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l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Focus on ORGANIZING !
This issue of Highlights is full of information from across the
country. In our Provincial Updates, we get a snapshot of the
history and activities of injured worker groups across Canada.
This includes:
Why are groups needed in the first place.
Peer Counseling
Relations with Labour
Successes and Failures
Political Action
In the last 7 years, we have seen the number of injured
workers groups more than double in Canada. Our groups are
getting stronger. They are developing new initiatives to
respond to the needs of their members and the changing
workers compensation systems. We expect this trend to
continue as workers benefits are increasingly under attack.
Our challenge is learning to use the tools and resources
available to become better organized.
We are seeing an increased move to go to the courts to
enforce our rights; from a Supreme Court of Newfoundland
decision to a class action against an employer in Illinois, to suing
an adjudicator in British Columbia.
We hope you enjoy this issue and we welcome your comments
for future issues.
Read on!
Table of Contents
Projects ................................................2
Provincial Updates ....................... 3 - 11
Letters to the Editor ....................... 12
News & Views ........................... 13 - 15
CIWA Info .......................................... 16
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�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us call at 807-345-3429
INJURED WORKERS …
ON THE MOVE
SPEAKERS BUREAU
This is a manual we developed in 1994-95
to help Injured Workers Groups become
better organized. It is a friendly, easy to
use tool with includes sections on:
Building a firm foundation - bylaws,
constitutions and incorporation
Organizing
Leadership
Planning
Coalitions
Resources
One of the ways to expand our membership is to
get the word out. This project does just that.
“An Excellent resource”
Available in both French & English
See the enclosed handbook for more details and
the presenter nearest you.
We have 53 volunteers from all across the country
trained to give presentations on “what it’s like to be
an injured worker.”
We hope to increase the awareness of the barriers
and injustices we face. Then to increase the
support for our cause. You can help.
Arrange for one of our presenters to deliver
a presentation at your next local meeting !
Thanks to the HRDC for supporting this project.
NEW WEB SITE
CIWA/ACVAMT has a new web site at
www.ciwa.ca - Check it out!!
It is loaded with lots of information about
us and lists many local contacts for Injured
Workers Groups and the Canadian Labour
Congress.
Sections of the web site are
History
Objectives
People & Organizations
Projects
Resources
Newsletters
Your Comments
Links
Plans includes more development of the
site in French as well as regular updates to
the newsletter and resources.
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OFFICIAL LANGUAGES
As many of you know, we recently sent out
surveys to local injured groups. These
surveys were done in a combination of
French & English.
The purpose of these questionnaires is to
figure out which publications/resources are
the most useful to you. This will help us
focus our energy on the tools and resources
you find most valuable.
We need your help!!
PLEASE FILL OUT THE SURVEY
AND RETURN TO US ASAP. THANKS.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
C.I.W.A. Board Members
BC... Vacant
……………………………………..
AB ... Jim Burke, Calgary
Calgary Injured Workers Assoc.
SK... Robert Lindsay, Regina
Western Injured Workers Society - Sask.
MN... Wayne Desiatnyk, Winnipeg
Injured Workers Assoc. of Manitoba
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l‟ATTAQ
NF... Phil Brake, Labrador City
U.S.W.A.
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Westville Pictou County
Pictou County Injured Workers Assoc.
PEI... Vacant
ADVISORS…
Andy King, USWA
Orlando Buonastella & Marion Endicott,
IWC
Provincial Updates: Focus on ORANIZING
We welcome your contributions. Please send, fax or e-mail your submissions, letters or
comments to us by December 10th, 1998.
Injured Workers' Groups
…Why Are They Needed?
Like many of you, after being injured, I assumed that
the WCB, the medical profession and my employer
would treat me with respect and fairness. Well,
many of us know the answer to that kind of thinking.
After losing too much of my life to feelings of anger,
bitterness, frustration, uncertainty and fear, I realized
that I must make a decision on what I was going to
do about the mess I was in. That's where an Injured
Workers Support and Information Group came into
the picture.
There wasn't one in my community so with the help
of the Worker Advisor we began to lay the
foundation for a group. Yes, there has been some
rocky hills to climb, but the benefits for myself and
other members have been miraculous. All those
clichés you hear about "Knowledge is Power, In
Unity There is Strength" are for real. The realization
of not being alone is the first benefit from gathering
with other injured workers. From there on it just
takes off. There are so many people and agencies
that are willing to assist and guide you that often you
are left filled with emotions. For example, the
Ontario Federation of Labor offers free training in
regards to WCB awareness and advocacy. You
learn about the Act and how to interpret things in
your file.
