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Archive for September, 2009

Do fingers and toes count as “members” under the Illinois WC Act for the purposes of application of the statutory minimum rate for amputations?

September 28th, 2009 Arik Hetue No comments

Editor’s comment: We here at KCA have heard through the grapevine a veteran defense firm in Illinois has advised a mutual client of ours the minimum amputation rate applies only to arms and legs. We would like to confirm for all our readers that it does apply to any scheduled amputation, not just arms and legs.

Let’s take a look at the crux of the issue here. As any veteran Illinois claim handler knows or should know, when an injured worker suffers an amputation of a “member”, according to Section 8(b) 4.1 of the Act, they are entitled to immediate compensation at a minimum rate of 50% of the statewide average weekly wage. Currently, this is $461.78. Please be aware, this rate applies to amputations even if an injured worker earns less than this amount – if you have a part time worker who earns only $250.00 per week as their average weekly wage, they are entitled to $461.78 for industrial amputations.

Last week we were surprised to learn this defense firm suggested to a TPA the amputation rate only applies in situations where an injured worker has lost an arm or a leg, because the Illinois Act uses the words “amputation of a member … under paragraph (e) of this Section” when describing when the minimum rate kicks in. This is not totally out of left field, as according to Webster’s Dictionary a “member” is a body part or organ, such as a limb.

We must point out however, this attempt at legal contortion is abruptly cut short by further language of the Illinois Act itself. As stated above, Section 8(b)4.1 specifically states the amputation rate apples to any member under 8(e). Section 8(e) of the act is the categorical disability schedule for all body parts covered under the act. The first paragraph of that section specifically states in relevant part:

The following listed amounts apply to either the loss of or the permanent and complete loss of use of the member specified, such compensation for the length of time as follows (emphasis added).

Immediately following that sentence, Section 8(e) goes on to list every body part in the schedule including fingers, toes and other organs and the amount of weeks such “members” are assigned.

Further evidencing this interpretation is Lester v. Industrial Com’n, 256 Ill.App.3d 520, 628 N.E.2d 191 (1st Dist. 1993), a decision where the severed body parts were fingers, in which the unanimous members of the Appellate Court state in relevant part:

…we find that the legislature intended that individuals who receive amputations should be immediately compensated when no dispute exists as to whether the injury arose out of and in the course of employment.

While this case dealt with a separate provision of the Act which requires employers to pay such amputation compensation immediately upon confirmation there is no dispute to that amount, rather than waiting for settlement or trial to confirm the total amount owed, it nonetheless confirms that fingers count as members for purposes of the Act. With respect to the members of the other defense firm, it is our reasoned legal opinion the minimum weekly amputation rate applies in all amputations whether it is a limb, organ, finger or toe.

This article was researched and written by Arik D. Hetue, J.D. If you have thoughts and comments, please send a reply to ahetue@keefe-law.com, or post them later today on the blog at www.keefe-law.com/blog.

Categories: Workers Compensation Tags:

Can you test employees for legal prescription drug use?

September 28th, 2009 Eugene Keefe No comments

Editor’s comment: While looking up other things, we note there is a Tennessee employer battling two separate lawsuits in which their employees claim they were forced to undergo what they assert were unlawful drug tests that checked for various prescription medicines such as painkillers. The suits claim the employer Dura Automotive Systems Inc. had no valid reason to order the tests and took adverse action against employees who tested positive for legally prescribed drugs, including actually firing some who refused to stop taking the medications or couldn’t work without them.

The worst thing that happened is the employer was sued by the Equal Employment Opportunity Commission in federal court in the Middle District of Tennessee. The suit alleges the drug tests, initiated in 2007, were unlawful medical inquiries and were proscribed by the Americans with Disabilities Act. The EEOC contends Dura Automotive

  • Screened out persons with disabilities,
  • Failed to keep confidential the information obtained from drug testing and
  • Took unlawful actions against at least thirty employees who tested positive for legally prescribed medications.

The second lawsuit is a private class action filed last year in the same court. It has been stayed pending review of certain legal issues by the U.S. Court of Appeals for the 6th Circuit. The suit was filed on behalf of seven employees, including one woman who suffered from chronic back pain, depression and bipolar disorder and was allegedly fired two months after drug tests revealed she tested positive for “certain chemicals.” According to court documents, the woman was never cited for any attendance or safety violations while taking prescribed medications. The woman alleged after she took the drug test, a nurse singled her out in front of other employees, announcing she had just tested positive for ingesting legal prescriptions.

