Most occupational harm and sickness cases are fairly discrete occasions, i.e., occasions in which an injury or acute illness occurs, is treated, after which resolves utterly. For example, a employee may undergo a minimize, bruise, or rash from a clearly recognized occasion within the office, receive remedy, and recover fully inside a couple of weeks. At some future time, the employee may suffer one other minimize, bruise or rash from another workplace occasion. In such instances, it is clear that the 2 injuries or illnesses are unrelated events, and that every represents an harm or sickness that must be separately evaluated for its recordability. The relevant question is whether or not or not the harm or illness is work-related, not whether there’s some factor of employer control.