10-17-2021; Appellate Court Surprise! IL WC Parking Lot Fall-Downs Can Be Defended; John Campbell and Shawn Biery to Present for the IL State Chamber Tuesday--Don't miss it! And more

Synopsis: IL WC Parking Lot Fall-Downs Can Be Defended and Won.

Editor’s comment: In Vaughn v. IWCC and Memorial Medical Center, our IL Appellate Court, WC Division outlined a clear path for a parking lot/curb fall down claim to be defended and won.

 

In this opinion, the parties stipulated claimant fell in a parking lot on Memorial’s premises and suffered injuries. The arbitrator admitted into evidence various photographic exhibits depicting the condition of the sidewalk, curb and slanted asphalted surface where claimant stepped, stumbled and fell. To my understanding, the photos indicated the curb, sidewalk and asphalt were in ordinary condition and there was no indication of defects or foreign objects/substances that would increase the risk of injury. For risk and claims managers, it is crucial to have such documentation in all your WC claims.


Claimant was 60 years old at the time of the accident and testified to the following. 

 

  • On October 29, 2015, claimant was employed by Memorial as a central processing technician.

  • She testified her job duties included assembling and wrapping trays used to sterilize surgical equipment.

  • She was required to load several trays, weighing 10 to 15 pounds, onto carts before pushing the carts into an autoclave. The carts were typically heavy, weighing as much as 300 pounds.

  • Claimant also emptied trash and laundry bags, weighing up to 20 pounds.

 

On the morning of the incident, claimant had clocked out for the day. She exited the medical center through an employee door, as previously instructed by her immediate supervisor. Upon exiting, claimant, accompanied by a co-worker, began walking on the sidewalk toward her assigned parking lot. Claimant claimed the sidewalk in that area was not commonly used by members of the general public—not sure what that might mean. 

 

Claimant next described the following events leading to her fall:

 

Well, I was walking out and it looked to me like the concrete on the sidewalk met even with the blacktop but it didn’t, and it was about an inch and-a-half to two inches, and I stepped down normal like I was just walking and it made me trip and I stumbled. And when I fell, I hit the lip of concrete that is about 2, 2 and-a-half feet away from there. I landed on my knee.

 

Additionally, at the time of her fall, claimant testified it was still dark outside, and the temperature was at or near freezing. She also testified that outside lights, located on nearby buildings and landscaping, illuminated the area where she fell. However, at the time of her fall, one of the lights was not working and others were partially obscured by a parked security van, which resulted in a shadow that made that area darker.

 

Claimant next identified a photograph which showed the sidewalk, curb and slanted blacktop area where claimant fell. Claimant testified that, as she stepped off the curb with her left foot, her foot did not “land like it was supposed to,” causing her to trip, stumble and fall. Claimant further testified that the darkness made the sidewalk and the blacktop appear even, or “level.” 

 

Claimant suffered a comminuted fracture along the inferior aspect of the patella or knee cap. This is a serious injury.

 

Claimant underwent corrective surgery to her right knee and she later returned to work with restrictions. Claimant testified she began experiencing difficulty performing her work-related duties, which required prolonged periods of standing, lifting trays and pushing heavy carts. Claimant accepted an alternate position with Memorial that paid approximately $2.17 less per hour but involved lighter lifting and preparing linen packs. Claimant further testified regarding the lingering issues resulting from her knee injury. Claimant used a cane while walking to and from her work building, because the path to her particular building requires her to traverse a hill. Additionally, her knee was generally stiff and occasionally popped, which temporarily relieved the stiffness.

 

On cross examination, claimant admitted that she was permitted to park in any of the employee parking lots, but it was suggested that she park in Lot #3. Additionally, claimant admitted she was permitted to use any entry door, but it was suggested that she use the closest door. Claimant acknowledged that two public sidewalks leading to the employee parking lot were available for her to use. Claimant was familiar with the area, sidewalks, buildings and available entry ways because she initially worked as a “traveler” at Memorial from January 2015 through June 2015. Claimant admitted that she was cutting across the walkway at the time of her fall, rather than walking farther down the sidewalk and turning to use the nearby access ramp. Claimant admitted that she had traversed the area many times over a span of several months and had stepped off the same curb before but in different places. Claimant further admitted the area where she fell was clear of rocks, debris, water, snow, ice, holes or other surface-type defects. 


