On May 21, 2020, the Illinois Legislature amended the Illinois Workers’ Occupational Diseases Act to provide a rebuttable presumption in favor of compensability for First Responders and Front-Line workers who contract COVID-19.
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All 50 states are moving towards some level of reopening businesses following closures caused by the COVID-19 pandemic.
Following the rise of the COVID-19 pandemic, all branches of government and administrative bodies have grappled with how to address the health and economic threats posed by the virus, while staying within the bounds of their rule-making authority and powers.
Yesterday morning the Illinois Workers' Compensation Commission (IWCC) voted unanimously to repeal the April 16th emergency rule, which declared a First Responder’s or Front-Line Worker’s exposure to COVID-19 the virus would be rebuttably presumed to have arisen out of and in the course of employment, and that the resulting injury and lost time would be presumed causally connected to the employment.
On April 21, 2020, the Illinois Manufacturers’ Association (IMA) and Illinois Retail Merchants Association (IRMA) filed case 2020 CH 000098 in the Circuit Court of Sangamon County.
On April 13, 2020, the Illinois Workers’ Compensation Commission created an emergency amendment to Rule 9030.70, expanding the Commission’s Rules of Evidence to include a rebuttable presumption for first responders and front-line workers exposed to COVID-19.
The family of a Walmart, Inc. employee in Illinois, who died due to complications from COVID-19, has filed a lawsuit in Cook County Circuit Court accusing the retail giant of failing to adequately screen and protect workers.
The Centers for Medicare and Medicaid Services (CMS) recently released its long-awaited proposed rule for imposition of mandatory civil penalties to enforce the Mandatory Insurer Reporting program commonly known as “Section 111 Reporting.”
Being surveilled is unsettling, but the ordinary life of a Petitioner is a fascinating area of workers’ compensation and can have a significant impact at any trial.
When can an employer deny benefits to an employee who has engaged in unhealthy behavior that has impacted his recovery?