns about the effectiveness of subrogation law in the non-ERISA plan context.  Rathbone Group uses creative strategies to apply the Deemer clause to these types of claims, so that you don’t have to resort to forceful collection techniques.