The arbitrator found claimant sustained an accidental injury. In rendering his decision, the arbitrator relied on precedent which the arbitrator believed involved a similar fact pattern. The arbitrator found that claimant had encountered a hazardous or defective condition, an uneven surface while she was walking to an employee parking lot immediately after leaving work. The arbitrator concluded claimant’s risk of tripping presented a neutral risk, which was somehow greater than that encountered by the general public. Accordingly, the arbitrator awarded claimant TTD, medical bills and PPD.

 

The claim was appealed to the Commission panel. The Commission issued a decision unanimously reversing the arbitrator’s decision. The Commission panel found the arbitrator’s findings of hazard or defect and determination that claimant’s injury arose out of her employment were both erroneous, noting that the arbitrator’s reliance on precedent was misplaced. The Commission observed the height differential between the sidewalk and the asphalt where claimant fell was by design, not a defect. The Commission, stressing its agreement with Memorial’s argument, stated: 

 

[C]ommon sense dictates that sidewalk slabs should be even or at the same height; whereas curbs are, by nature, raised boundaries. Thus, demonstrating height differences between slabs within the same sidewalk evidences defectiveness; where demonstrating height differences between the curb and the area it borders does not. 

 

Again, the Commission determined that, unlike the Litchfield precedent cited the photographs, admitted into evidence by both parties (depicting the parking lot, sidewalk, asphalted area and purported spot of claimant’s fall), “show that the premises were neither defective nor hazardous.” In particular, the Commission found that “the height differential (diminishing towards the access ramp at the end of the sidewalk) between the curb and the blacktop was by design (emphasis added by me) and not a defect.” The Commission, instead, noted claimant’s case was factually similar to the circumstances in Caterpillar Tractor Co. v. Industrial Comm’n.

 

Claimant sought judicial review of the Commission’s decision in the circuit court. The circuit court judge affirmed denial. Claimant appealed to the IL Appellate Court, WC Division.
 

The Appellate Court confirmed Injuries sustained on an employer’s premises, or at a place where claimant might reasonably have been while performing her duties, and while a claimant is at work, or within a reasonable time before and after work, are generally deemed to have been received in the course of employment, citing Caterpillar Tractor Co. The focus shifted to the “arising out of” requirement. 

 

The Court further ruled when an employee is injured on the usual route to the employer’s premises and there is a special risk or hazard on the route, the hazard becomes part of the employment. Quoting the decision: “Special hazards or risks encountered as a result of using a usual access route satisfy the ‘arising out of’ requirement of the Act.”

 

The Appellate Court noted the Commission’s finding claimant “stumbled over a curb” is entirely consistent with the evidence adduced at the arbitration hearing. Accordingly, they found the Commission’s finding as to the nature of the accident is not against the manifest weight of the evidence. 

 

In short, despite the confusion caused by the McAllister ruling where the act of an employee simply standing up somehow could comprise a compensable accident, this ruling adheres to the plain language of the IL WC Act—for an accidental injury to be compensable, it has to both “arise out of” and occur “in the course of” employ.

 

Please note the employer did what I feel was an excellent job investigating and photographing the area where the injury occurred. The defense team at KCB&A has a presentation to help your company improve their incident/event investigation to either document compensability or provide you the tools to fight a questionable claim—if you are interested, send a reply.

 

We appreciate your thoughts and comments. Please post them on our award-winning blog.

9-28-2021; Federal Vaccine Mandate appears on a Collision Course with State Statute by John Campbell; Changes Coming at IL WC Commission and more

Synopsis: Federal Vaccine Mandate appears on a Collision Course with State Statute; U.S. Employers stuck squarely in the middle! Research and Comment by John P. Campbell, J.D.

 

Editor’s Comment: On Sept. 9, 2021 President Biden signed the “Path out of the Pandemic” pursuant to Executive Order.  This plan included a series of directives compelling Covid vaccination of employees, some of which appear, at least at first glance, to be in direct contradiction to Illinois State law as well as similar state statutes around the nation.

 

This Federal directive will be enforced by the Department of Labor’s Occupational Health and Safety Administration (“OSHA”). OSHA shall develop an Emergency Temporary Standard (“ETS”) requiring employers with 100 or more employees to mandate that their employees be vaccinated against COVID-19 or be subject to weekly testing. Employers are also required to grant employees paid time off to get vaccinated and recover from side effects associated with the vaccine. The effective date remains unclear, but we know OSHA is charged with enforcing any ETS and OSHA is empowered to dispatch fines of up to $14,000 per violation!