Most observers feel this is a controversy of first impression in the human resources field. There has never been a case involving legal prescription drug testing in the workplace: It highlights the fact any drug testing must proceed under the requirements and duties of both sides under the ADA. We feel you may be able to test as this employer did but there must be a good and thoroughly documented reason for drug testing employees who are not taking illegal drugs but prescription drugs required by their physicians.

It may be similarly important to make sure you do the drug testing properly and fairly. Don’t single anyone out for such testing and keep the results within your HIPAA circle. If you are unfamiliar with what a HIPAA circle is, send a reply.

The key to justifying such testing are health and safety concerns for the worker and their co-workers. You can always document you need to keep employees safe and prevent workplace accidents and injuries. We feel U.S. employers can always test for any drugs, durable medical equipment or anything else of a medical nature used in the work place, if safety is deemed an issue. We don’t feel it makes any difference if the drug is legal or not, prescription or nonprescription. If a drug has an adverse affect on an employee’s mind, memory or motor skills, especially when it is being taken in combination with other drugs, an employer has a right to know and a duty to investigate.

Wage loss claims are certain to force educated Illinois employers to start hiring on a half-time basis whenever and wherever possible.

September 28th, 2009 Eugene Keefe No comments

Editor’s comment: The numbers don’t lie and in fact, we think they are sending a compelling message. We hope this staggering benefit can be reformed at some future time by our legislature but for now, we urge all of our readers to wake up and smell the coffee. We understand there is a cost to hiring lots of part-timers but you have to balance that cost with spiraling workers’ comp exposures. We assure you United Parcel Service® and Wal-Mart® are doing it for a number of defined reasons—one of them is workers’ compensation costs.

As we advised our readers two weeks ago, Illinois wage loss differential claim exposures are sky-rocketing. The maximum weekly benefit for wage loss now caps at $932.25 per week. This means a wage loss claimant can be awarded as much as $48,477.00 per year for life. For a 35-year-old construction worker or truck driver with a 41-year life expectancy, they can work at the post-injury lower-paying job and also receive full undiscounted tax-free benefits of $1,987,557.00. They have to live the 41 years to receive all that cash but lots of folks are now living until at least their normal life expectancies.

We are very confident Illinois business and industry aren’t seeing such immense exposures quite yet but they are coming to a claim or pile of new claims near you. Due to the recession, claims from the construction industry have slowed along with some slowing in the trucking industry. Also, we are presently getting rid of claims filed in years past. But the new wage loss claims are coming with a wildly high sticker price. Underwriters across the country who are looking at Illinois losses have to be pulling their hair out to see such largesse.

For the mayors and city managers who read this Update, your sworn police officers and firefighters aren’t eligible for such benefits due to the duty disability pensions they receive under the Pension Act. However, the math below directly impacts all other city, county, township and state workers.

Please also note in the Cassens Transport ruling, the Illinois Appellate Court made it very clear: it is technically impossible to reduce a wage loss ruling once set unless the permanent restrictions come off claimant’s medical chart. The injured worker’s income can later double, triple or exponentially increase above the amount they made when the award was entered–the Commission and reviewing courts won’t listen to such evidence and lower the award. We consider this another way to demonstrate what a complete rip-off the 2005 Amendments to the Workers’ Comp Act were—they told everyone Illinois business had up to 60 months to get such an award changed; they didn’t tell everybody it would be technically impossible to ever lower an award.

The other defining feature of Illinois wage loss claims, assuming a compensable accidental occurrence and the “golden diagnosis” of permanent restrictions, is they are just about impossible to defend. To get an injured worker off your dime for life, you have to do one of two things.

  1. Accommodate them and bring them back into your workforce at the same or similar rate of pay.
  2. Pay thousands of dollars to “vocationally rehabilitate” them into a similar paying job elsewhere.

Trust us, savvy Petitioners in the state know how to jockey and manipulate the voc counseling concept. We continue to seek out excellent counselors who understand the system and can aggressively document available work. We are vetting one provider right now and will keep our readers posted on progress.

Here is the math. Example A:

  • Carpenter/Registered Nurse/City truck driver makes $30 per hour for 40 hours a week.
  • Weekly pay $1,200 per week.
  • He/she falls and dislocates ankle.
  • Doctors provide “golden diagnosis” of permanent restrictions: no ladders, no walking on uneven surfaces, effectively no construction work ever again.
  • Injured worker returns to clerical/admin/cooking job at $10 per hour.
  • Weekly pay after injury $400 per week.

