Sec. 1. 39-A MRSA §153-A, sub-§§6 and 7 are enacted to read:

6.__Case management authority of advocates.__An advocate has the authority to:

A.__Manage and prioritize the advocate's caseload to efficiently move cases through the board mediation and hearing process and to achieve resolution; and

B.__Decline cases or cease assistance to an employee when the advocate after investigation finds:

(1)__Timely notice of the injury was not given by the employee to the employer, pursuant to this Act;

(2)__The statute of limitations has expired;

(3)__The employee's case is based on an argument or issue adversely determined by the Supreme Judicial Court;

(4)__The employee's case is based on a claim of discrimination governed by section 353;

(5)__There is no record of medical assessment stating that the employee's injury was either caused by, aggravated by or precipitated by the employee's work or, when the issue is aggravation, there is no record of medical assessment stating that the employee's work aggravated a preexisting condition in a significant manner; or

(6)__The employee has admitted to a fraudulent act, has been convicted of a fraudulent act by a court of competent jurisdiction or has been found to have committed a fraudulent act by the abuse investigation unit of the board.

A qualified employee whose case is declined or whose advocate assistance ceases pursuant to this subsection may appeal the action to the executive director of the board, within 30 days of the action.__The executive director's ruling on the appeal is final and is not subject to judicial review.__If the executive director finds assistance by an advocate should resume, the employee must be assigned to an advocate other than the advocate who declined the case or ceased assistance.