Remember, your file is your life and you must
realize that the only person who can really help.... is
you...! The Ontario Network of Injured Workers
Groups coordinates all provincial groups and
maintains pressure on the government to recognize
the struggles of injured workers and legislate
effective changes. The Canadian Injured Workers
Alliance provides information and support across
the country. With these two major networks behind
us, we are beginning to be taken seriously by
employers and governments as well as our former
co-workers who quite often have had their opinions
about Injured Workers.
I believe that through the Injured Workers Groups
we can create employment for ourselves. There are
many areas such as Occupational Health and Safety,
3
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
where we can make an impact. First we must
organize and join together to fight for what we are
rightfully entitled to. It starts with you in your
community, remember you are not alone.
Stay Well......Mike Lawson
Here is United Injured Workers Web Page......
http://geocities.com/HotSprings/Villa/6904/
Pourquoi avons-nous
besoin des groupes de
victimes d'accidents et de
maladies du travail ?
À l‟instar de plusieurs d‟entre nous, à la suite de ma
lésion, j‟ai présumé que la Commission des
accidents du travail (CAT), la profession médicale et
mon employeur me traiteraient avec respect et
équité. Plusieurs connaissent la réponse à cette façon
de penser. Après avoir gaspillé une partie de ma vie
avec des sentiments de colère, d‟amertume, de
frustration, d‟incertitude et de crainte, j‟ai compris
que de devais prendre une décision sur ce que
j‟allais faire du pétrin dans lequel je me trouvais.
C‟est à ce moment-là qu‟un groupe de soutien et
d‟information pour victimes d'accidents et de
maladies du travail est entré dans ma vie.
Il n‟y avait pas de tel groupe dans ma communauté ;
avec l‟aide d‟un conseiller pour travailleurs et
travailleuses, nous avons jeté les bases d‟un tel
groupe. C‟est sûr qu‟il y a eu des difficultés
majeures à surmonter, mais les avantages pour moi
et les autres membres ont été extraordinaires. Tous
ces clichés que l‟on entend selon lesquels « savoir,
c‟est pouvoir », que « l‟unité fait la force » sont
vrais. Le fait de savoir que vous n‟êtes pas seul est le
premier avantage de se réunir avec d‟autres victimes
d'accidents et de maladies du travail. Le reste se fait
tout seul. Il y a tellement de personnes et
d‟organismes qui sont prêts à vous aider que souvent
vous êtes envahi(e) par les émotions.
4
Par exemple, la Fédération du travail de l‟Ontario
offre de la formation gratuite sur la CAT. Vous
apprenez au sujet de la loi et de comment interpréter
le contenu de votre dossier. N‟oubliez pas que votre
dossier est votre vie et que la seule personne qui
puisse réellement vous aider, c‟est vous ! Le réseau
Ontario Network of Injured Workers Groups
coordonne tous les groupes provinciaux et exerce
des pressions sur le gouvernement pour que celui-ci
reconnaisse les luttes des victimes d'accidents et de
maladies du travail et pour qu‟il légifère des
changements réels.
L‟Alliance canadienne des victimes d'accidents et de
maladies du travail fournit de l‟information et du
soutien partout au pays. Grâce à ces deux importants
réseaux, les employeurs, les gouvernements, ainsi
que nos ex-collègues de travail (qui très souvent
avaient leur opinion sur les victimes d'accidents et
de maladies du travail) commencent à nous prendre
au sérieux.
Je crois que par l‟entremise des groupes de victimes
d'accidents et de maladies du travail, nous pouvons
créer des emplois pour nous. Il y a beaucoup de
domaines — comme la santé et la sécurité au travail
— dans lesquels nous pouvons faire une différence.
Premièrement, nous devons nous organiser et réunir
nos forces pour nous battre pour ce qui nous revient
de droit. Tout cela débute par vous au sein de votre
communauté. Rappelez-vous que vous n‟êtes pas
seul.
Portez-vous bien !
Mike Lawson
Voici l‟adresse du site Web de United Injured
Workers :
http://geocities.com/HotSprings/Villa/6904/
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
YUKON
are actively searching to regain some of the strength
lost by our gains, the Workers Advocate position.
The injured workers group in the Yukon is called the
Yukon Injured Workers' Alliance, founded by
Robbie King in 1993. Mr. King, after having a
significant injury while at work, followed by poor
BRITISH COLUMBIA
treatment at the hands of WCB, was lucky enough to
attend an injured workers meeting in Edmonton
while on holidays. After that meeting, having seen
the need for a similar group in the Yukon, he
contacted and got assistance from CIWA and Yukon
Injured Workers' Alliance was formed. Based on the
size and population of the Territory having one
group based in Whitehorse was the best solution.