Gross wage loss is $1,200 (wages prior to injury) less $400 (wages after injury due to restrictions) = $800.

You now have to pay claimant 2/3 of the gross wage loss or $533.33 for life. Annually, that is $27,733.16 on a tax-free basis.

The full undiscounted cost for a 30 year old male with a 46 year life expectancy is $1,275,725.30. Not kidding. Please note that is $1.275 Million for a broken ankle!  We assure you this is possible and may be happening in Illinois claims right now.

Today’s prime is about 3.22% based on Wall Street Journal rates. Discounting 46 years of benefits at 4% gives a present value of $579,198.66.

Compare to Example B:

  • Carpenter/Registered Nurse/City truck driver makes $30 per hour for 20 hours a week—part time work
  • Weekly pay at half-time $600 per week.
  • He/she falls and dislocates ankle.
  • Doctors provide “golden diagnosis” permanent restrictions, no ladders, no walking on uneven surfaces, effectively no construction work ever again.
  • Returns to clerical/admin/cooking job at $10 per hour.
  • Weekly pay after injury $400 per week.

Gross wage loss is $600 (wages prior to injury) less $400 (wages after injury due to restrictions) = $200. You now have to pay claimant 2/3 of the gross weekly wage loss or $133.33 for life. Annually, that is $6,933.33.

The full undiscounted cost for a 30 year old male with a 46 year life expectancy is $318,933.32. Please note that is $318K for a broken ankle but it is a lot lower than $1.275M. The savings over a full time worker with an identical injury is $957K.

Today’s prime is about 3.22% based on Wall Street Journal. Discounting 46 years of benefits at 4% is $144,800.50. The savings over a full time worker with an identical injury is about $435K.

In our view, the math is irrefutable. You are dramatically better off having such workers work half-time so they are forced to seek full time replacement jobs at a major savings on WC exposure. The only reason it hasn’t hit harder is no one knows what we know in the trenches. The higher values are just starting to hit the Illinois WC industry with shocking effect. If we insured non-union construction companies, no one would work full-time in the field. And if we ran a union construction company, we would be fighting for part-time work rules. And trust us; no one is going to change the law in Illinois any time soon.

Illinois, a state in total WC chaos.

September 21st, 2009 Eugene Keefe No comments

Editor’s comment: We have heard from a number of readers on both sides of the article we wrote last week about the state of our hapless State.

One reader pointed out the Governor has now sporadically ordered some but not all state employees to take 12 furlough days in 11 months. The Gov apparently wasn’t strong enough to take on Illinois’ unions that dodged the furlough bullet. This means workers who are not in a union are again being penalized for it and also not getting raises again. They are all upset and feel either all state employees have to take furlough days or none should. Along with some of the Arbitrators, most state workers feel the furloughs are wholly for public relations effect and are not going to make one bit of difference in this budget mess. They are certain the money will be deflected someplace else and again they are being unfairly penalized

On top of that, many state employees who are entitled to workers’ compensation benefits, particularly medical bills, are not being paid in a timely fashion due to the budget shortfall. We then get to watch the Illinois Workers’ Compensation Commission awarding millions in penalties and attorney’s fees against other state agencies for not paying their bills in a timely fashion!! We are told this new and rapidly spiraling issue is going to again place an extraordinary multi-million dollar burden on Illinois taxpayers. It is a new dirty secret among state administrators who don’t want the public to know.

On top of this sad news, we saw a recent article from one Illinois lobbying group talking about how we need to reform the Illinois Workers’ Compensation Act to require work to be the “primary cause” of a condition causing the need for WC benefits, like carpal tunnel syndrome. We assure all of our readers this restriction was enacted a couple of years ago in Missouri and they have noted dramatic savings from it.

The problem in Illinois returns the focus to the Arbitrators and Commissioners. We have difficulty believing such legislation would be aggressively enforced in our state. We caution all lobbying groups about reform and again quote the President of the Illinois State Chamber of Commerce, Doug Whitley—“sometimes you don’t have to change the thinking, you have to change the thinkers.” We feel reform would be instantaneous, once you allow the sensible and/or conservative thinkers at the arbitration level to believe they won’t be run out of town on a rail for being demonstrably moderate or middle-of-the-road. It would also help to have maybe one of the three Commission panels be similarly moderate and reasonable and not have all three panels dominated by the interests of Illinois labor.

