Peoria, Illinois Workers’ Compensation Cases – A Legal Guide

Issues surrounding workers’ compensation can be stressful and confusing for both employees and employers. The reason why it is overwhelming for many is because an individual’s health, livelihood, and financial security are often at stake. Many injured workers are unsure of their rights, what benefits they are entitled to, and what steps they must take to protect themselves. Conflict can arise in workers’ compensation cases for several reasons, whether an employee is filing a claim for the first time, seeking ongoing medical treatment, or disputing a denial of benefits. Workers’ compensation is not a favor your employer provides. Rather, it is your legal right under the Illinois Workers’ Compensation Act (820 ILCS 305). Employers and insurance companies may have differing views about the nature of the injury, the extent of the disability, or the amount of compensation that should be paid. These disputes can create tension, financial strain, and delays in recovery.

I have, therefore, decided to write a guide regarding workers’ compensation in Illinois. This guide aims to help workers gain a clearer understanding of the workers’ compensation process, their rights under Illinois law, and how to avoid common mistakes. If you are in need of assistance then contact our office today to speak with an experienced Peoria workers’ compensation lawyer.

While this guide is comprehensive, it should not be considered as a substitute for receiving legal advice. Each person’s situation is different with its own facts and circumstances. It is strongly encouraged that you speak with a workers’ compensation attorney as soon as possible. If you would like to schedule a consultation then contact us online or by telephone today to speak with an attorney. The table of contents below lists the topics which will be discussed in this guide. To navigate to a particular area, simply click “jump to topic.” Topics addressed include:

The differences between an Illinois workers’ compensation claim and a personal injury case

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The first and most important distinction for an injured worker to understand is the difference between a workers’ compensation claim and a personal injury case. While both involve injuries and potential financial recovery, they operate under entirely different areas of law.

Peoria residents injured in the course of their employment must go through the worker’s compensation system

Under Illinois law, an employee who is injured “arising out of and in the course of employment” must pursue benefits through the workers’ compensation system. This standard is codified at 820 ILCS 305/2.^[1] “In the course of employment” means that the injury occurred while the employee was performing duties related to the job. For instance, if a warehouse worker injures his back while lifting boxes during a shift or if a delivery driver is injured in a motor vehicle accident while making deliveries, those injuries are considered to have occurred in the course of employment.

Illinois courts recognize that injuries need not be immediate or dramatic to be compensable. Conditions that develop gradually due to repetitive stress or ongoing exposure are also covered. For example, a secretary who develops carpal tunnel syndrome after years of typing or a factory worker who experiences hearing loss after prolonged exposure to loud machinery can bring valid workers’ compensation claims. In Sisbro, Inc. v. Industrial Commission, 207 Ill. 2d 193 (2003), the Illinois Supreme Court held that an injury is compensable if work is a causative factor, even if the employee had a preexisting condition.^[2] This decision underscores the broad protection afforded to Illinois workers.

The amount of benefits which an injured Illinois worker may receive are generally set by state law

A personal injury case and a workers’ compensation case differ fundamentally in how damages are calculated. Damages in a personal injury lawsuit can include compensation for medical expenses, lost wages, pain and suffering, emotional distress, and loss of normal life. These damages are evaluated by a judge or jury, based on the facts of the case, and may vary widely.

However, benefits in a workers’ compensation case are prescribed by statute. The Illinois Workers’ Compensation Act provides a schedule for the calculation of benefits, including medical treatment, wage replacement, vocational rehabilitation, and permanent disability compensation. For example, wage replacement benefits are generally two-thirds of the employee’s average weekly wage, as provided in 820 ILCS 305/8(b). For example, if a worker in Peoria earned $900 per week before being injured, the temporary total disability benefit would typically be $600 per week until the worker is able to return to employment or reaches maximum medical improvement.

There is a tradeoff. Employees do not have to prove negligence in order to obtain workers’ compensation benefits, but they also cannot recover damages for pain and suffering or punitive damages. The system is designed to be straightforward and provide guaranteed but limited benefits.

Illinois recognizes different types of workers’ compensation claims

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Workers’ compensation is not a one-size-fits-all system. The law recognizes several categories of disability, each with its own criteria and method of compensation. Understanding these categories is critical as they determine the amount and duration of benefits an injured worker in Peoria may receive.