With the help of CIWA, the group organized quickly
and expanded membership rapidly. Some early
successes and positive media attention helped the
group grow in credibility and numbers. The group
was aided by both opposition Parties at the time, the
NDP and Liberals. When the election was called in
1996, the group actively canvassed all the politicians
running with regards to their stance on WCB issues.
The strength gained by the group through positive
media relations provided for favorable responses and
electorate knowledge of our issues.
We still don't have very good relations with the
Board as they dislike being questioned and having to
answer for their actions. The method we have used
extensively is through the media and questioning our
MPP's.
Some of the current problems facing the Injured
Workers Alliance are our relations with Organized
Labor surrounding who should be worker
representatives on the Board of Directors. We also
have a problem with the Workers' Advocate, not in a
bad way. He has been successful and some of our
members are moving on. It is also giving the Board
and Politicians a way out "go see the Workers
Advocate" or "have you talked to the WA yet".
While he is independent of the WCB (in the Justice
Department) he is still a Government employee and
won't openly criticize the Board in the media. We
July 24, 1998 one of our injured workers tried
unsuccessfully to sue her adjudicator in Provincial
Court. Of course, Section 96(1) reared it‟s ominous
head. However, I believe that Judge H. Stansfield
provided us an answer within his decision. He
wrote, and I quote, “Unless and until the legality or
Constitutionality of Section 96(1) is before the Court
- and by that I mean properly before the Court in a
proceeding in which notice to the Attorney General
has been given under the Constitutional Questions
Act - Section 96(1) is the “law of the land” If
Ms……….. disagrees with that law, her remedy, like
that of any other citizen is to promote a change in
the law.”
We are presently looking into this. As you are
aware, Section 96(1) appears in all WCB legislation,
Canada wide. This could help us all.
We have planned our September 30th meeting, with
guest speaker Carey Vienette, a lawyer from
Swinton & Co in Vancouver to discuss doing a
Class Action lawsuit against the WCB.
Karie Hay
RORY Group
ALBERTA
There are 9 groups in the province which include
Alberta Injured Workers Society Edmonton (AIWS),
Leduc Injured Workers Society (LIWS), Lethbridge
and District Association of Injured Workers
(LDAIW), Red Deer Injured Workers Association
(RDIWA), Calgary Injured Workers Association
(CIWA), North American Chronic Pain Association
of Canada Calgary (NACPAC), Provincial Injured
Workers Coalition Society Edmonton (PIWCS),
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�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Airdrie Injured Workers Living with Disabilities
(AIW and FM/ME) First Step and Beyond Calgary.
They do not belong to a coalition. They are all
separate entities.
At present they are all working together under the
AIWG Alberta Injured Workers Groups as one.
There may be several more groups out there, but
locating some of them is difficult. Some don‟t want
to be found for fear of reprisal from the WCB. Also
there is talk of groups reorganizing as they have
heard CIWA is now present in Alberta.
The Alberta Federation of Labour called for a
meeting of all the Injured Workers group leaders in
the province. They wanted to set up a more solid
relationship with injured workers and decided they
needed an individual who would be elected as a
liaison to better deal with issues involving the WCB.
The biggest success to date is coming together and
sharing the wealth of information each group has
collected over the years.
Most of the problems encountered in organizing
groups in our province were trust, where to hold
meetings, finances and locating all the injured
workers groups within the province. In order to
address these issues we decided that trust is
something we all had to work on. Meetings would
be held halfway in the province. Aid in finances
from our labour organizations, as well making our
government aid in finding these injured worker
groups through the media.
The main priority in Alberta is reinstatement of our
injured workers, support and to establish a better,
fairer process at the WCB. All injured workers in
the province want to have the Government of
Alberta hold a public inquiry into the abuses at the
WCB. Activities have consisted of demonstrations
as well rallies and gathering some of the groups for
outdoor parties or potluck lunches so everyone could
discuss their battles or similar circumstances.
6
Number one point to be made in organizing is
patience and having everyone involved to keep the
interest within the group. The second thing is
putting out the message that such organizations exist
to aid people in need.
The relationship between Injured Workers and the
WCB is very poor in Alberta. Mistreatment, abuse,
lies, very slow in payments to long term claimants,
unjust denial of claims and benefits terminated with
very lame excuses are reasons for a lack of trust.