As the primary elections approach next spring, and we assure our readers they will be upon us sooner rather than later, the lead lobbying group for workers’ compensation reform is the Illinois State Chamber. Please consider joining them in the fight to bring the Illinois workers’ compensation system back into the middle of the U.S. marketplace so Illinois is again a business-friendly environment. For information, go to their website at http://www.ilchamber.org/

Categories: Illinois Tags: ,

WC Fraud does not have to be a “cost of doing business” even in Disneyland®!

September 21st, 2009 Eugene Keefe No comments

Comment: Smart cards, particularly Smart cards that use biometric identification can be a cost-effective and easily implemented solution to the WC fraud problem of charlatans billing for medical care that wasn’t provided. Smart cards are also being used in the rapidly developing arena of identity management. Identity management’s goal is to universally and uniquely identify an individual. It becomes most important when one is identifying an individual within a system as a means to control their access to resources or establishing their rights or limitations within the system. Such is the case with employers, injured workers and medical providers in the WC system.

The incidence of people stealing someone’s identity to access either public or private health coverage is growing across the country. Apart from the financial cost to the system, once someone has obtained services using someone else’s identity, future medical care can be compromised. If the thief had a medical condition, such as diabetes, which was identified during care for an accidental injury, the actual person’s records would forever indicate that diagnosis of diabetes. This may deleteriously affect future care, leading to a potential disaster for an innocent worker who wouldn’t know of the diagnosis. What if the test results or physical findings are those of someone else, but doctors rush to rely on them when you have a medical emergency?

Given the increasing prevalence of identity theft in the medical area, what can Americans do to protect their information? Well, the most obvious ways to protect ourselves would be to take better care of insurance cards and shred/destroy all medical data before disposing of health-related records. We can also check credit reports frequently to ensure that no collections activity has been taken against us by medical clinics, etc. Please remember many injured workers hire lawyers when they are the subject of collection actions, leading to unnecessary WC litigation.

Beyond these obvious courses of action, however, it is a bit unclear what can be done to stop medical identity theft, since most of us are not even privy to our health records, which are often scattered all over a number of healthcare facilities. Given the fact that many of these records are not even stored in a centralized database to date, it seems highly unlikely that we are going to be able to start monitoring our health records in the near future. Privacy experts need to start grappling with these issues now before they can become a more significant problem down the road.

Current efforts to combat this medical identity theft are limited. Oftentimes, medical providers ask for a photo-id to further verify identity. However, these methods are unquestionably inadequate. A biometric identity card ensures the person presenting for services is who they say they are. It also better guarantees the sanctity of the related medical chart.

In the WC environment, employers and insurers often use a fairly consistent panel of medical providers. As such, a biometric identity system can be very effective in ensuring only authorized persons seek and receive care. Similarly, positive identity authentication makes it more difficult for providers to claim services were rendered when they were not.

The SHAPE Card® from Secure Services Corporation provides biometric identity authentication that is affordable and easily implemented. This is especially true in situations where a “panel” of providers is typically used. Added investigation would then be required only for new or non-participating medical providers.

This article was written, in part, by Pamela D. Mitroff, MBA, the Director of Public Relations and Communications for Secure Services Corporation (SSC) in Downers Grove, IL. SSC is a leader in identity management solutions, including a line of healthcare technology solutions built around their SHAPE™ environment. Their product line includes the SHAPE Card™, identity management through a biometric match-on-card, providing secure identification and authentication as well as the recently launched direct-to-consumer personal health record. More information is available at www.secureservicescorp.com. You may contact Ms. Mitrolff via email to pmitroff@secureservicescorp.com.

Beware the “Garbage-in, Garbage-out” independent medical exam!!

September 21st, 2009 Eugene Keefe No comments

Editor’s comment: As insurance carriers and TPA’s struggle to control costs for their accounts, they are pushing the responsibility to set and handle independent medical exams to their adjusters. We also note busy adjusters are doing less and less accident investigation. In major claims with six-figure exposure, it is almost negligent not to get

  • Web-cam interviews or, at a minimum, handwritten statements from claimants;
  • Web-cam interviews or handwritten statements from witnesses and supervisors;
  • Security camera videotape or DVD’s where available;
  • Documentation of any nature that confirms or contradicts the claim of accidental injury; and
  • Matching medical histories.