 

Hey, can they do that??

Well, according to Federal law, yes. Since May 28, 2021, the EEOC has repeatedly declared that Federal employment laws do not prevent an employer from requiring all employees who enter the workplace to be vaccinated for COVID-19. That said, employers must still comply with the reasonable accommodation provisions of the ADA and Title VII of the Civil Rights Act of 1964. As an example, an employee may have a medical condition which places them at high risk for an adverse reaction to the vaccine. As a result, the employee may be under medical direction to forego the shot. In such instance, proof of this medical prohibition from the vaccine would warrant “reasonable accommodation”, perhaps in the form of weekly testing for Covid-19.

Inapposite to this directive, Illinois has a long-standing statute which appears to directly conflict with the Presidential Mandate to compel employee vaccination.

The Illinois Health Care Right of Conscience Act. (745 ILCS 70/2) declares in relevant part:

It is the public policy of the State of Illinois to respect and protect the right of conscience of all persons who refuse to obtain, receive or accept…medical care whether acting individually, corporately, or in association with other persons; and to prohibit all forms of discrimination, disqualification, coercion, disability or imposition of liability upon such persons or entities by reason of their refusing to act contrary to their conscience or conscientious convictions in …refusing to obtain, receive, accept, deliver, pay for, or arrange for the payment of health care services and medical care.
(Source: P.A. 99-690, eff. 1-1-17.)

Sec. 7. Discrimination by employers or institutions. It shall be unlawful for any public or private employer, entity, agency, institution, official or person, including but not limited to, a medical, nursing or other medical training institution, to deny admission because of, to place any reference in its application form concerning, to orally question about, to impose any burdens in terms or conditions of employment on, or to otherwise discriminate against, any applicant, in terms of employment, admission to or participation in any programs for which the applicant is eligible, or to discriminate in relation thereto, in any other manner, on account of the applicant's refusal to receive, obtain, accept, perform, counsel, suggest, recommend, refer, assist or participate in any way in any forms of health care services contrary to his or her conscience.
(Source: P.A. 90-246, eff. 1-1-98.)

 

First, we must point out that the statute defines “conscience” as a sincerely held religious belief. Proving (or dis-proving) an individual’s stated religious belief is somewhat like judging art… far more subjective than objective, making employer assessments on this issue extremely challenging. Those with strict religious beliefs, may for example, assert an objection that aborted fetal tissue was used in the testing of the vaccine (not contained in the vaccine as erroneously alleged initially). How is an employer supposed to measure the sincerity of such an assertion of an employee, especially considering the statutory language above?

We note at first glance, the broad Presidential Mandate compelling vaccination appears in contradiction to this State Statute. However, the Presidential Mandate will be subject to exemptions for individuals who cannot receive a COVID-19 vaccine due to a disability or “sincerely held religious belief.” Therefore, the Presidential Mandate offers a narrow exception that seems to fit squarely with the intended purpose of the Illinois Statute to protect sincere religious beliefs against vaccination. While this resolves the potential conflict of laws, it does nothing to help guide employers struggling with implementation and compliance.

Also, note that the President’s Mandate offers an alternative option for those who do not want to get the jab. Weekly Covid-19 testing is an accepted (albeit discouraged) alternative to vaccination. This would prove burdensome for many, but for those who do not have a religious objection but rather, simply hold concern for the long-term efficacy and safety of a new vaccine, there is an option to be tested regularly.

Nevertheless, open questions remain:

  • Who will pay for weekly testing?

  • Will the store-bought tests suffice?

  • How will vaccination records be stored?

  • What about boosters and requiring perpetual medical updates from employees?

  • If a medical disability is declared and/or medical basis for refusing the vaccine, does the ADA interactive process have to take place in each case?

 

The ink is not dry on this Presidential Mandate, so there are no firm answers yet. Our best advice to employers with 100 or more workers is to make every effort to walk the tight-rope strung before you. Explain to employees that there is a Presidential Mandate for vaccination, enforced by OSHA which you are compelled to ask employees to comply. If they do not comply, explain your obligation at the direction of the Federal Government, and their addition obligation as an employee to outline a valid, sincere conscientious objection to the vaccine or in the alternative, provide weekly proof of updated negative Covid-19 testing.

 

This article was researched and written by John P. Campbell, Jr., Managing Partner at Keefe, Campbell, Biery & Associates, LLC. You can reach John to discuss or for comments at jcampbell@keefe-law.com.