Tips would be to advertise. Get the word out about
your group - set committees in motion, do fund
raising, setup bylaws & constitutions and put
leadership in place. Robert‟s Rule is a great help for
anyone just starting out as well as Benoit rules of
order, Canadian addition.
Jim Burke
SASKATCHEWAN
In our Province of Saskatchewan we have an injured
workers group called the Western Injured Workers
Society. We only deal with WCB matters and
helping injured workers do advocacy work in
regards to Appeals & Board Hearings as well as
assisting injured workers and their families as a
support group. This is the provincial organization.
We had joined together with the “victims of no-fault
auto insurance” and organized the Voice of the Blue
Rose in 1997. Unfortunately we have found out
through internal problems that we must pull away
and concentrate only on injured workers, as trying to
represent multiple disabled persons only causes
confusion amongst the organization. We felt that
by trying to represent too many different areas that
none of them were receiving proper representation.
So we organized the Western Injured Worker
Society (SASK) only to represent injured workers
and WCB matters.
Some of the successes we have had are the
recognition from Unions, and SFL (SK Federation
of Labour). We have been very successful at solving
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
injured workers claims with WCB and have a very
good rapport with WCB. We also have the
disenfranchised widows as part of our organization.
Some of the problems we have with organizing the
group is funding. We now hope the Union support
we have may help us with that.
We have gone out to employers and unions and
presented ourselves to them. We explained our
objectives and goals, and showed them what we do
for injured workers. We informed them of our
future goals in regards to helping the injured
workers and educating the public on problems they
may encounter if they were to be hurt on the job.
This was very successful and very well accepted.
We are now looking forward to donations, such as
office space, office supplies, and possibly funding.
Some of the lessons we‟ve learned in organizing a
group is you must not become too diversified. You
must concentrate on one area and do the best you
can to represent injured workers. Concentrate a
little more on a support group. Master all policies
and legislation in regards to WCB.
Our relations with WCB are very good. They
recognized our organization, which only represents
injured workers. We have no problem going to
WCB and negotiating an individual‟s claim.
We think organizing your group is showing support
to the injured worker: by being honest,
understanding, caring and straight forward with
injured workers, by not leading them on that you are
a miracle worker. There is no guarantee you can
win their case.
Be organized, be strong and stay focused. Show and
tell everyone that the injustices done to injured
workers must be addressed. The WCB and
government must become accountable.
MANITOBA
Manitoba has only one group, which is the Injured
Workers Association of Manitoba Inc. The IWAM
has, on several occasions over the past few years,
endeavored to organize other groups throughout the
province. We had a team go out to six urban
communities to assist in setting up injured worker
groups.
One of the biggest stumbling blocks with respect to
organizing is that injured workers are more focused
on their own personal case, rather than the formation
of an injured workers group which would assist
them and others who are enduring the same type of
circumstances.
Our relationship with the WCB in Manitoba is fairly
good.
The office for the Injured Workers Association of
Manitoba was re-established, and has been back in
operation since April „98. The emphasis was on
providing advocacy services in the past and although
IWAM still provides this service, the main emphasis
has been placed on peer counseling.
Since we started in April, we have printed and
circulated brochures around the city. Information
was collected from other agencies in the city, in
regards to the services they provide, and are used as
a referral base. As of April 15th, the WCB began to
refer clients to IWAM. Since that time the numbers
of clients have been steadily increasing.
As stated, the objective of the program is to provide
peer counseling to injured workers. The counselor
assists workers to deal with the psychological
ramifications of their injury and to provide support.
In addition, the worker is assisted to return to work
through a variety of means. Referrals to agencies
that are already providing employment services are
utilized, while other services are provided in house.
Of the callers that we have had to date, the major
concern is their financial status and their ability to
7
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
continue working. The injured worker generally has
a considerable amount of information to
comprehend and accept. Many are confused as to
how all things fit together and how it will effect
them in the future. Whether or not this information
is given to the client by WCB, they sometimes
require that it be given to them several times before
they fully comprehend or sort out the details.
In over 80% of the calls, the clients are in a state of
crisis. In general, most of these callers are able to
talk out their concerns and re-evaluate their situation
to a point where they are no longer in crisis. Once
they have talked out their situation, options are
suggested to them or referrals are given to the client
to assist them. The clients are presented with
options in order to empower them to make choices
that they feel best suit their needs and to take control
of their own life.
In order to evaluate whether the clients are satisfied
with the service, or that there is a need for this type
of service, statements and their sincerity denoting
satisfaction are noted. In summary, many callers felt
they had no one to talk to about their situation.
