Bill 30 overview Bill 30 overview Todays session will: Provide - - PowerPoint PPT Presentation
Bill 30 overview Bill 30 overview Todays session will: Provide you with an overview of the legislation changes and how they affect you and your injured workers. Highlight your responsibilities under the new legislation. Provide
during the course of employment, and
physician or psychologist using Diagnostic and Statistical Manual (DSM) criteria.
Dignity and respect - You have the right to be treated with dignity and respect. Fairness and impartiality - You have the right to fair and impartial treatment
in your interactions with WCB.
Effective and timely communication - You have the right to effective
communications.
Full and correct information - You have the right to full and correct
information in your interactions with WCB.
Access to information - You have the right to examine all relevant documents
when a decision directly affects your interests.
Privacy and confidentiality - You have the right to privacy and confidentiality.
WCB has made every reasonable effort when:
completed, and
worker, and
the vocational planning and/or job search.
Maximum Compensable Earnings Earnings rate established on the claim for the workers wage replacement benefits. Maximum Assessable Earnings Earnings information that employers submit for premium calculations. Capped at $98,700 for 2018.
90% of the workers net earnings, with no limit.
coverage holders.
injured young workers to the Alberta average earnings rate.
years old and enrolled in an academic/vocational program.
amount (approx. $57,500).
with a five year full pension.
for dependents to complete post-secondary.
retirement benefits when the pension has concluded.
and Decision Review Body (DRDRB) following a decision remains at one year.
Appeal Commission will be extended from one year to two years.
employers’ existing health benefits plan.
workers.
and employers during the review or appeal process.
financial hardship is demonstrated.
Appeals Commission (AC).
Interim relief includes:
employers.
entitlement to current wage loss benefits in the amount of $500 or greater.
financial support, and without interim relief the worker and his/her family would:
ends and WCB will not recover the interim benefit amount that was paid to the worker unless there was deliberate misrepresentation
retroactive benefits, the value of the interim relief will be deducted from the arrears owing to the worker.
amount greater than $500 in premiums (assessments).
to have the matter resolved will place them in significant financial hardship, such as:
portion of its workforce.
aids, dressings, foot orthotics, etc.)
therapy, physio, etc.)
benefits (e.g., Over-the-counter medications, pensions, life and travel insurance, etc.)
them a process to continue to do so.
not be covered for ongoing health benefits.
contributions, WCB will reimburse the worker for expenses incurred and charge those expenses directly to your account.
equivalent of one year’s contributions to the injured worker’s employment health benefits.
and
performing date of accident work, and
and
reasonable effort to educate them on the legislative requirements.
referral to Claims Audit will be completed. They will contact the employer (by phone and in writing) to educate of the potential human and financial implications of their decision.
pocket expenses will be levied to the employer’s
implications may be determined.
parental leaves, employer approved leaves and vacation.
mutual agreement that worker will return to work, or union hall’s hiring process.
pay the worker.
restrictions so the worker can perform the duties safely.
rehabilitation by keeping the worker active and involved in the workplace.
pre-accident level of employment.
employer’s operations.
flexible work schedules.
location.
The claim owner will notify the employer of a fitness for work and the employer is expected to:
work within three days.
with you and the worker to negotiate a timeframe.
Compensation Act prevail over the collective agreement.
seniority provisions.
collective agreement first.
including opportunities contained in other collective agreements under their operations.
communication throughout the recovery.
notify claim owner of any dispute or disagreements regarding the return to work.
return to work.
contract or project, but is dependent on whether the worker could reasonably be expected to return on another contract or project.
an offer that is deemed suitable by WCB or voluntarily ends employment.
employer is expected to offer reinstatement at the beginning of the usual busy season.
benefits during work interruptions (like shutdown, strike, layoffs, terminations) by asking:
entering into a job market due to the injury?
within six months or while still on benefits (e.g., receiving a wage top-up), WCB will presume the employer did not meet their obligation.
reviewed, but must prove (with evidence) the termination was for valid business reasons.
work duties with no restrictions.
due to the work injury/ illness.
sustain the economic, efficiency costs of the
inconvenience.
accommodation required for compensable work injuries.
circumstances, WCB would not consider hardship to arise where the worker is fit for full duties within six weeks.
accommodation.
evidence to demonstrate a hardship.
be applied and the claim will continue as per normal process.
decision or appeal through normal WCB processes.
when dealing with a worker/employer dispute.
decision are made.
decision to not comply with legislation.
contact the employer (by phone and in writing) to educate them on the potential human and financial implications.
employer account. Additional penalties and financial implications may be determined.
accommodate the injured worker without undue hardship
notifying WCB if there are any disputes about the
mediate if needed (unless the notification occurs more than three months after termination).