An Act To Eliminate the Cap on Weekly Benefits in Workers Compensation Cases
Maine Legislature, Session 129, LD 1204
Committee: Labor and Housing
Sponsors: SYLVESTER
Amends: 39-A MRSA §211, 39-A MRSA §212, 39-A MRSA §213, 39-A MRSA §214, 39-A MRSA §215

Legislative Document
No. 1204
H.P. 868
House of Representatives, March 12, 2019
An Act To Eliminate the Cap on Weekly Benefits in Workers' 
Compensation Cases
Reference to the Committee on Labor and Housing suggested and ordered printed.
ROBERT B. HUNT
Clerk
Presented by Representative SYLVESTER of Portland.
Be it enacted by the People of the State of Maine as follows:
Sec. 1.  39-A MRSA §211, as amended by PL 2011, c. 647, §3, is repealed.
Sec. 2.  39-A MRSA §212, sub-§1, as amended by PL 2011, c. 647, §4, is further 
amended to read:
1.  Total incapacity; date of injury prior to January 1, 2013.  If the injured 
employee's date of injury is prior to January 1, 2013, while the incapacity for work 
resulting from the injury is total, the employer shall pay the injured employee a weekly 
compensation equal to 80% of the employee's after-tax average weekly wage, but not 
more than the maximum benefit under section 211.  Compensation must be paid for the 
duration of the incapacity.
Any employee who is able to perform full-time remunerative work in the ordinary 
competitive labor market in the State, regardless of the availability of such work in and 
around that employee's community, is not eligible for compensation under this section, 
but may be eligible for compensation under section 213.
Sec. 3.  39-A MRSA §212, sub-§1-A, as enacted by PL 2011, c. 647, §5, is 
amended to read:
1-A.  Total incapacity; date of injury on or after January 1, 2013.  If the injured 
employee's date of injury is on or after January 1, 2013, while the incapacity for work 
resulting from the injury is total, the employer shall pay the injured employee a weekly 
compensation equal to 2/3 of the employee's gross average weekly wages, earnings or 
salary, but not more than the maximum benefit under section 211. Compensation must be 
paid for the duration of the incapacity.
Any employee who is able to perform full-time remunerative work in the ordinary 
competitive labor market in the State, regardless of the availability of such work in and 
around that employee's community, is not eligible for compensation under this section, 
but may be eligible for compensation under section 213.
Sec. 4.  39-A MRSA §212, sub-§3, as amended by PL 2011, c. 647, §6, is further 
amended to read:
3.  Specific loss benefits.  In cases included in the following schedule, the incapacity 
is considered to continue for the period specified, and the compensation due is calculated 
based on the date of injury subject to the maximum benefit set in section 211.  
Compensation under this subsection is available only for the actual loss of the following:
A.  Thumb, 65 weeks;
B.  First finger, 38 weeks;
C.  Second finger, 33 weeks;
D.  Third finger, 22 weeks;
E.  Fourth finger, 16 weeks;
F.  The loss of the first phalange of the thumb, or of any finger, is considered to be 
equal to the loss of 1/2 of that thumb or finger, and compensation is 1/2 of the 
amounts specified in paragraphs A to E.  The loss of more than one phalange is 
considered as the loss of the entire finger or thumb. The amount received for more 
than one finger may not exceed the amount provided in this schedule for the loss of a 
hand;
G.  Great toe, 33 weeks;
H.  A toe other than the great toe, 11 weeks.  The loss of the first phalange of any toe 
is considered to be equal to the loss of 1/2 of that toe, and compensation is 1/2 of the 
amounts specified in paragraphs F and G.  The loss of more than one phalange is 
considered the loss of the entire toe;
I.  Hand, 215 weeks.  An amputation between the elbow and wrist that is 6 or more 
inches below the elbow is considered a hand;
J.   Arm, 269 weeks.  An amputation above the point specified in paragraph I is 
considered an arm;
K.  Foot, 162 weeks.  An amputation between the knee and the foot 7 or more inches 
below the tibial table, or plateau, is considered a foot;
L.  Leg, 215 weeks.  An amputation above the point specified in paragraph K is 
considered a leg; and
M.  Eye, 162 weeks.  Eighty percent loss of vision of one eye constitutes the total loss 
of that eye.