Others felt that no one was listening to them and
they had to deal with everything on their own. Many
callers were very appreciative for our listening to
them when they felt they were just rambling on.
When callers did make a positive comment, it was
said with considerable sincerity.
The peer counselor position allows callers to vent
their frustrations and to re-evaluate their situations
in a safe and constructive manner. This helps to
alleviate unfortunate situations, whereby individuals
feel their situation is hopeless or situations where
threats are uttered against ones own life or others.
In summary, providing injured workers with a place
to talk out their concerns, fears, and to provide them
with support, alleviates many of the frustrations that
are encountered when one is injured. As the number
of clients increase, the types of services provided by
IWAM can also increase to meet the needs of the
injured worker. IWAM looks to the future to assist
injured workers and help them regain their lives.
Wayne Desiatnyk
8
ONTARIO
There are approximately 34 active groups in Ontario
who belong to the Provincial Network. There are
other injured worker groups in our province but are
fee for service, which is against the Ontario Network
of Injured Workers Group‟s (ONIWG) Constitution.
The ONIWG was formed in 1990 with about five
groups. During the struggle over Bill 162, we
expanded every year through organizing by our vice
presidents and president. This was very
controversial with the government at that time.
Our successes are many. (1) Working together, (2)
Seminars, (3) Trained advocates, (4) an Annual
Conference, (5) Support from the local groups.
Some problems do arise with some groups, mainly
because there are people who have differences of
opinions or feel, because they are president or on the
executive board, they own the group. You must
keep your members involved.
The ONIWG has always had a fair relation with the
WCB and is still ongoing. The ONIWG top
executives speak on behalf of all injured workers
groups at the Board.
To organize an injured workers group you must get
other groups involved such as Legal Clinics, or other
advocates, activists, labour and injured workers.
Advertise a town meeting and ask these people to
cover the associated costs of holding a public
meeting. When word gets around, you will succeed.
Joan Crevar
QUEBEC
As it is often the case, the injured workers‟ groups in
Québec got together when faced with an attack on
their rights from the CSST (Québec WCB). It was
in 1981 that they felt the need to regroup in order to
coordinate their struggle and that ATTAQ, our
provincial network in Québec, was founded. At that
time ATTAQ regrouped 12 injured workers‟ groups.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Since then, most injured workers groups remained
poor, 2 of them disappeared, while others were able
to develop. Our provincial network allowed for
weaker organizations to be in touch with stronger
ones and to benefit from their experience that all
were quite happy to share. After working on the
funding issue for many years, most injured workers‟
groups in Québec now have enough funding to hire
at least one person full time.
We are now faced with new challenges in organizing
since the reality of many ATTAQ members has
changed with the funding obtained. That is why
ATTAQ will visit all its member organizations in
the province while meeting with 2 new ones that
wish to join our network. The strengthening of our
member organizations will be the big task of the
year to come and an important one. In effect, we
will need strong injured workers‟ groups in the near
future since the government has announced its
intention of reducing our benefits as well as the
coverage offered by the compensation system in
Québec.
Workers group. To my knowledge, these groups do
not hold regular meetings.
EDMUNDSTON AREA
The one group that was active in this area, the North
West Injured Workers Association, was chaired by
an injured worker that started his own business. He
started a consulting firm that would represent an
injured worker when they had to deal with the
WHSCC, for a fee. The last I heard of this group
was that they too were not having regular meetings.
SAINT JOHN AREA
In the time that I have been active, Saint John has
had three injured workers‟ groups. The most recent
group meets irregularly and sometimes only has
executive members present.
Injured workers‟
represented by this executive, union activists or the
Worker‟s Advocate regularly fight with the
Commission for what they are entitled to.
MONCTON AREA
Liane Flibotte
ATTAQ
NEW BRUNSWICK
Over the years, New Brunswick has had numerous
injured workers‟ groups start but fold after a short
time. How many active groups there are at present
is a difficult question to answer. But let me try.
The Workplace Health, Safety and Compensation
Commission (WHSCC), formerly WCB, divides
their operations into four (4) regions around the
province: North East (Campbellton, Miramichi
area), North West (Edmundston area), South West
(Saint John area) and South East (Moncton area).
I‟ll use their geographics to relate to the injured
worker‟s groups around the province.
CAMPBELLTON, MIRAMICHI AREA
This area had two active groups at the same time:
the Acadian Peninsula and the Campbellton Injured
In the past, injured workers were represented by
union activists. Presently, a new group is trying to
establish itself. We are hoping for more success this
time.
New Brunswick has no provincial organization or
coalition.