 

Synopsis: Changes Coming at IL WC Commission

Editor’s comment: You almost need a scorecard to keep track of all the incoming and outgoing IL WC hearing officers. Please note they all quietly got significant raises this year with guaranteed annual bumps to now be linked to a percentage of the compensation of Illinois’ very well-paid judiciary. If you look online, I don’t believe there are any WC hearing officers in any other state of the U.S. that get paid anything close to our IL WC team.

Judicial Appointment/New Commissioner

 

Former IL WC Arbitrator Carolyn Doherty has been appointed by Governor JB Pritzker to fill the unexpired term appointment of former Commissioner Barbara Flores.  Flores was appointed as an Associate Judge of the Circuit Court of Cook County effective October 3, 2021.  

 

Ms. Doherty will assume this new position, of Commissioner, effective October 4, 2021.  Commissioner Doherty will serve as the Public Member on Panel C.

Arbitration Assignments

Roma Parikh Dalal will take over the Zone 4 Call previously assigned to former Arbitrator (now Commissioner) Carolyn Doherty, effective October 4, 2021.

Please take notice that effective November 1, 2021, the following Arbitrators will take over the following Monthly Status Calls:

  • Kurt Carlson will take over the Zone 3 Call previously assigned to former Arbitrator Melinda Rowe-Sullivan.

  • Nina Mariano will take over the Cook County Call previously assigned to Arbitrator Kurt Carlson.

  • Ana Vasquez will take over the Cook County Call previously assigned to former Arbitrator (now Commissioner) Christopher Harris. (TBA 1).

  • Antara Nath Rivera will take over the Cook County Call previously assigned to former Arbitrator Douglas Steffenson.

We appreciate your thoughts and comments. Please post them on our award-winning blog.

9-9-2021; IL WC Appellate Court Stunner--Voc Rehab Needs "Assessments" and Voc Rehab Now Includes Job Placement Services; IN WC Board Update by Kevin Boyle and more

Synopsis: IL WC Appellate Court Stunner—VocRehab in IL To Include/Require Provision of Vocational “Assessments” and Job Placement Services.

 

Editor’s comment: Once I think this work comp defense stuff is easy, I read decisions such as this. Please remember there are many rules and requirements in IL WC that don’t have a penalty if you don’t follow the rules. But if the Commission and Courts are going to require it, the legal and claims industry is going to have to follow. As another preliminary thought, please also note this claim is 18 years old and still not done!!!

 

In their ruling in CDW Corp v. IWCC, our IL Appellate Court noted

 

  • The Illinois Workers' Compensation Commission found Claimant's work-related injury precluded her from returning to her usual and customary employment

  • This meant section 9110.10(a) of the Commission's rules “required” a vocational rehabilitation assessment. [the reason the word ‘required’ is in quotes is the uncertainty with who might be required].

 

Therefore the IL Appellate Court, WC Division

 

  • Reversed the circuit court's reversal

  • Of the IWCC's reversal

  • Of the Arbitrator's permanent total disability award and

  • The IL Appellate Court reinstated the Commission's denial of permanent total disability benefits and its award of $376.66 per week for 300 weeks.

 

Yes, if you aren’t sure that is a lot of “reversing.” No one can predict what remand might mean.

 

The  dispute in CDW Corp. is whether Claimant Hajrullahu, who injured her back at work, is entitled to permanent total disability benefits on an “odd-lot” theory or, alternately, whether she is entitled to vocational rehabilitation. Arbitrator Dollison awarded her $376.66 per week in permanent total disability benefits for life on an odd-lot theory (among other forms of compensation).

 

On review, the Illinois Workers' Compensation Commission vacated this arbitration award of odd-lot benefits and instead awarded the claimant $376.66 per week for 300 weeks, representing a 60% loss of the person as a whole. Effectively, the IL WC Commission substituted a loss-of-person award for the permanent total disability benefits. The reason for the switch was the Commission found although Claimant's back injury "precluded her from returning to her usual and customary occupation," the injury "[did] not result in an impairment of her earning capacity."

 

Claimant appealed to the circuit court of Lake County. In the circuit court's view, the Commission's finding of no impairment of earning capacity was against the manifest weight of the evidence. Therefore, the court reversed the Commission's refusal to award the claimant odd-lot permanent total disability benefits. Please note my view impairment of earning capacity, by and of itself, does not support a total and permanent disability award. Please also note the term “odd-lot” in relation to anything in IL WC is not contained in the IL WC Act or Rules—it is a judicial creation that is whatever our Commission and Court’s want it to be.