The initial goal of all such investigation is authentication. If red flags arise, you then should ramp up the investigation to get all the defense evidence possible.

We feel there is a natural reluctance in the industry to use defense counsels at most stages of working cases up for hearing. We consider that penny-wise and pound-foolish when you see lots of issues come out of the initial analysis and evidence. When you see question after question arise, we feel solid risk managers at least seek a thumb-nail view from your defense team about the weight and trial value of your defense case-in-chief.

When you start to cross from the initial accident investigation to medical-legal issues, it is again important to seek out advice and counsel of solid veteran defense attorneys. Always remember such claims and the dollars to be spent may completely pivot on the IME outcome. In major claims, we recommend claims and risk managers consider having your IME’s guided by veteran Illinois defense lawyers. If you have pending claims with medical-legal issues, we are happy to provide expert guidance to your Illinois claims adjusters to insure you receive authentic and scientifically based outcomes. We do not charge for preliminary advice relating to investigation, setting up defenses and IMEs unless and until we are assigned the file.

What is a “Garbage-in, Garbage-out” IME?

Physicians and surgeons are highly educated professionals. The very best of their profession keep close track of every scientific development and share it with our society. But as scientists, they have limitations. If you ask their professional opinion, they have to rely on the background information provided and can’t speculate. Like a computer, if you put garbage in, you will get garbage back!

We have recently reviewed a number of defense files sent to us with IME opinions finding the conditions were uniformly related to work. In these claims, despite the absence of trauma or precipitating event, we feel an initial assumption was made by the busy adjuster to accept this condition as work related. Once that preliminary assumption was made, the claim was routinely handled so as to make it compensable. A more thorough investigation internally and communication between defense counsel and the claims adjuster may have allowed for the proper denial of ambiguous or questionable claims.

We reviewed a shoulder claim where the IME physician clearly and definitively related the shoulder problem to work. Surgery was felt related. Such a claim has exposure in Illinois from the high five-figures to the low six-figures, assuming there are no permanent restrictions. With permanent restrictions, claim value can reach seven-figures.

The main problem in this claim was how the “defense” (or lack of any defense) to the shoulder claim was established. The independent medical examiner was sent this claimant and advised the patient had shoulder pain “at work.” The examiner was not specifically asked if the pain occurring “at work” was related to or “from” work. As the adjuster didn’t ask the question, the examiner basically didn’t answer it. If you could review the report, we assert the IME was a self-fulfilling prophecy–if you send any Illinois employee to a doctor telling them the patient has “pain at work,” all of the doctors will reply to confirm the pain is related to work. They are even more likely to do so if you then promise to pay the IME doc for surgeries they recommend and later perform.

In the claim in question, we had no idea if the work claimant performed for the employer was “shoulder-intensive” and whether other similarly situated workers commonly reported similar shoulder pain and problems from doing similar tasks. We point out, the vast majority of the time, shoulder pain and problems do not arise from floor-to-waist lifts. Therefore, if the majority of claimant’s job tasks involved minimal lifting or only floor-to-shoulder lifts, many defense IME surgeons may not have related such work to his shoulder problems. In contrast, waist-to-overhead lifting may commonly produce shoulder pain and problems. If claimant routinely lifted significant weight from waist to overhead, the IME physician would probably have related the condition to work. If the worker didn’t perform such lifts, we are fairly confident the IME physician would have not felt the problem was causally connected to work. From our review of the file, we have no idea if the work performed by claimant fit into either category.

In the accident investigation, no effort was made to determine whether claimant had any activities of any kind outside of work that might cause shoulder problems. The employee and his supervisors should have been statementized to see if we could learn anything that might have been helpful. We did not see videotaped or audiotaped statements in the file.

We also noted the IME examiner was not asked to make such inquiries about outside activities. When we set IME’s, we always want the IME doctor to inquire about pertinent activities, in this case related to the shoulder that a claimant participates in outside of work. Sometimes claimants lie to IME doctors but sometimes claimants will tell the truth—either way, it is worth simply and innocently asking.

Based on the information the IME doc was provided, he recorded shoulder pain and recommended surgery to relieve it. Thereafter, it will be virtually impossible to refute the determination by the defense IME doctor that surgery was reasonable and/or necessary. At the Illinois Commission, IME doctors are implicitly viewed as “agent’s of Respondent” when the employer or carrier/TPA selects them and later certifies care recommended by them.

