The WC Law is considered to be a “no-fault” law. It is not necessary to prove that the employer was negligent or otherwise “at fault” in causing your injury. Because the WC law imposes liability for work-related injuries without regard to fault, the WC law protects the employer from any other liability that the employer may have to the injured employee. In other words, you may not sue your employer for damages because you can prove that the employer was at fault in causing your injury. A compensable injury is considered to be any injury that occurs by “accident arising out of and in the course of the employment”. Under this definition it is not necessary to prove that the injury was the result of a slip, trip, or fall. For example, back injuries resulting from lifting activities are usually covered. WC benefits are denied if the injury is the result of illicit use of drugs or alcohol or if the employee tests positive for drugs or alcohol following an accidental injury. WC benefits may also be denied if the injured employee has engaged in activities related to his or her claim that are considered to be “fraudulent” and include giving false information to the employer or its insurance carrier concerning any material matter concerning the injury or accident. Employees who have misrepresented their medical history or prior receipt of disability compensation on an employment application may be denied compensation for a subsequent injury.