 

The employer, CDW Corporation perfected an appellate challenge to the circuit court's reversal of the Commission's decision. The Appellate panel disagreed with the circuit court ruling the Commission's decision was against the manifest weight of the evidence. However, the claim isn’t over as the Appellate Court panel remanded the case back to the Commission for a vocational rehabilitation assessment.

 

Claimant is a native of Kosovo which is somewhere in southern Europe. She graduated from high school there. In 1983, she began taking college courses on preschool education. In 1984, however, because of the birth of her son, she had to drop out of college. Consequently, she took only five college courses. From 1981 to 1999, the claimant located a job and worked in Kosovo as a payroll clerk, writing down employees' hours and wages.

 

In 1999, the claimant immigrated to the United States as a war refugee. Upon arrival, she took a three-month course on English as a second language, as her native language is Albanian. A humanitarian organization helped her obtain a job with CDW. It would appear clear to me she knew she needed to locate work and was successful in obtaining work in at least two settings. On December 6, 1999, the claimant commenced work with CDW as a picker/packer. Her duties were to pick computer components off the shelves of a warehouse, scan them, pack them into boxes, place the boxes on a conveyor, and at the end of her shift, clean up her work area. From that description, I am going to assume she could read and respond to English writing.

 

On May 28, 2003, the claimant was pulling merchandise off a shelf when she claimed her back gave out. Welcome to Illinois, no real “accident” or safety failure appears to be involved.

 

The employer's section 12 examiner Dr. Edward Goldberg opined, the workplace incident of May 28, 2003 aggravated her lumbar spondylosis and her left-leg radicular pain. He restricted her from lifting more than 10 pounds. It appears she could not be a picker/packer for CDW anymore because boxes in that job weighed as much as 70 pounds.

 

About three years later, on November 6, 2006, CDW fired Claimant because she no longer could do the work, even with accommodation. Please note IL WC law does not require employers to keep injured workers on the payroll but you then have to deal with what that might later mean.

 

In year 2012, about six years after termination and nine years into this “never-ending” claim, Claimant underwent lumbar fusion of L4 to S1. Only in Illinois, the causal relation between this surgery and the workplace injury is undisputed. After the surgery, her treater provided a permanent lifting limit of 10 pounds.

 

The IME chosen by CDW, Dr. Goldberg opined lumbar surgery was reasonable and necessary and agreed with the 10-pound limit, although he recommended a functional capacity evaluation. With respect to Dr. Goldberg, it is my opinion FCE’s or functional capacity evaluations are not scientific, do not comprise “treatment” and never, ever help an IL WC claim.

 

About two years after surgery, on June 23, 2014, the FCE or functional capacity evaluation concluded Claimant was at the sedentary to light physical demand level. Specifically, the report mystically determined she could lift up to 14.8 pounds and that she could carry 17 pounds. In my view, the cost of the FCE was completely wasted and worthless because the lifting difference between the treater, IME doc and available work is miniscule. Send a reply if you want further thoughts.

 

On March 19, 2015, Claimant's vocational rehabilitation counselor opined no stable labor market existed for Claimant. He based, what I feel is a strained opinion, his expert opinion on Claimant's medical restriction to sedentary labor (not lifting more than 10 pounds), is allegedly sparse “vocational skills”, her education level, supposedly poor English, and limited computer skills.

 

Twelve years into the claim, her professional vocational counselor noted she would need help from a professional vocational counselor. From my perspective, that is borderline humorous and highlights how silly “professional” vocational counselors in this State can be.

 

The second voc counselor in the claim identified 14 job titles Claimant could fill: counter clerk, front desk clerk, grocery clerk, motel clerk, reservation clerk, shipping order clerk, production assembly, customer service clerk, administrative clerk, receptionist clerk, accounting clerk, appointment clerk, billing clerk, and car rental clerk. This counselor noted Claimant had transferable skills and positive factors for reemployment, including her high school education, her computer skills ( i.e., her professed ability to use Skype, Facebook, and e-mail), her solid work history, and her restriction to a sedentary or light physical demand level.

   

Based on all of the above and as I outline above, the Arbitrator awarded a T&P. The IWCC reversed and gave her 60% LOU body as a whole.