If you are going to spend thousands on an IME, do the homework for the examiner to give them what they need to opine fairly

In defending similar claims in the future, we would not have not have approached the IME in that fashion. To dispute such a claim, it would be critically important to find a physician who specializes in evaluation of shoulder claims. We are happy to make similar recommendations—send us an email about the body part and type of IME evaluator needed. We don’t charge for the recommendation.

As part of the preparation for an IME, we would provide OSHA job descriptions or job videotapes so the IME physician can actually see what specific job tasks might or might not produce shoulder dysfunction. Without such evidence to support his/her opinions, any determination on causal connection would be speculation. But remember, bad speculation doesn’t help the defense side in this liberal state.

From the perspective of the medical examiners who read this article, we suggest you avoid the “Garbage-in, Garbage-out” exam because you may come under scrutiny when the adjuster isn’t happy with your opinion that is based on limited information. Be sure to warn the adjuster or person who sends the examinee to your office that you need evidence sufficient to scientifically confirm or reject causal connection. We appreciate your thoughts and comments.

Introducing the Keefe, Campbell & Associates, LLC Workers Compensation and Employment Law Blog!

September 14th, 2009 Arik Hetue 1 comment

Editor’s comment: We here at KCA have been providing you with our Update for many years. Well, the 21st century has finally caught up with us. We are proud to present you with www.keefe-law.com/blog which currently contains every substantive article written in this update in 2009. We have enabled the comments feature so you will be able to carry on conversations in regard to the issues and topics discussed herein, and it is fully searchable and each entry is tagged for easier browsing.

Now, when you are faced with an issue and you seem to recall reading an insightful article about it somewhere, you can use our search bar to check it out. Odds are, if it deals with Illinois comp, employment or general liability law, we have written about it at some point in the past year or two.

As stated above, currently the archive goes back through January of 2009, however we have plans to archive all issues of the Update, all the way back to the founding of KCA in February 2003.

If you have any questions or comments, please forward them to our resident Blog Administrator, Arik D. Hetue, J. D. who can be reached at ahetue@keefe-law.com.

Categories: Useful Tags:

Economy Packaging redux, research study and thoughts on the broader issues of Immigration as it affects workers’ compensation law.

September 14th, 2009 Eugene Keefe No comments

Editor’s comment: Back in July we wrote an article on Economy Packaging, the recent case where a unanimous Illinois Appellate Court ruled someone who was employed illegally and injured could obtain lifetime total and permanent disability benefits because they couldn’t locate suitable replacement work. Last week we provided an update on that case in regard to a recent Nebraska state law. We had a lot of comments and responses to both articles, and have had some time to reflect on the nature of our immigration system as it relates to workers compensation in general. We take this opportunity to editorialize.

While we continue to believe the court’s ruling in Economy Packaging was something of a travesty, we would like to take a moment and analyze some of the reasoning behind why. Lets face it, in today’s America, just like in our parents’ and our grandparents’ generations, there has been a massive amount of immigration to our great nation. Why? America, leaving aside its partisan political nature, is still the land of opportunity. It is still one of the only places in the world where you can begin anew with only the clothes on your back and make your own way. And there are numerous success stories of immigrant families doing just that.

What is different about today’s America is that the immigration system has become a gigantic federal bureaucracy that moves at a snail’s pace and really cannot process the applications it receives. The system is still paper driven and anecdotal evidence of files misplaced for months at a time if not years are commonplace. Also, evidence indicates it is far easier to move through the system when one is already within the borders of the US than from without. This, among a vast amount of other things, leads to what we colloquially call “illegal immigration.”

We recently saw an article and study on the web about low wage workers. A 2008 study of 4,387 workers in low wage jobs in Chicago, Los Angeles and New York is titled Broken Laws, Unprotected Workers. The academic study revealed widespread violations of basic wage and labor laws. These violations affected all workers, regardless of legal status, race, or gender. The study found numerous violations of minimum wage and overtime laws; workers who log hours without being paid for their time; workers who are denied earned breaks and meal time; charges illegally deducted from worker pay; retaliation by employers for complaints; and denial of workers’ compensation benefits, including encouraging employees to commit fraud.

Stating state workers’ comp systems are not functioning in the low-wage labor market, the report’s executive summary noted of the workers in the sample who experienced a serious injury on the job, only 8 percent filed a workers’ compensation claim. When workers told their employer about the injury, 50 percent experienced an employer reaction including firing the worker, calling immigration authorities or instructing the worker not to file for workers’ compensation. About half of workers injured on the job had to pay their bills out-of-pocket or use their health insurance to cover the expenses. Workers’ compensation insurance paid medical expenses for only 6 percent of the injured workers in their sample.