Sec. 5.  39-A MRSA §213, sub-§1, as amended by PL 2015, c. 297, §8, is further 
amended to read:
1.  Benefit and duration.  While the incapacity for work is partial, the employer 
shall pay the injured employee a weekly compensation as follows.
A.  If the injured employee's date of injury is prior to January 1, 2013, the weekly 
compensation is equal to 80% of the difference between the injured employee's after-
tax average weekly wage before the personal injury and the after-tax average weekly 
wage that the injured employee is able to earn after the injury, but not more than the 
maximum benefit under section 211.  Compensation must be paid for the duration of 
the disability if the employee's permanent impairment, determined according to 
subsection 1-A and the impairment guidelines adopted by the board pursuant to 
section 153, subsection 8, resulting from the personal injury is in excess of 15% to 
the body.  In all other cases an employee is not eligible to receive compensation 
under this paragraph after the employee has received a total of 260 weeks of 
compensation under section 212, subsection 1, this paragraph or both.  The board 
may in the exercise of its discretion extend the duration of benefit entitlement beyond 
weeks in cases involving extreme financial hardship due to inability to return to 
gainful employment.  This authority may be delegated by the board, on a case-by-
case basis, to an administrative law judge or a panel of 3 administrative law judges.  
Decisions made under this paragraph must be made expeditiously.  A decision under 
this paragraph made by an administrative law judge or a panel of 3 administrative law 
judges may not be appealed to the board under section 320, but may be appealed 
pursuant to section 322.
B.  If the injured employee's date of injury is on or after January 1, 2013, the weekly 
compensation is equal to 2/3 of the difference, due to the injury, between the 
employee's average gross weekly wages, earnings or salary before the injury and the 
average gross weekly wages, earnings or salary that the employee is able to earn after 
the injury, but not more than the maximum benefit under section 211.  An employee 
is not eligible to receive compensation under this paragraph after the employee has 
received a total of 520 weeks of compensation under section 212, subsection 1-A, this 
paragraph or both.  The board may in the exercise of its discretion extend the duration 
of benefit entitlement beyond 520 weeks in cases involving extreme financial 
hardship due to inability to return to gainful employment.  This authority may be 
delegated by the board, on a case-by-case basis, to an administrative law judge or a 
panel of 3 administrative law judges.  The board, administrative law judge or panel 
shall make a decision under this paragraph expeditiously.  A decision under this 
paragraph made by an administrative law judge or a panel of 3 administrative law 
judges may not be appealed to the board under section 320, but may be appealed 
pursuant to section 321-A.
Orders extending benefits beyond 520 weeks are not subject to review more often 
than every 2 years from the date of the board order or request allowing an extension.
Sec. 6.  39-A MRSA §213, sub-§1-B, as enacted by PL 2011, c. 647, §8, is 
amended to read:
1-B.  Long-term partial incapacity; date of injury on or after January 1, 2013.  
After the exhaustion of benefits under subsection 1, paragraph B if the whole person 
permanent impairment resulting from the injury is in excess of 18% and if the employee 
is working and the employee's earnings, as measured by average weekly earnings over the 
most recent 26-week period documented by payroll records or tax returns, is 65% or less 
of the preinjury average weekly wage, the employer shall pay weekly compensation equal 
to 2/3 of the difference between the employee's average weekly wage at the time of the 
injury and the employee's postinjury wage, but not more than the maximum benefit under 
section 211.  In order for the employee to qualify for benefits under this subsection, the 
employee's actual earnings must be commensurate with the employee's earning capacity, 
which includes consideration of the employee's physical and psychological work capacity 
as determined by an independent examiner under section 312.  In addition, in order for 
the employee to qualify for benefits under this subsection, the employee must have 
earnings from employment for a period of not less than 12 months within a 24-month 
period prior to the expiration of the 520-week durational limit under subsection 1, 
paragraph B.  Compensation under this subsection must be paid at a fixed rate.