 

The Commission's reason for vacating the award of permanent total disability benefits and substituting a loss-of-person award was “the injury precluded [Claimant] from returning to her usual and customary occupation," the injury "[did] not result in an impairment of her earning capacity." The Commission was convinced by the second voc counselor’s "positive factors." The Commission gave greater weight to her opinions as Claimant] had transferable skills affording her access to a stable labor market."

 

The Appellate Court noted notwithstanding a disagreement on whether a stable labor market existed for the claimant, both voc counselors were in agreement on one thing: the claimant might benefit from vocational rehabilitation. Again, I consider that evidence to be unusual and amusing. I feel we are in a sad state of affairs to have vocational counselors testify vocational counseling would benefit someone looking for work. On January 15, 2014, Claimant, through her attorney, made a demand on CDW for vocational rehabilitation.

 

The majority Appellate opinion cited Section 9110.10(a) of the IL WC Commission's rules which provides as follows:

 

"(a) An employer's vocational rehabilitation counselor, in consultation with the injured employee and, if represented, with his or her representative, shall prepare a written assessment of the course of medical care and, if appropriate, vocational rehabilitation required to return the injured worker to employment. The vocational rehabilitation assessment is required when it can be reasonably determined that the injured worker will, as a result of the injury, be unable to resume the regular duties in which he or she was engaged at the time of injury." 50 Ill. Adm. Code 9110.10(a) (2016).

 

The Commission found Claimant's injury "precluded her from returning to her usual and customary occupation." In my view, a picker/packer isn’t an “occupation.”

 

The IL Appellate Court, WC Division, carefully noting two different vocational counselors testified in the matter, sent the matter back to the IWCC to get vocational counseling in the claim. With respect to the members of the Court, it appears vocational counseling was provided by both CRC’s or certified vocational counselors. For whatever reason, the members of the Appellate Court remanded the case to the Commission for a vocational rehabilitation assessment for reasons unclear to me.

 

Notwithstanding their disagreement on whether a stable labor market existed for Claimant, the two voc counselors/CRC’s were in agreement on one thing: the claimant could benefit from vocational rehabilitation. In her testimony, the second CRC admitted Claimant "[p]otentially" would benefit from job placement services—which were one form of vocational rehabilitation. The IL WC Act in Section (a) (provides "[v]ocational rehabilitation may include, but is not limited to, counseling for job searches" and "supervising a job search program").

 

The Appellate Court opinion notes on January 15, 2014, Claimant, through her attorney, made a demand on the employer for vocational rehabilitation. In the request for hearing, dated December 13, 2016, the parties identified vocational rehabilitation as an issue, and at the beginning of the arbitration hearing, Arbitrator Dollison acknowledged vocational rehabilitation was one of "the issues before us." In his decision, the arbitrator noted the claimant's demand for rehabilitation services and continued, "[The employer] offered no such services[,] without explanation. [The employer] did not provide [the claimant] with the vocational rehabilitation services she sought.

 

The Appellate ruling confirmed the IL WC Commission found Claimant's injury "precluded her from returning to her usual and customary occupation." Under section 9110.10(a), "[t]he vocational rehabilitation assessment is required when it can be reasonably determined that the injured worker will, as a result of the injury, be unable to resume the regular duties in which he or she was engaged at the time of injury." The Commission so determined. In section 9110.10(a), the only condition for a vocational rehabilitation assessment is that the work-related injury rendered the claimant unable to resume her regular duties. The Commission explicitly found that condition to exist. Therefore, a vocational rehabilitation assessment, which the court felt was never done in this case, is "required."

 

In my respectful view, it is hard to understand and mildly baffling that not one but two voc rehab counselors testified at the arbitration hearing to their vocational rehab “assessment” of the claim and their testimony doesn’t complete the requirements of the Rule cited. But the Appellate Court found that it did not.

 

So What Does This Ruling Mean to Your IL WC Claims?

 

Please note our main Appellate Court WC body indicates a voc assessment is “required.” They don’t advise who is “required” and/or what to do if Claimant or Respondent doesn’t obtain the voc assessment or refuses to participate or misses meetings. As I outline above, there is no particular penalty or sanction applied if an claims adjuster/attorney on either side knowingly or unknowingly fails to get a voc assessment. It does appear our IL WC hearing officers are going to order voc assessments and might threaten penalties/fees if their orders to get an assessment aren’t followed.