The report recommends three principles that should drive the development of a new policy agenda to protect the rights of all workers:

  • Strengthen government enforcement of employment and labor laws
  • Update legal standards for the 21st century labor market
  • Establish equal status for immigrants in the workplace

Let us take a step back from that, what does it mean to be illegal or undocumented? Were our forefathers who set foot on this shore illegal? Our states bind together in union, but suppose they did not, would it be illegal for an Illinoisan to travel to Michigan? Essentially it is government sanction that allows legality. But why do we need government sanction? We here at KCA are all for background checking for criminal activity, and for communicable disease screenings, but the driving wedge in politics is jobs. Often you hear cries of illegals stealing American jobs. Here we come to the crux of the issue in relation to workers’ compensation.

We as a society need to redefine how we look at the issue. Illegal aliens or undocumented workers are people. Almost all undocumented workers are “workers”–they are people who want to work. They wouldn’t be working if they didn’t want to, and in fact, many of them wouldn’t come to America if there weren’t jobs available here for them. What does that mean in the bigger picture? It means that in almost all respects, there are employers out there who are looking for help, and there are people willing to work for them. In the vast majority of cases, if there were no legal consequences, and even in some cases with the consequences, employers would not care if the employee was “illegal” or not – if they can do the job and they are a good employee, that is all they are looking for. These people are not stealing jobs, they are doing the jobs that employers cannot get citizens to perform. Is it any wonder when today’s unemployment benefits often pay more than some of these positions do?

From that standpoint, we move into the arena of workers’ compensation. We agree that illegal or undocumented workers should be generally entitled to the protections of the Act, to an extent. If you lose a finger, you lose a finger. And the rapid receipt of certain benefits in exchange for doing away with tort liability is something that everyone can agree is a worthwhile compromise. What the court did in Economy Packaging may have changed the game however. By ordering the employer to pay total and permanent benefits to a person who could easily have obtained work but for their “illegal” status, is not what the system or its originators intended. If these individuals could obtain a job, it would be a moot issue and vocational counseling would have been used as it is in many other every day cases. But until Federal law allows this, the states should not be able to penalize an employer simply because they can’t legally re-employ an injured worker and have to comply with federal law.

The situation gets even more complex when you look at where it is going in the long run. We are creating more and more incentive to eliminate illegal aliens in the workforce. Agree or disagree with the concept, but at present we have jobs out there that are being performed by these hard working folks, and if we continue to crack down on employers, there won’t be anyone to work for them, which means they go out of business, which means fewer and fewer jobs, which means more and more unemployment, and a smaller economy, and so on, ad infinitum. What is the real fix? We need to overhaul the Federal immigration system and make it easier for respectable, hard working individuals to get their visas. Its almost “criminal” to make someone a criminal for wanting to work.

The link for the report we cite is http://nelp.3cdn.net/59719b5a36109ab7d8_5xm6bc9ap.pdf. If you have thoughts and comments, please send a reply or post them later today on the blog at www.keefe-law.com/blog.

Ouch, Illinois’ hard-working Arbitrators and other IWCC staff are being told to take furloughs; some as early as this week.

September 14th, 2009 Eugene Keefe No comments

Editor’s comment: Well, push may be coming to shove at the Illinois state level where budgets appear to be in total chaos. In early August, the news wires across Illinois indicated some offices were asking their staff to start to take at least five of twelve furlough days during this calendar year. The Governor is struggling with a budget gap of $4.3 billion for fiscal 2009 and at least $7.3 billion for fiscal 2010. The Governor said “Illinois is staggering to pay an $11.5 billion deficit and has a mountain of unpaid bills. Illinois’ economy is falling. Unemployment is rising, and our people are hurting. To be direct and honest: our state is facing the greatest crisis of modern times.” In his fiscal 2010 budget, Governor Quinn sought increases in the personal income tax, hikes in the corporate and cigarette taxes. He didn’t get most of it and the Democrats in control of the legislature went back to their time-honored mainstay when budgets go sideways and there is no money to pay the piper—they mortgaged the future by borrowing billions to pay current bills. Some day, we hope U.S. and Illinois voters understand the piper has to be paid. When governments act like credit-card junkies, we as taxpayers then have to pay twice; once to pay back the borrowed money and again to pay the monies needed to pay the cost of borrowing. As the dual cost of government “borrow-spending” doesn’t immediately hit your wallet, the docile electorate usually doesn’t react with outrage, as we should.

