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work-related injury

By McCarthy Tétrault LLP | 4 Minutes Read January 13, 2020

Reinstatement and accommodation under Alberta’s Workers’ Compensation

For workplace accidents occurring on or after September 1, 2018, non-exempt employers have an obligation under section 88.1 of the Alberta Workers’ Compensation Act (the “WCBAct”) to accommodate and reinstate most workers injured in a work-related accident to their pre-accident position or a comparable position with the same earnings.

Article by McCarthy Tétrault LLP / Employee Relations, Employment Standards, Health and Safety, Human Rights / alternative employment, employment law, termination of employment, undue hardship, work-related injury, workers compensation, workplace accommodation

By Clear Path Employer Services | 2 Minutes Read August 15, 2014

Reasons to object to a workers’ compensation claim

Objecting to the validity of a Workers' Compensation (WSIB) claim or to a decision made by the Board is an important part of effective claims management. Not doing this level of due diligence can be extremely costly for your organization.

Article by Clear Path Employer Services / Employee Relations, Health and Safety, Union Relations / 72 month rule, clear path employer services, compatibility of the injury to the accident, Disability Management workshops, employment law, Jennifer Wright-Tahiraj, legitimate injury or illness, medical treatment sought after the accident, Non-occupational, Reasons to object to a workers' compensation claim, Return to Work efforts, Suspicious or fraudulent claims, witnesses to the incident, work-related, work-related injury, workers compensation, worker’s compensation claim, Workplace Safety and Insurance Board (WSIB), wsib, WSIB's Five Point Check System

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | < 1 Minutes Read August 1, 2013

Most-viewed articles this week on HRinfodesk

The three most viewed articles on HRinfodesk this week deal with the accommodation of Muslim employees during Ramadan and the terminations of a disable employee and an employee who was a “simmering ball of negativity.”

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll, Union Relations / Accommodating employees who observe Ramadan, Alberta Human Rights Commission, canadian employment law, Disability, disabled employee, discrimination, duty to accommodate, employment law, Muslim employees, performance reviews, poor performance, Ramadan, religious accommodation, termination, termination with cause, termination without notice, terminations, work-related injury

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