While the employee is claiming or receiving extended partial incapacity benefits under 
this subsection, the employee shall complete and provide quarterly employment status 
reports and provide copies of current tax returns as early as practicable after the return is 
filed.
The employee's entitlement to extended partial incapacity benefits under this subsection 
is determined based upon the facts that exist at the time of expiration of 520 weeks of 
benefits under subsection 1, paragraph B.  If the employee is not entitled to extended 
partial incapacity benefits upon the expiration of 520 weeks of benefits under subsection 
1, paragraph B, the employee's entitlement to partial incapacity benefits expires.  If the 
employee is entitled to extended partial incapacity benefits under this subsection, once 
the employee's earnings, as measured by average weekly earnings over the most recent 
26-week period, are equal to or greater than the preinjury average weekly wage, the 
employee's entitlement to extended partial incapacity benefits under this subsection 
terminates permanently.
Sec. 7.  39-A MRSA §214, sub-§1, ¶B, as amended by PL 2011, c. 647, §10, is 
further amended to read:
B.  If an injured employee's date of injury is prior to January 1, 2013 and the 
employee is employed at any job and the average weekly wage of the employee is 
less than that which the employee received before the date of injury, the employee is 
entitled to receive weekly benefits under this Act equal to 80% of the difference 
between the injured employee's after-tax weekly wage before the date of injury and 
the after-tax weekly wage that the injured employee is able to earn after the date of 
injury, but not more than the maximum weekly rate of compensation, as determined 
under section 211.
Sec. 8.  39-A MRSA §214, sub-§1, ¶B-1, as enacted by PL 2011, c. 647, §11, is 
amended to read:
B-1.  If an injured employee's date of injury is on or after January 1, 2013 and the 
employee is employed at any job and the average weekly wage of the employee is 
less than that which the employee received before the date of injury, the employee is 
entitled to receive weekly benefits under this Act equal to 2/3 of the difference, due 
to the injury, between the employee's average gross weekly wages, earnings or salary 
before the injury and the average gross weekly wages, earnings or salary that the 
employee is able to earn after the injury, but not more than the maximum weekly rate 
of compensation, as determined under section 211.
Sec. 9.  39-A MRSA §215, sub-§1, as amended by PL 2011, c. 647, §12, is 
further amended to read:
1.  Death of employee; date of injury prior to January 1, 2013.  If an injured 
employee's date of injury is prior to January 1, 2013 and if death results from the injury of 
the employee, the employer shall pay or cause to be paid to the dependents of the 
employee who were wholly dependent upon the employee's earnings for support at the 
time of the injury a weekly payment equal to 80% of the employee's after-tax average 
weekly wage, but not more than the maximum benefit under section 211, for a period of 
weeks from the date of death. If the employee leaves dependents only partially 
dependent upon the employee's earnings for support at the time of injury, the employer 
shall pay weekly compensation equal to the same proportion of the weekly payments for 
the benefit of persons wholly dependent, as 80% of the amount contributed by the 
employee to such partial dependents bears to the annual earnings of the deceased at the 
time of injury.  If, at the expiration of the 500-week period, any wholly or partially 
dependent person is less than 18 years of age, the employer shall continue to pay or cause 
to be paid the weekly compensation until that person reaches the age of 18.
If a dependent spouse dies or becomes a dependent of another person, the payments must 
cease upon the payment to the spouse of the balance of the compensation to which the 
spouse would otherwise have been entitled but in no event to exceed the sum of $500.00.  
