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Attorney Bradley Knell | Chicago, IL

Bradley C. Knell

Bradley C. Knell

EQUITY PRINCIPAL

Contact: bknell@knelloconnor.com

Practice Areas:

  • Workers' compensation defense
  • Third-party defense of employers
  • Civil liability defense
  • Labor and employment law

Bradley C. Knell is admitted to the Illinois State Bar and the United States District Court for the Northern District of Illinois. He graduated from Eastern Illinois University (B.A., 1984) and Ohio Northern University (J.D., 1987). Currently an Equity Principal with the firm of Knell O'Connor Danielewicz, Mr. Knell has specialized in Workers' Compensation and Civil Litigation.

Mr. Knell has tried and supervised more than 150 Workers' Compensation cases at the Illinois Workers' Compensation Commission. He also handles Insurance Fraud, 1(b) Employer's Liability and Employment matters.

Mr. Knell has led and spoken at many seminars concerning Workers' Compensation, Insurance Fraud and Employment matters. He is a member of the Chicago Bar Association, Illinois Bar Association and the Illinois Workers' Compensation Trial Attorney Association.

Admitted to Bar

1988, Illinois and U.S. District Court, Northern District of Illinois

Education

  • Ohio Northern University (J.D., 1987)
  • Eastern Illinois University (B.A., 1984)

Membership

  • Chicago, DuPage County, Illinois State and American Bar Associations
  • Illinois Workers' Compensation Trial Attorneys' Association
  • Workers' Compensation Claims Association
  • Illinois Self-Insurer Association
  • The Illinois Chamber of Commerce Employment Law Committee

Client Results

  • Casey Fletcher v. Asplundh Tree, 2015 (Trial – Wage differential denied.)
  • Deborah Staley v. Allied Tube, 2014 ($0 award; Petitioner failed to prove the cause of her fall was work related.)
  • Salvador Moreno v. OBRC Construction, 2011 ($0 award on foot amputation; proved the Petitioner's diabetes was the cause and not the accident.)
  • Global Products v. IWCC and John Hall, 2009 (The Illinois Appellate Court held that an employer could rely on their IME opinions to avoid penalties and fees.)