Workers may be totally disabled or partially disabled

An employee is considered totally disabled if the injury prevents him or her from performing any work. Total disability does not require that the worker be bedridden or incapable of all physical activity, but rather that the worker is unable to perform services for which a reasonably stable labor market exists. Alternatively, partial disability means that the employee has sustained an injury but retains some capacity to work. For example, a construction worker who suffers a severe spinal injury that leaves him unable to engage in any form of employment would likely be considered totally disabled. Conversely, a worker who loses partial use of a hand may be significantly impaired but may still be capable of performing some forms of work. Illinois law provides separate formulas for compensating each category.^[3]

For workers who are deemed totally disabled, benefits are paid as permanent total disability (PTD)^[4]. The worker is entitled to receive weekly compensation equal to two-thirds of their average weekly wage for life, subject to the statutory maximums and minimums set annually by the Illinois Workers’ Compensation Commission. These benefits are intended to provide long-term financial security to employees who can no longer compete in any meaningful way within the labor market. Consider a worker who earned an average weekly wage of $1,350 before suffering a back injury that rendered him permanently and totally disabled. His weekly PTD benefit would be calculated by multiplying his average weekly wage by two-thirds. $1,350*⅔ equals $900 per week. This amount is payable for life and subject to the statutory caps in effect for that year. This steady benefit ensures he has financial support even though he is unable to return to any form of work.

For workers who are only partially disabled, Illinois provides compensation under the schedule of injuries and permanent partial disability (PPD) provisions of the law.^[5] In these cases, the statute sets forth formulas based on the percentage loss of use of a particular body part, multiplied by a statutory number of weeks assigned to that body part. For instance, the complete loss of a hand is assigned 205 weeks of compensation, while the loss of a thumb is assigned 76 weeks. If the employee suffers a partial loss, the award is adjusted proportionally to reflect the percentage of disability.

Consider a worker who earned $2,000 weekly and sustains a 40 percent loss of use of her hand. Illinois law values a hand at 205 weeks.^[6] Forty percent of 205 equals 82 weeks. The worker’s PPD benefit is calculated at two-thirds of her average weekly wage, or $1,333, multiplied by 82 weeks, for a total award of $109,306. This formulaic approach allows partial disability cases to be compensated in proportion to the severity of the injury and its impact on earning capacity.

This distinction is significant because it ensures that compensation is tailored to the nature and extent of the disability. While a totally disabled worker receives ongoing wage-replacement benefits for life, a partially disabled worker receives compensation tied to the degree of impairment and the statutory schedule. Together, these formulas reflect the legislature’s intent to balance predictability in awards with fairness to injured employees.

Peoria workers may be temporarily or permanently disabled

Illinois law also distinguishes between temporary and permanent disabilities. A disability is considered temporary if it is expected to improve with medical treatment and recovery time. An injured worker may receive temporary partial disability (TPD) or temporary total disability (TTD). TPD is appropriate in situations where an injured worker returns to work in a modified or light-duty capacity but earns less than their pre-injury wages. TTD benefits are appropriate when a worker is completely unable to work as a result of a work-related injury, but is expected to recover. The disability is reassessed once the employee reaches maximum medical improvement (MMI).

A disability is permanent when the injury has resulted in lasting impairment that will not improve with further treatment. Permanent disabilities may be partial or total.

What benefits can a Peoria resident receive in a workers’ compensation case?

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Employees in Peoria who are injured on the job may be entitled to several types of benefits under the Illinois Workers’ Compensation Act. These include wage replacement, medical coverage, and vocational rehabilitation, each governed by statutory provisions and subject to dispute.

Injured Illinois workers can receive a portion of their lost wages through workers’ compensation

Wage replacement benefits are designed to compensate for lost income during periods when the worker is unable to work due to the injury. Benefits are subject to statutory minimums and maximums that are updated annually by the Illinois Workers’ Compensation Commission. See the chart below for information about the differing claim types and benefits available.

Consider this specific example of TPD. If an employee earned $1,200 per week prior to the injury, the temporary total disability benefit would typically be $800 per week. These payments continue until the employee is able to return to work or until the medical evidence demonstrates that the condition has stabilized and maximum medical improvement has been reached. If the worker can return to light duty but at a reduced wage, temporary partial disability benefits may be available, which provide two-thirds of the difference between the pre-injury wage and the current wage. So if their reduced wage is $700 per week, calculating the benefit involves subtracting the current earnings from the previous average wage, then multiplying by two-thirds. $1,200-700 = 500. 500*⅔ = $333.33. Combined with the $700 earned in the light-duty position, the employee’s total weekly income would be roughly $1,033.33, helping to offset the financial impact of the injury while the worker recovers.