The remaining weeks of compensation, if any, are payable to those persons either wholly 
or partially dependent upon the employee for support at the employee's death.  When, at 
the expiration of the 500-week period, any wholly or partially dependent person is less 
than 18 years of age, the employer shall continue to pay or cause to be paid the weekly 
compensation, until that person reaches the age of 18.  The payment of compensation to 
any dependent child after the expiration of the 500-week period ceases when the child 
reaches the age of 18 years, if at the age of 18 years the child is neither physically nor 
mentally incapacitated from earning, or when the child reaches the age of 16 years and 
thereafter is self-supporting for 6 months. If the child ceases to be self-supporting 
thereafter, the dependency must be reinstated.  As long as any of the 500 weeks of 
compensation remain, that compensation is payable to the person either wholly or 
partially dependent upon the deceased employee for support at the time of the employee's 
death, with the exception of a dependent spouse who becomes a dependent of another.  If 
a wholly dependent or partially dependent child who reaches 18 years of age is either 
physically or mentally incapacitated so as to be unable to earn a living as determined by 
the board, the payments must continue until such time as the child either dies or is no 
longer physically or mentally incapacitated from earning.
Sec. 10.  39-A MRSA §215, sub-§1-A, as enacted by PL 2011, c. 647, §13, is 
amended to read:
1-A.  Death of employee; date of injury on or after January 1, 2013.  If an injured 
employee's date of injury is on or after January 1, 2013 and if death results from the 
injury of the employee, the employer shall pay or cause to be paid to the dependents of 
the employee who were wholly dependent upon the employee's earnings for support at 
the time of the injury a weekly payment equal to 2/3 of the employee's gross average 
weekly wages, earnings or salary, but not more than the maximum benefit under section 
211, for a period of 500 weeks from the date of death.  If the employee leaves dependents 
only partially dependent upon the employee's earnings for support at the time of injury, 
the employer shall pay weekly compensation equal to the same proportion of the weekly 
payments for the benefit of persons wholly dependent, as 2/3 of the amount contributed 
by the employee to such partial dependents bears to the annual earnings of the deceased 
at the time of injury.  If, at the expiration of the 500-week period, any wholly or partially 
dependent person is less than 18 years of age, the employer shall continue to pay or cause 
to be paid the weekly compensation until that person reaches the age of 18.
If a dependent spouse dies or becomes a dependent of another person, the payments must 
cease upon the payment to the spouse of the balance of the compensation to which the 
spouse would otherwise have been entitled but in no event to exceed the sum of $500.00.  
The remaining weeks of compensation, if any, are payable to those persons either wholly 
or partially dependent upon the employee for support at the employee's death.  When, at 
the expiration of the 500-week period, any wholly or partially dependent person is less 
than 18 years of age, the employer shall continue to pay or cause to be paid the weekly 
compensation, until that person reaches the age of 18.  The payment of compensation to 
any dependent child after the expiration of the 500-week period ceases when the child 
reaches the age of 18 years, if at the age of 18 years the child is neither physically nor 
mentally incapacitated from earning, or when the child reaches the age of 16 years and 
thereafter is self-supporting for 6 months. If the child ceases to be self-supporting 
thereafter, the dependency must be reinstated.  As long as any of the 500 weeks of 
compensation remain, that compensation is payable to the person either wholly or 
partially dependent upon the deceased employee for support at the time of the employee's 
death, with the exception of a dependent spouse who becomes a dependent of another.  If 
a wholly dependent or partially dependent child who reaches 18 years of age is either 
physically or mentally incapacitated so as to be unable to earn a living as determined by 
the board, the payments must continue until such time as the child either dies or is no 
longer physically or mentally incapacitated from earning.
SUMMARY
Current law caps the weekly benefit payable under the laws governing workers' 
compensation to a maximum amount set in statute or a percentage of the state average 
weekly wage, whichever is higher.  This bill eliminates the cap on the weekly benefits.