Why no truly active local groups?
Why no
provincial organization?
I believe lack of
organizational skills is to blame. I‟m not saying this
is deliberate. I believe that those who have
attempted to help others were doing so for all the
right reasons. Their down fall is due to the fact that
organizational resources were not readily available
to them. If they were, continued support wasn‟t
available.
The Workplace Health, Safety and Compensation
Commission (WHSCC) of New Brunswick, is well
established in the province. Policies and directives
are in place; legislation is amended from time to
time; and operational funds are constant. The
9
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
WHSCC is constantly changing. It is difficult,
anytime, to be fully familiar and informed about the
legislation.
On the other hand, injured workers‟ groups are
disorganized, not structured, constantly trying to
finance their activities and, just like any normal
household, they end up fighting amongst themselves
about money. No money, no meeting hall; no
money, no supplies for a newsletter, etc. I have also
noticed that some injured workers will no longer be
active once their issue is resolved with the
Commission. Why? I don‟t know! However, I do
know that it is time to establish a provincial
organization. An organization by its very structure
that will survive over time and support those injured
workers, and their families, when they are in need,
whatever that need might be.
Wendy McGee
NEWFOUNDLAND
ORGANISER DES GROUPES DE VICTIMES
D‟ACCIDENTS ET DE MALADIES DU
TRAVAIL
À Terre-Neuve et au Labrador, il y a trois groupes
qui aident les victimes d'accidents et de maladies du
travail à obtenir leurs droits en vertu de la Workers‟
Compensation Act (loi sur les accidents du travail).
Deux de ces groupes sont situés dans l‟île
proprement dite et le troisième se trouve au
Labrador. Bien que nous soyons trois groupes
distincts, nous collaborons ensemble dans la mesure
du possible, nous partageons des renseignements sur
différentes questions a mesure qu‟elles se
présentent.
La NLIWA a été fondée en 1993 et s‟est développée
en neuf sections à travers la province ; elle appuie
les victimes d'accidents et de maladies du travail
dans leur lutte pour obtenir un système
d‟indemnisation des travailleurs et des travailleuses
qui soit juste et équitable. Nous avons présenté
plusieurs demandes à la Workers Compensation
Commission ainsi qu‟au gouvernement dans le but
10
d‟améliorer le système. Certaines de nos
recommandations ont été acceptées sous forme de
modifications dans les politiques, lesquelles se sont
avérées positives pour les victimes d'accidents et de
maladies du travail.
Le mandat de la NLIWA est d‟améliorer
considérablement le système d‟indemnisation des
victimes d'accidents et de maladies du travail et de
leurs familles. Pour atteindre cet objectif, nous
avons entrepris d‟exercer des pressions sur notre
gouvernement afin qu‟il opère des changements
législatifs ; nous avons rencontré des dirigeants de la
Commission pour discuter des problèmes des
victimes d'accidents et de maladies du travail.
Comme n‟importe quel groupe, nous avons connu
des difficultés de croissance, mais grâce à d‟autres
groupes qui ont l‟expérience de l‟organisation, nous
sommes aujourd‟hui autonomes et bien structurés.
Nous profitons toujours d‟un bon réseau de soutien
pour y puiser de l‟expérience au sujet des
nombreuses questions qui nous assaillent dans nos
relations avec la Commission.
Notre conseil à n‟importe quel groupe qui éprouve
des difficultés à s‟organiser, c‟est d‟être patient et
d‟apprendre par ses erreurs et de profiter de
l‟expérience des membres syndiqués, de la
communauté juridique, des gestionnaires du
gouvernement, des groupes d‟invalides, de
Développement des ressources humaines Canada,
ainsi que d‟autres organismes au sein de sa
communauté.
Austin Haynes
ORGANIZING INJURED WORKERS' GROUPS
In the province of Newfoundland and Labrador there
are three different groups up and running helping
injured workers fight for their rights and
entitlements as prescribed by the Workers'
Compensation Act. Of these groups two are on the
island portion of the province and the third is in
Labrador. Although we are different groups, we
work together when possible. We share information
with each other on issues as they arise.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
The Newfoundland and Labrador Injured Workers
Assoc. (N.L.I.W.A.) was formed in 1993 and has
since grown to have nine chapters across this
province helping injured workers in their struggle to
have a fair and balanced system of Workers
Compensation. We have put many requests to the
Workers Compensation Commission and our
Government to improve this system. Some of our
recommendations have been approved by way of
policy changes that were positive to injured workers.