Employees can receive medical benefits related to on-the-job injuries

Medical benefits are among the most critical protections provided under the Illinois workers’ compensation system. Employers are required to pay for all medical care that is reasonably required to cure or relieve the effects of a workplace injury.^[7]

These benefits are broad in scope and can include:

• hospital visits
• Surgeries
• imaging tests such as X-rays or MRIs
• physical therapy
• prescription medications
• necessary medical devices such as braces, crutches, or wheelchairs.

Coverage may also extend to follow-up care, rehabilitation services, and consultations with specialists, depending on the nature and severity of the injury.

Timely access to medical benefits is crucial for both recovery and return to work. Employees should notify their employer immediately after an injury and seek medical attention from a treating physician authorized by the employer or the Illinois Workers’ Compensation Commission. Proper documentation from medical providers supports the workers’ compensation claim and can prevent delays in benefit approval. Disputes often arise regarding whether certain medical treatments are reasonably required or directly related to the workplace injury. Employers or their insurance carriers may argue that a procedure is unnecessary, experimental, or related to a preexisting condition rather than the injury sustained at work. Such disputes sometimes require arbitration before the Illinois Workers’ Compensation Commission, where medical evidence, expert testimony, and the worker’s treatment history are carefully evaluated.

Consider the following example. A Peoria warehouse employee suffers a shoulder injury while lifting heavy boxes. The employer initially authorizes physical therapy and medication but disputes a recommendation for arthroscopic surgery, claiming the procedure is related to a prior injury. The employee files a request for arbitration, and a treating orthopedic specialist provides evidence linking the need for surgery directly to the workplace incident. The Commission may then order coverage for the surgical procedure and associated medical expenses.

Providing clear, documented medical treatment is essential not only for effective recovery but also for ensuring that workers receive the full range of benefits to which they are entitled under Illinois law. Employees should always communicate openly with medical providers and their employer regarding treatment needs and maintain copies of all medical records, bills, and correspondence related to the injury.

Not every worker will be eligible for workers’ compensation medical benefits. A common situation occurs when the injury did not occur in the course of employment. For instance, suppose an office worker trips and falls at home while carrying personal items unrelated to work. Even if the employee sustains a serious injury that makes it difficult to work, this incident is outside the course of employment, so workers’ compensation would not cover medical expenses for the injury. Another example is when an employer disputes that a proposed treatment is reasonably required to cure or relieve the effects of the workplace injury. For instance, a warehouse employee injures their wrist at work and initially receives physical therapy and medication, both of which are covered. Later, the employee requests an elective procedure, such as cosmetic surgery to improve appearance, rather than function or pain relief. The employer may deny coverage because the treatment is not medically necessary for recovery or function. Additionally, if an employee has a preexisting condition and it is not worsened by a workplace incident, medical benefits may also be denied. For example, a delivery driver with chronic knee arthritis experiences knee pain on a regular basis. If the worker trips in the parking lot but a physician determines the fall did not aggravate the condition, workers’ compensation benefits may not cover the medical treatment related to the flare-up.

Injured employees may be entitled to vocational benefits or job-retraining

When a workplace injury prevents an employee from returning to their previous position, Illinois law provides for vocational rehabilitation benefits. This could include job retraining to assist the worker in returning to the workforce in a new capacity. If an employee is unable to perform the duties of their former occupation due to a work-related injury, the employer or the workers’ compensation system may be required to cover the cost of programs that teach new skills, provide career counseling, and assist with job placement.^[8] The goal of vocational rehabilitation is to help injured workers regain financial independence and achieve meaningful employment despite physical limitations. Eligibility for vocational benefits depends on the extent of the injury and the worker’s ability to return to their prior job. If an employee retains the capacity to perform the essential functions of their previous position, vocational retraining is generally not available. However, when an injury imposes substantial limitations, the Commission may authorize programs designed to develop new skills or transition the worker into a different line of work. These programs can include the following:

• classroom training
• on-the-job instruction
• resume preparation
• interview coaching
• other employment services tailored to the individual’s capabilities

Consider the following example. A factory worker suffers a severe hand injury that prevents him from safely operating machinery. While he is physically able to perform office or clerical work, he lacks the skills necessary for these positions. Conversely, if the worker had only a minor hand injury and could still operate machinery with minimal modification, vocational benefits would typically not be provided, as the employee can return to his former role without substantial limitation. Vocational rehabilitation benefits are an important aspect of the Illinois workers’ compensation system, ensuring that employees who cannot return to their prior employment have the opportunity to regain earning capacity and maintain long-term financial stability. Injured workers should work closely with their treating physicians and the Commission to determine eligibility and access appropriate programs.

Injured Peoria workers must notify their employer of the injury as soon as possible

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Workplace injuries can be stressful and overwhelming, and it is natural for some employees to hesitate before reporting an incident. But providing prompt notice of a work-related injury in Illinois is both a legal requirement and a critical step in securing workers’ compensation benefits. Illinois law requires employees to notify their employer of a workplace injury as soon as practicable, but no later than 45 days after the accident.^[9] Timely notice ensures that the employer has the opportunity to investigate the claim, arrange necessary medical care, and document the circumstances surrounding the injury.

Why it is crucial to notify the employer immediately

Prompt notification serves several important purposes. First, it satisfies the statutory requirement, protecting the employee’s right to workers’ compensation benefits. Failure to report an injury in a timely manner can provide grounds for the employer to deny or dispute the claim. Second, early reporting allows for accurate documentation of the incident, which is essential for medical providers, insurance adjusters, and arbitrators reviewing the case. Third, notifying the employer immediately helps ensure that the employee receives timely medical treatment, which can improve recovery outcomes and reduce the risk of complications. Overall, immediate notice is a foundational step in protecting both legal rights and health.

Examples of consequences which can occur when the employer is not notified

Failure to report a workplace injury promptly can have significant consequences. For example, an employee who slips and falls in a warehouse but waits two months to notify the employer may face a claim dispute. The employer could argue that the injury did not occur at work, that it occurred outside the course of employment, or that the delay has compromised the employer’s ability to investigate. Such disputes can lead to denial of benefits, delays in wage replacement, and challenges in securing coverage for medical expenses. Delayed reporting can also make it difficult to collect witness statements, obtain surveillance or incident reports, or preserve other evidence that supports the claim. These obstacles can significantly hinder an employee’s ability to successfully file a workers’ compensation charge. Promptly notifying your employer after a workplace injury is therefore not only a legal obligation but also a practical necessity to protect your rights, ensure proper documentation, and facilitate a smoother claims process.

The process of filing and completing an Illinois workers’ compensation claim

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The workers’ compensation process in Illinois can be complex. Understanding each step is essential for protecting your rights and ensuring that you receive the benefits to which you are entitled. From filing the initial claim to attending hearings before an arbitrator, and pursuing appeals if necessary, each stage has specific requirements, deadlines, and procedures. Being familiar with these steps can help injured workers in Peoria and across Illinois avoid delays, disputes, and denials.

Filing the claim, documentation, and time-frames

The first step in pursuing workers’ compensation benefits is filing a claim with the Illinois Workers’ Compensation Commission (IWCC). Employees must complete the necessary forms detailing the nature of the injury, how it occurred, and any medical treatment received. Key documentation typically includes medical records, pay stubs, witness statements, and any reports related to the workplace accident. Illinois law requires that the injury be reported to the employer as soon as possible, but no later than 45 days after the accident and the employee must generally file the claim with the IWCC within three years of the injury.^[10] It is critical to document everything promptly and thoroughly because delays or incomplete information can quickly turn into disputes or denial of benefits.

For example, a Peoria construction worker sustains a back injury after lifting heavy equipment on the job. He immediately informs his supervisor and gathers medical records from his initial treatment. By completing and submitting the IWCC forms within the statutory period, he preserves his right to wage replacement and medical benefits, while ensuring that the Commission has the necessary information to evaluate his claim. If a worker sustained an injury and waited beyond the 45 days to report it, it could be denied outright, or in the best case scenario, the worker is faced with significant hurdles to obtaining benefits.