This morning we found important news that isn’t on the IWCC’s rapid-fire website just yet. Illinois Arbitrators weren’t asked but have been told to take twelve unpaid days off during the rest of the fiscal year and at least five of those furlough days are to be taken this year. There are a couple of interesting issues caused by this decision. One, as we have told you on numerous occasions, the taxpayers don’t pay their salaries, you do. One hundred per cent of their salaries are paid by Illinois business—the monies do not come from the Illinois general revenue fund. No one knows if the Governor has the power under our law to grab the savings and put the money into a different drawer.

Second, Arbitrators are salaried—they aren’t paid on an hourly basis. As such, the furloughs are not so much “unpaid days” as they are clearly a pay cut. We want everyone to understand we feel Illinois arbitrators are already treated less than happily by this litigation system. They are in the eye of the workers’ compensation hurricane that is the Illinois benefit adjudication system for injured workers and their employers. They are not provided court clerks or county bailiffs, as circuit court judges are. Arbitrators have to

  • Show up on time all across the state;
  • Dress and behave professionally;
  • Attend legislatively mandated training;
  • Listen to loads of whining and abuse by attorneys on both sides;
  • Deal with difficult and sometimes dangerous claimants;
  • Handle complaints, comments and inquiries from businesspeople, politicians and insurance adjusters;
  • Conduct hearings and rule publicly in a setting where they are constantly scrutinized.

Illinois arbitrators are regularly challenged by complex factual and legal issues and the best of them perform solid research and writing when they draft their required and detailed rulings. The Illinois arbitration staff receives about 2/3 of the compensation of a circuit court judge with less than half the respect. As Commission observers, we consider it egregious to see them being asked to take a hefty pay cut.

The other problem is there is certain to be a challenge to the furloughs in the state or federal courts. This is going to be expensive and prolonged litigation that isn’t going to be a happy outcome for anyone. It is our hope this issue is quietly and amicably resolved in the best interests of a state that is struggling with this difficult economy.

All of this is going to place even more pressure on the defense industry to drive claims to closure. We are confident the top arbitrators are still going to do the solid job they do of getting tough cases tried and simple cases closed via approved settlements or dismissals. They just aren’t going to have as many days in the month to do it. We will continue to feel the best litigated claims are the claims that close rapidly and hope the sporadic arbitration schedule isn’t going to change that approach too much.

We appreciate your thoughts and comments.

Two passing’s of note to the Illinois WC community.

September 8th, 2009 Eugene Keefe No comments

Editor’s comment: First, on September 3, 2009, your editor lost his beloved sister, Mary B. (Keefe) Allen after a battle with cancer. She was a loving wife to her husband, Jim and four wonderful kids. She was active in her local church, Glenbrook North H.S. and the larger community. She will be greatly missed. We appreciate the many thoughts and condolences from all side of the larger legal and workers’ compensation industry. The Glenbrook North Booster Club will honor Mary’s memory and help the Allen family with the considerable financial burden associated with Mary’s illness, hospitalization, surgeries and home care, as well as ongoing family expenses. To this end, they are coordinating an effort to raise money for the Allen family at the next home Football game this Friday, September 11th when GBN faces New Trier. Collection containers will be at the front gate and at the concession stand. In addition, volunteers will be walking the stands with collection baskets throughout the game. As Mary and Jim would say, “Come for the food, stay for the game.”

The Allen Family Fund is at Northbrook Bank–all money raised will be donated to the fund set up for the Allen family at the Northbrook Bank & Trust at Waukegan and Shermer in Northbrook, IL. Individual donations may be made to this account at any time. The bank personnel are aware of this account and no account number is necessary to make a donation.

Second, we sadly announce the passing of E. Richard Blonsky, M.D., age 74, of Glencoe, a respected physician who practiced neurology and pain medicine for over 40 years at Northwestern Memorial Hospital and the Pain and Rehabilitation Clinic of Chicago. He will be missed by his treasured friends and extended family. Dr. Blonsky was a regular in the Illinois workers’ compensation community and a fair and impartial physician whose name was cited in numerous workers’ comp rulings. Contributions may be made to the Michael Rolfe Pancreatic Cancer Foundation, 500 N. Michigan Ave., Ste 200, Chicago, IL 60611.

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