N.L.I.W.A.‟s mandate is to have a much improved
system of Compensation for injured workers and
their families. In trying to achieve this goal, we
have
taken on the task of lobbing our Government for
legislative changes. This includes meeting with
officials from within the Commission to discuss the
concerns of injured workers.
As with all groups, we experienced growing pains,
but with the help of others who have experience in
organizing we are today self - supporting and well
organized. We still have a good support network of
people to draw experience from concerning the
many issues that we encounter in our dealings with
the W.C.C.
Our advice to any group who are having problems in
getting organized is to be patient and learn by your
mistakes and draw on the experience of union
members, the legal community, government
officials, disability groups, H.R.D.C., and others
from within your own community.
Unfortunately, far too often the local group will
begin to go downhill and eventually folds. This is
due to two main reasons.
1) Internal conflict
2) Burnout of leadership
These are some of the challenges faced in Nova
Scotia.
This past year, injured workers got national media
attention during a sit-in in the Premier‟s office. This
increased the public awareness of the problems
faced by injured workers.
PRINCE EDWARD ISLAND
In the past year, we have been in touch with two new
injured workers groups on Prince Edward Island.
This is our first contact on the Island and we hope
the groups there grow and prosper.
Want to get involved ?
To connect with the injured workers group
nearest you, check out our website at
www.ciwa.ca and click on people and
organizations. Or call the office at (807)
345-3429.
Austin Haynes
NOVA SCOTIA
Organizing injured workers groups in Nova Scotia
has had it‟s ups and downs, much like other regions
of the country. Injured worker groups have surfaced
in many communities across the province. Some
grow and become active in their local communities.
As well, they have lobbied Politicians and the WCB.
11
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Letters to the Editor
Dear Editor:
think of Bill 99, and all the other cuts to those in
need.
"NEVER GIVE UP".
For five years, one of our group members has gone
through the stressful hassle with WCB. From phone
calls, faxes, answering machine calls …………not
returned. Letters, repeated doctors visits ,lost
reports, misplaced information, "YOU NAME IT",
she went through it all.
Our group supported her all the way. What a
wonderful day it was when she heard from the
OWA, she won her appeal.
I hope this will give others "hope" "YOU TOO CAN
WIN".
Lily Bergman
Kenora Injured Worker Group .
ps Congratulations on your Newsletter. It is great
reading for injured workers,
Contact the Ottawa and District Labour Council at
613-233-7820 for more info.
Doug Perrault
President
ORGANIZING ON THE NET
As we grow more comfortable with the
internet, we will be learning new skills and
acquiring new tools. These may have a
tremendous potential for organizing; for
including more people; for broadening the
discussion.
We will need to share our successes with
each other so we can fulfill this potential.
One of the ways to do this is through
injuredworkers.online.
Dear Editor:
Great site! (Referring to the new CIWA/ACVAMT
website) Just to let everyone know, the Ottawa and
District Labour Council's Labour Day Parade, held
on Sept 7th, had a trophy awarded to the best float or
entry. The Ottawa & District Injured Worker Group
won 1st place. Pictures will be sent if you can
publish on your site.
injuredworkers.online
is a new website coordinated by a group of injured
workers, union activists and community legal
clinics based in Toronto.
The O.W.A. is inviting all area groups to a meeting
with Ministry of Labour Staff to discuss the OWA‟s
continuing role in relation to injured workers. We
need as many ( free) advocates to help as we can get.
I suggest presenters keep that in mind.
Join injuredworkers.online by sending the
message (not in Subject line) subscribe injured -l
and your email address without the brackets.
Those who can, plan to be in Ottawa on Oct 17th.
Mike Harris is having his pre-election Tory
convention and we want to let him know what we
12
Check it out.
Send message to:
majordomo@list.web.net
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NEWS & VIEWS
Campaigns of the Ontario Federation of Labour
The 1995 OFL convention set in motion a 'Fight
Back' campaign to counter the regressive policies of
the current provincial government under Premier
Mike Harris. The Campaign is a combination of
action, education and grass roots mobilization.
Organize new members to protect as many workers
as possible from the Harris agenda. Make it a
priority for unions to affiliate to labour councils and
the OFL, with an emphasis on the participation in
labour councils of key local union leadership.
Educate and mobilize local activists, work with
labour's community partners across the province.
Affiliated unions will meet with their employers and
deliver a clear message that employers cannot
support the Harris agenda. Expect harmonious
labour relations, regional and provincial strike
support committees established, convey to the
general public the value of quality public services
Pursuing this action plan requires the OFL to work
closely with the New Democratic Party of Ontario,
its caucus members and riding associations.