The case is assigned to an arbitrator and the hearing process begins

A claim is assigned to an arbitrator at the IWCC once it is filed. The arbitrator is responsible for overseeing the case, facilitating discovery, and ultimately issuing a decision. The arbitrator may approve benefits based on the submitted documentation for claims without disputes. For disputed claims, a hearing is scheduled where both the employee and the employer (or their insurance carrier) can present evidence, call witnesses, and provide expert testimony. Common issues that arise in disputed claims include whether the injury arose in the course of employment, the extent of the disability, or whether the requested medical treatment is reasonable and necessary. The arbitrator reviews all evidence and applies Illinois statutory law to make a determination regarding benefits.

An attorney helps in several ways, such as:

• Preparing and filing evidence
• Presenting testimony and cross-examination
• Address legal issues and relevant case law
• Negotiating settlements
• Filing timely appeals if necessary

For example, a factory employee in Illinois claims that repetitive strain caused a wrist injury. The employer disputes the claim, arguing the injury was due to a pre-existing condition. At the hearing, the employee presents medical records, ergonomic assessments of the workstation, and testimony from a treating physician. The arbitrator evaluates the evidence and determines whether temporary or permanent benefits are warranted.

The appeals process if a claim is denied

The employee has the right to appeal the decision if a claim is denied by an arbitrator. The first step is usually an appeal to the IWCC Review Board, which reviews the arbitrator’s decision and may uphold, reverse, or modify the award. If necessary, further appeal can be made to the Illinois Appellate Court, then the Illinois Supreme Court may review the case if significant legal questions are involved. Appeals often focus on legal errors, misapplication of statutory provisions, or disputes over the interpretation of medical evidence. Timely filing and adherence to procedural rules are crucial during the appeals process as missed deadlines can result in loss of appellate rights.

Consider the following example. After a Peoria warehouse employee’s claim for a knee injury is denied by an arbitrator, she files an appeal with the Illinois Workers’ Compensation Commission (IWCC) Review Board. On appeal, her attorney submits additional medical evidence and secures testimony from an orthopedic specialist confirming that the injury arose directly from repetitive lifting at work. The Review Board carefully considers the new documentation and expert opinion and reverses the arbitrator’s decision. As a result, the worker is awarded temporary partial disability benefits, coverage for her ongoing medical expenses, and the right to continue treatment under the supervision of her physician. This example highlights the importance of persistence and experienced legal representation during the appeals process, as a denial at the arbitration stage does not necessarily mean the end of a claim. In another case, a nurse appeals an arbitrator’s denial of benefits after claiming a back injury from lifting a patient. On review, the IWCC examines the medical records and finds inconsistencies between the nurse’s initial treatment notes and her later testimony. The Commission concludes that the evidence does not sufficiently establish that the injury arose out of and in the course of employment. As a result, the Review Board upholds the arbitrator’s denial and the nurse is not awarded workers’ compensation benefits. This outcome demonstrates the importance of consistent medical documentation, credible testimony, and early legal guidance to avoid gaps in proof that can jeopardize an otherwise valid claim.

Injured Peoria workers may be able to file a lawsuit against third-parties

Workers’ compensation provides benefits for injuries sustained on the job regardless of fault. Employees in Illinois may also have the right to pursue civil claims against negligent third parties whose actions contributed to their injury. These claims are separate from workers’ compensation and can provide additional compensation for damages that are not covered by the workers’ compensation system, such as pain and suffering or property damage. Understanding the role of third-party liability is an important component of protecting your rights after a workplace injury.

Negligent third-parties can be subject to civil litigation

A third-party lawsuit allows an injured worker to hold someone other than the employer accountable for negligence that caused or contributed to the workplace injury. Unlike workers’ compensation, which is generally a no-fault system, a civil lawsuit requires proving that the third party owed a duty of care, breached that duty, and directly caused the injury.

Common examples of third parties include:

• contractors
• equipment manufacturers
• property owners
• independent service providers whose actions or defective products create unsafe conditions

Third-party claims are significant because they allow injured workers to pursue damages beyond the limited benefits available under the Illinois Workers’ Compensation Act. These lawsuits may involve claims for pain and suffering, emotional distress, or loss of consortium. These are categories of damages not recoverable in workers’ compensation. These actions can run parallel to a workers’ compensation claim, providing injured employees with the opportunity to recover both statutory benefits and additional compensation from a negligent outside party. Winning these cases often requires thorough investigation, expert testimony, and careful coordination to ensure the workers’ compensation lien is properly addressed.