 

Therefore, it would appear to me the IL WC claims industry is going to have to follow this ruling. We suggest CRC’s/voc counselors across the State start to name their initial and continuing reports “assessments.” When and if Claimant’s have to change or/are changing jobs due to injury, we recommend job placement services be offered—this is a no-brainer.

 

Please also note if you have injured workers that don’t have solid English skills, get them into a English class! Ditto for computer skills. I am in the process of writing KCB&A’s book on job placement counseling and placement advice for your injured workers and will make it available to my readers shortly. Please also consider utilizing the WC defense skills of KCB&A, as we fight not to have claims sit like this one and go on for decades.

 

We appreciate your thoughts and comments. Please post them on our award-winning blog.

 

Synopsis: Indiana Worker’s Compensation Board Portal UPDATE: Electronic Appearances Only. This is a “Must Read.” Comment by Kevin Boyle of Keefe Campbell Biery & Associates, LLC.

 

Editor’s comment: I am happy to report that the IWCB continues its move to update electronic filings. As you know, the IWCB’s EDI system is now greatly improved with updates to streamline and speed up form filings. As part of that switch, the IWCB has created a new Attorney portal as well.

The IWCB will no longer accept paper submissions of Appearances after the end of August 2021. This will save everybody time and money. No more mailing in Appearances and getting filed stamped copies back. It’s finally on-line filing!

Also, in case you didn’t know: paper submissions of SF 36097 (Notice of WC and Occupational Diseases Coverage) will no longer be accepted by the IWCB.

We appreciate your thoughts and comments. Please post them on our award-winning blog. To email Kevin Boyle for great defense advice on IN or IL WC claims, use kboyle@keefe-law.com.

 

 

Synopsis: AS WE HEAD INTO SEPTEMBER 2021 STILL IN A PANDEMIC IN IL—WC BENEFIT RATES RISE AGAIN—SHAWN BIERY’S UPDATED IL WC RATE SHEETS AVAILABLE SOON FOR ILLINOIS WC RATE INCREASE!!! 

 

Editor’s comment: Illinois WC Rates Have Updated Again So Please Be Aware Of The New Rates or Your Claims Handling Will Suffer and Penalties May Ensue. Please also note that the IL State Min Wage is now $11 per hour and with the already mandated increases over the next few years wages are sure to go up to $15/hr in 2025, we will see the IL WC rates increase for sure.

 

Email Marissa at mpatel@keefe-law.com to Get a Free and Complimentary Email or Hard Copy of Shawn R. Biery’s Updated IL WC Rate-Sheet! You can also send any questions to Shawn at sbiery@keefe-law.com

 

We note that the recent legislation to increase the statewide minimum wage eventually to $15/hr will lead to the continued rate increase in every cycle, so continue to watch the growth of IL WC rates. As we have mentioned in the past, since the 1980’s, the IL WC Act provides a formula which effectively insures no matter how poor the IL economy is doing, WC rates continue to climb.

 

Please also note rising minimum wages will strip value from Illinois’ expensive wage loss differential claims. We feel reserves and settlements need to reflect the legislative boost to anyone who has any job. If you aren’t sure how this works, send a question to Shawn.

 

We caution our readers to pay attention to the fact the IL WC statutory maximum PPD rate is $914.85.  

 

The current TTD weekly maximum has risen to $1,693.76. An IL worker has to make over $2,540.64 per week or $132,113.28 per year to hit the new IL WC maximum TTD rate.

 

For WC Death Benefits: The new IL WC minimum has sped past the $825k floor for surviving widows/widowers. That amount is now 25 years of compensation or $635.16 per week x 52 weeks in a year x 25 years or $825,708! The new maximum IL WC death benefit is now over $2 million at the max $1,693.76 times 52 weeks times 25 years or a lofty $2,201,888.00 plus burial benefits of $8K. IL WC death benefits also come with annual COLA increases which we feel can potentially make Illinois the highest in the U.S. for WC death claims.

 

The best way to make sense of all of this is to get Shawn Biery’s colorful, updated and easy-to-understand IL WC Rate Sheet.  If you want just one or a dozen or more, simply send a reply to Marissa at mpatel@keefe-law.com  AND you can also send any questions to Shawn at sbiery@keefe-law.com They will get a copy routed to you once we get laminated copies back from the printer—hopefully before they raise the rates again! Please confirm your MAILING ADDRESS to Marissa if you would like laminated copies sent to your home or office!

 

We appreciate your thoughts and comments. Please post them on our award-winning blog.