Candice Martin v. Goodrich Corporation

95 F.4th 475
CourtCourt of Appeals for the Seventh Circuit
DecidedMarch 6, 2024
Docket23-2343
StatusPublished
Cited by7 cases

This text of 95 F.4th 475 (Candice Martin v. Goodrich Corporation) is published on Counsel Stack Legal Research, covering Court of Appeals for the Seventh Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Candice Martin v. Goodrich Corporation, 95 F.4th 475 (7th Cir. 2024).

Opinion

In the

United States Court of Appeals For the Seventh Circuit ____________________ No. 23-2343 CANDICE MARTIN, individually and as Executrix of the Estate of Rodney Martin, deceased, Plaintiff-Appellee,

v.

GOODRICH CORPORATION, formerly known as B.F. GOODRICH COMPANY and POLYONE CORPORATION, individually and as Successor-By-Consolidation to the GEON COMPANY, now known as AVIENT CORPORATION, Defendants-Appellants. ____________________

Appeal from the United States District Court for the Central District of Illinois. No. 1:21-cv-01323-JES-JEH — James E. Shadid, Judge. ____________________

ARGUED FEBRUARY 14, 2024 — DECIDED MARCH 6, 2024 ____________________

Before SCUDDER, ST. EVE, and LEE, Circuit Judges. ST. EVE, Circuit Judge. In Illinois, workers injured on the job obtain compensation through an administrative scheme. The relevant agency holds employers strictly liable for this 2 No. 23-2343

administrative remedy, but keeps the claims out of court. Much the same arrangement governs diseases contracted on the job—yet unlike accidents at work, the harm from diseases may not manifest for years or decades after employment ter- minates. The state legislature tried to account for this differ- ence in 2019, but the scope of that fix is uncertain. This case asks us to resolve that uncertainty. But rather than risk unsettling Illinois’s intricate compensation appa- ratus, we defer to the experts and certify three related ques- tions to the Illinois Supreme Court. I. Background Appellate jurisdiction here rests on 28 U.S.C. § 1292(b), which allows for interlocutory appeals when the district and appellate courts agree—so long as the appeal meets certain criteria. The jurisdictional hook requires that the case present “a controlling question of law,” tricky enough to leave “sub- stantial ground for difference of opinion,” whose resolution will “materially advance the ultimate termination of the liti- gation.” Id. When we take an appeal this way, the district court identifies for us which “controlling question[s] of law” the case presents—but our authority extends past answering those questions. Instead, any “appeal under § 1292(b) brings up the whole certified order,” Demkovich v. St. Andrew the Apostle Par., 3 F.4th 968, 974 (7th Cir. 2021), often a ruling on a motion to dismiss. See, e.g., Ashley W. v. Holcomb, 34 F.4th 588, 591–92 (7th Cir. 2022). That accounts for our authority to “ad- dress any issue fairly included within the certified order.” Yamaha Motor Corp., U.S.A. v. Calhoun, 516 U.S. 199, 205 (1996). No. 23-2343 3

This case satisfies the § 1292(b) criteria: resolving the com- plicated legal issues may well end the case. We start, then, with the pertinent Illinois law. A. Legal Background When Illinois employees contract a disease arising out of or in the course of their employment, they can seek compen- sation under the Workers’ Occupational Diseases Act, 820 ILCS 310/1 et seq. (the “ODA”). That law borrows its structure from the Worker’s Compensation Act, 820 ILCS 305/1 et seq. “In enacting these statutes, the General Assembly established a new framework for recovery to replace the common-law rights and liabilities that previously governed employee inju- ries.” Folta v. Ferro Eng’g, 43 N.E.3d 108, 112 (Ill. 2015). At a basic level, the statutes hold an employer “liable to pay compensation to his own immediate employees” for their injuries, 305/1(a)(3), and diseases, 310/7. To seek their com- pensation remedy, workers apply to the Illinois Worker’s Compensation Commission. In turn, that body awards or de- nies compensation “upon the facts and circumstances of each particular case.” Folta, 43 N.E.3d at 118. The issues here implicate the interplay of four aspects of the ODA: (1) temporal limitations hampering old claims, (2) exclusivity provisions channeling claims into the administra- tive compensation protocols, (3) age-old exceptions to that ex- clusivity, and (4) a 2019 statute adding a new exception. 1. Temporal Limitations A worker who contracts a disease on the job must remain mindful of two deadlines. The first appears at 820 ILCS 310/1(f) (“1(f)”). We discuss this section first because it begins to run before its companion. Its relevant text follows: 4 No. 23-2343

No compensation shall be payable for or on ac- count of any occupational disease unless disa- blement, as herein defined, occurs within two years after the last day of the last exposure to the hazards of the disease. Put in plain language, an employee cannot obtain compensa- tion unless she becomes disabled within two years of her last exposure to the hazard. The second timing provision appears at 820 ILCS 310/6(c) (“6(c)”). This section provides in relevant part: In any case, other than injury or death caused by exposure to radiological materials or equip- ment or asbestos, unless application for com- pensation is filed with the Commission within 3 years after the date of the disablement, where no compensation has been paid, or within 2 years after the date of the last payment of com- pensation, where any has been paid, whichever shall be later, the right to file such application shall be barred. In other words, an employee generally must apply for com- pensation within three years of becoming disabled. But if her employer pays some compensation, she may file her applica- tion up to two years after the last compensation payment. These two deadlines work differently. For 1(f), the timing of claim filing is immaterial. It requires only that the disable- ment occurs within two years of exposure; the clock starts with the end of exposure and counts until disablement. Then there is 6(c), which by contrast does focus on the claim’s No. 23-2343 5

timing. Starting from the disablement that caps off the 1(f) pe- riod, the worker typically has three years to apply for com- pensation consistent with 6(c)’s mandate. Any application af- ter that date is time-barred. We pause here to note another distinction between these provisions. Where 6(c) instructs that untimely claims “shall be barred,” the sole consequence 1(f) imposes is that “[n]o compensation shall be payable.” The statutes impose different ramifications for a missed deadline. 2. Exclusivity Provisions The ODA contains exclusive remedy provisions that limit the process for most workers to the statute’s prescribed chan- nels. Two provisions preclude employees subject to the ODA from seeking compensation outside of the statutory scheme. For one, “there is no common law or statutory right to re- cover compensation or damages from the employer” or re- lated entities. 820 ILCS 310/5. Pairing that with the statute’s other dictate, that “the compensation herein provided for shall be the full, complete and only measure of the liability of the employer [and those other entities] … in place of any and all other civil liability whatsoever,” 820 ILCS 310/11, gives a complete picture of the ODA’s exclusivity provisions. See Folta, 43 N.E.3d at 112. Just five years ago, there would have been little more to say. In 2019, however, the Illinois legislature passed a statute providing for an exception to these provisions.

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95 F.4th 475, Counsel Stack Legal Research, https://law.counselstack.com/opinion/candice-martin-v-goodrich-corporation-ca7-2024.