How damages are calculated

Damages in a third-party negligence claim are calculated very differently than in a workers’ compensation case. While workers’ compensation benefits are governed by statutory schedules and caps under the Illinois Workers’ Compensation Act, civil damages are based on traditional principles of tort law.^[11] This means that the injured worker can seek compensation for the full range of losses resulting from the negligent party’s actions as long as they are supported by evidence. Civil damages can include reimbursement for past and future medical expenses, lost wages, and possibly the loss of future earning capacity. Damages may also include non-economic losses such as pain and suffering, emotional distress, disfigurement, and loss of normal life. In rare cases involving egregious misconduct, punitive damages may also be available, although these are uncommon and subject to strict judicial scrutiny in Illinois. The amount awarded in a third-party case depends on the severity of the injury, the impact on the worker’s quality of life, and the degree of negligence involved. Courts and juries rely on medical records, vocational assessments, financial documentation, and expert testimony to evaluate both economic and non-economic losses. Because there is no statutory cap like in workers’ compensation, these damages can vary widely, making third-party claims a vital avenue for obtaining full and fair compensation.

Returning to the delivery driver scenario, the worker who fell on a negligently maintained loading dock may recover workers’ compensation benefits for medical treatment and partial wage replacement. A third-party claim against the property owner could result in reimbursement for medical bills not covered by workers’ compensation, lost wages, and non-economic damages. Unlike the fixed statutory benefits, the total award in the civil lawsuit would be determined by the court or jury based on evidence of actual losses and expert testimony, potentially resulting in a significantly higher recovery.

Examples of third-party negligence

Consider a construction worker who suffers serious injuries when scaffolding suddenly collapses at a job site. The employee is entitled to medical treatment for his fractures and lost wages during his recovery period through his employer’s workers’ compensation insurance. These benefits provide an essential safety net but are limited by statute, covering only a portion of his earnings and necessary medical expenses. The injured worker may additionally pursue a third-party negligence lawsuit against the party responsible for supplying and erecting the defective scaffolding. In that lawsuit, he could seek various damages. For instance, long-term disability, the cost of ongoing physical therapy and rehabilitation, and compensation for pain, suffering, and the loss of normal life. Unlike workers’ compensation, these damages are not capped by statute and are determined based on the full extent of the harm suffered.

If the worker succeeds in the third-party lawsuit, the recovery can substantially supplement his workers’ compensation benefits. For example, while workers’ compensation may replace only two-thirds of his average weekly wage during temporary disability, the civil award might account for the full value of lost earnings, including anticipated future income and diminished earning capacity. The worker is not limited to the statutory benefits system alone but can also hold the negligent party accountable for the broader impact of the injury on his life and livelihood.

Contact a Peoria workers’ compensation attorney for assistance

Contact my office today to speak with a Peoria workers’ compensation attorney if you need assistance. I am an experienced lawyer who takes pride in providing excellent service. At our firm, we are committed to ensuring that injured employees receive quality and aggressive representation. We believe every worker is entitled to the full protection of the law without compromise. Do not attempt to handle the matter on your own if you have been injured on the job. Navigating the workers’ compensation system can be difficult, especially when employers or insurers resist paying benefits. The stakes are high, as medical care, lost wages, and long-term stability often depend on the outcome of the claim. While the Illinois Workers’ Compensation Act was designed to protect workers, the reality is that the process is often adversarial and complex.

Contact us online or by telephone today to schedule a consultation with an experienced workers’ compensation lawyer. My firm also serves clients in the Illinois cities of Bloomington, Eureka, Galesburg, Morton, Normal, Pekin, Springfield, and Washington.

References:
^[1] 820 ILCS 305/2

^[2] Sisbro, Inc. v. Indus. Comm’n, 207 Ill. 2d 193, 797 N.E.2d 665 (2003).

^[3] 820 ILCS 305/8(d).

^[4] 820 ILCS 305/8(f).

^[5] 820 ILCS 305/8(d).

^[6] 820 ILCS 305/8(e)(10).

^[7] 820 ILCS 305/8(a).

^[8] 820 ILCS 305/8(a).

^[9] 820 ILCS 305/6(c).

^[10] 820 ILCS 305/6(c).

^[11] (820 ILCS 305/8).