Workers' Compensation Laws in Ontario

<p>Creation of a chief prevention officer (B)</p> Signup and view all the answers

<p>Workmen's Compensation Act (C)</p> Signup and view all the answers

<p>To develop a compensation system for injured workers (B)</p> Signup and view all the answers

<p>They have specific legal meanings. (C)</p> Signup and view all the answers

<p>WSIA has age-based rules while HRC prohibits age discrimination (D)</p> Signup and view all the answers

<p>It expanded the focus to include prevention and safety (A)</p> Signup and view all the answers

<p>Essential duties (A)</p> Signup and view all the answers

<p>High-risk industries like mining and forestry (D)</p> Signup and view all the answers

<p>It requires compliance with provincial laws (B)</p> Signup and view all the answers

<p>Work that fits the worker’s abilities after an injury (B)</p> Signup and view all the answers

<p>Healthcare benefits (C)</p> Signup and view all the answers

<p>Adapting jobs to allow injured workers to continue working (C)</p> Signup and view all the answers

<p>A spouse, child, or dependent family member of a deceased worker (C)</p> Signup and view all the answers

<p>High-risk industries pay higher premiums to a collective liability pool. (B)</p> Signup and view all the answers

<p>Government agencies (D)</p> Signup and view all the answers

<p>The company's assessable payroll multiplied by the industry rate (A)</p> Signup and view all the answers

<p>Demolition (B)</p> Signup and view all the answers

<p>They directly pay for all costs related to workplace injuries. (B)</p> Signup and view all the answers

<p>Sixteen industry classes (A)</p> Signup and view all the answers

<p>To protect companies from financial ruin after major accidents. (C)</p> Signup and view all the answers

<p>They do not participate in a collective liability pool and are generally funded by tax dollars. (B)</p> Signup and view all the answers

<p>The Chief Prevention Officer (C)</p> Signup and view all the answers

<p>Casual workers (A)</p> Signup and view all the answers

<p>The injury arose out of and occurred during their employment (C)</p> Signup and view all the answers

<p>Section 14 (B)</p> Signup and view all the answers

<p>Register within ten days of becoming independent (B)</p> Signup and view all the answers

<p>Stress caused by employer decisions (C)</p> Signup and view all the answers

<p>They are treated like injuries if the worker suffers from them (D)</p> Signup and view all the answers

<p>Section 11 (A)</p> Signup and view all the answers

<p>Their benefits might be reduced or suspended. (B)</p> Signup and view all the answers

<p>The employer. (B)</p> Signup and view all the answers

<p>The Board can collect information but keeps it confidential. (D)</p> Signup and view all the answers

<p>60 days. (C)</p> Signup and view all the answers

<p>Participate actively in their return to work process. (C)</p> Signup and view all the answers

<p>The actual employer provides re-employment responsibilities. (D)</p> Signup and view all the answers

<p>Both the Board and the employer. (C)</p> Signup and view all the answers

<p>The Board covers damage caused by the workplace accident. (C)</p> Signup and view all the answers

<p>One year (B)</p> Signup and view all the answers

<p>The employer can prove termination was unrelated to the injury (B)</p> Signup and view all the answers

<p>Offer the worker to take any suitable job that opens up (C)</p> Signup and view all the answers

<p>When it causes undue hardship (B)</p> Signup and view all the answers

<p>It's assumed that the employer did NOT meet their obligation (B)</p> Signup and view all the answers

<p>Labour Market Re-Entry Plan (B)</p> Signup and view all the answers

<p>Construction (D)</p> Signup and view all the answers

<p>Up to one year (B)</p> Signup and view all the answers

A system where injured workers get financial help, often without suing the employer.

Ontario's law that provides compensation and safety for injured workers.

An event that causes an injury, either by deliberate harm, physical risk, or during work.

Changes to a job or workplace to help workers with injuries continue working.

Work a worker can safely do post-injury, matching their abilities while ideally maintaining the same earnings.

Physical or mental damage from an injury (like disfigurement or loss of function).

Money a worker receives, excluding benefits like healthcare.

Core tasks needed to do the job, to achieve the product or service.

To promote workplace health and safety, provide compensation to injured workers, and help workers return to work.

Different parts of the law that cover specific aspects, including worker health, return-to-work programs, and definitions.

Specific meanings for terms used in the WSIA, differing from everyday use and other acts like OHSA.

Potential conflict on age-based rules. WSIA takes precedence over HRC in case of conflict.

Removed from WSIA in 2011 due to a 2010 review. Focus shifted to a new prevention system.

Created to oversee and improve workplace safety in Ontario.

Original act aiming to protect workers in high-risk industries like mining and construction.

Industries like mining, forestry, and construction were initially included in the compensation system.

Companies in high-risk industries, required to join the collective insurance pool.

A system where losses are shared among companies in the same industry group.

Companies (often larger, less risky) that don't participate in the collective pool.

The Act requiring certain high-risk industries to join the compensation system.

The payroll used to calculate premiums for Schedule 1 companies.

The amounts paid by companies to the collective insurance fund.

The regulation that outlines the classifications for Schedule 1.

Industries like demolition, construction, mining, and pulp mills.

Insurance fees for companies that can increase due to rising accident rates.

Generally, all employees of Schedule 1 and Schedule 2 employers are included in workers compensation, with exclusions (e.g., casual workers, executive officers working outside of Ontario).

First responders with PTSD can claim benefits.

Diseases caused by work, listed in Schedule 3, with presumption of work-related unless proven otherwise.

Independent operators, sole proprietors, and partners can apply for WSIB coverage but must register within 10 days.

Workers must prove their injury/disease is work-related (arose from and occurred during work).

The Workplace Safety and Insurance Board (WSIB) covers all medical costs for injured workers. They pay the healthcare provider directly, and workers don't have to pay out of pocket.

Injured workers have the right to select their own healthcare provider, such as a doctor or physiotherapist.

Employers must ensure injured workers get transportation to appointments, and the employer pays for it.

Employers must help workers return to their jobs safely and quickly after an injury. This can involve adapting the work tasks or providing support.

Workers must actively participate in returning to work by following their doctor's advice and communicating with their employer.

Construction workers may face temporary jobs due to project cycles. If injured, they might find their job gone when they recover.

Volunteers in services like emergency services have both a 'deemed' employer (the service) and an 'actual' employer (their regular job).

If there are disagreements, either the worker or employer can contact the WSIB, which will handle the issue within 60 days, usually through mediation.

Employers must rehire injured workers who were employed for at least a year, unless they have fewer than 20 employees.

Changes made to a job or workplace to help an injured worker return to work.

Employers must fulfill re-employment obligations until the worker is fully recovered, reaches maximum medical improvement, or is offered a job by someone else.

If an employer fires a worker within six months of re-employment, it's assumed they didn't meet their obligations.

A plan for workers who can't return to their previous job, helping them find new work based on their abilities.

Factors like permanent disability, lack of available positions, or a changed job market can prevent a worker from returning to their old job.

A Labour Market Re-Entry Plan is needed when a worker can't return to their previous job due to limitations after an injury.