work-related injury
January 13, 2020 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources, Human Rights, Penalties and Fines,
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.
alternative employment, employment law, termination of employment, undue hardship, work-related injury, workers compensation, workplace accommodation
August 15, 2014 Clear Path Employer Services Health and Safety, HR Policies and Procedures, Human Resources, Union Relations
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.
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
August 1, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
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.”
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
March 2, 2011 Yosie Saint-Cyr, LL.B. Managing Editor Health and Safety, Human Resources, Human Rights
Interim changes to work reintegration policies under the Workplace Safety and Insurance Act came into force recently. The new work reintegration policies formally integrate existing policies on early and safe return to work, re-employment and labour market re-entry.
duty to accommodate, early and safe return to work, employment law, Labour Market Re-entry, policies and procedures, re-employment, Return to work, Return to work policy, RTW, suitable occupation, undue hardship, Work transition, work-related disease, work-related injury, workers compensation, Workplace Safety and Insurance Act, wsib, WSIB work reintegration policies
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
Ageism is a big problem in the legal community. Bay Street firms and others are not interested in applicants' skills, knowledge, etc. unless they are... – Nov 16, 11:05 AM