Building links with community groups opposed to
the Harris agenda begins with our political partners,
without whom most of the gains we are struggling to
defend would not have been achieved in the first
place.
Wayne Samuelson, President, O.F.L
Telephone: 1-416-443-7678
…………….…………………………………
MIKE HARRIS GOODBYE PARTY
OTTAWA, OCTOBER 17
…………….…………………………………
Mike Harris will attend his last Tory policy
convention as Premier, October 16 - 18 in Ottawa.
This is the final policy convention before a
provincial election expected in the spring.
Activists in the Ottawa area are working with the
Ontario Coalition for Social Justice, the Canadian
Federation of Students and the OFL to organize a
fitting GOODBYE to Harris and his cronies.
"This is an opportunity to remind the Tories and the
provincial media about the damage this government
has done the most vulnerable people in our province,
" said OFL president Wayne Samuelson. "People
who care about Ontario have got to make their way
to Ottawa to bid Harris goodbye ……. And good
riddance!"
Mark your calendar now to be in Ottawa on
Saturday, October 17.
TOOLBOX OF BARGAINING RIGHTS
The Canadian Labour Congress (CLC) has
created a new resource for union activists
and workers’ compensation advocates.
They have collected copies of actual
contact language covering the areas of:
health and safety
environment
labour standards
the duty to accommodate
workers’ compensation
There are a number of examples of good
language that you can use in the next round
of negotiations. Also included is a model
checklist which can act as a guide for
negotiators.
You can order the toolbox or get more
information from Amber Hockin at the CLC
(613) 521-3400.
13
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Newfoundland
Supreme Court Decision
There was a recent Supreme Court of
Newfoundland decision in which an injured
worker and his wife were successful in suing the
Workers‟ Compensation Commission for mental
suffering. This resulted in a total settlement of
almost $100,000.
Copies of the 55 page decision are available for
$10 from the CIWA/ACVAMT office.
Media know-how
Learning To Live With Editors
Editorial line-ups
Periodicals have editorial calendars, writers‟
guidelines, readership profiles for advertisers. Study
these and back issues. Editorial fit, good writing
and readership relevance will interest an editor.
Canadian Periodical Index
The Canadian Periodical Index lists stories
from hundreds of periodicals, showing title,
publication, issue, date, page reference. Study it for
keywords and to see how stories have played. (ISSN
1192-4160)
Response Time
A journalist may need to play voice mail tag
with twenty sources, do a dozen phone interview,
draft and polish a 2,000 word story … for a oneweek deadline. Return all media calls within 20
minutes. You‟ll make friends.
Contact Log
Start a sheet on every story: Create
date/time, journalist, paper/station, phone, fax, Email, topic, approach to story, also contacting,
14
Ontario Network Of Injured
Worker Groups Provincial
Conference
The Ontario Network of Injured Worker Groups
(ONIWG) is holding it‟s 8th Annual Conference in
North Bay, Ontario from October 21 - 25, 1998.
The focus of the conference is
……..Preparing for the Future”.
For more information phone Francis Bell at:
1 807-622-8897
To Register phone Joan Crevar at:
1-905-387-1894
deadline, run date section/program, action, date,
time, person, comment. Use it to stretch your goals
in being responsive.
Co-ordination
The benefits of coordinated media relations
are: response time fast, story lines identified,
background information available, the right
spokespeople involved, people and locations
prepared, approvals determined, PR counsel
available.
In-depth interviews
Imagine a conversation where the other
person is pulling written sentences out of a hat.
When you generate media interest, you should be
prepared to do in-depth interviews. Genuine leather
has crease, grain, character. You can be both real
and positive at the same time. You‟ll gain
credibility.
Al Czarnecki APR is president of Al
Czarnecki Communications (416) 261-9828. You
can find more resources relating to public relations
and social marketing on his World Wide Web site www.web.net/alcom.
Thanks to Sources for this article.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
OCCUPATIONAL CANCERS
WCBs Compensate Few
In 1995 there were 16,400 cancers in BC. In 1995
the BC WCB accepted 15 cases of occupational
cancer, or less than 0.1% of all cancers in the
province. In 1997, the figure was only 8 cancers
accepted. Even a conservative estimate of 10% of
all cancers being work-related (which we dispute)
would show that 1,640 cancers should have been
accepted by the WCB.
What is the figure for your province? If you don‟t
know, contact your provincial Workers‟
Compensation Board (in Ontario now called WSIB),
and ask them.
“One of the reasons Boards don’t accept more
cancer claims is because we don’t file them,”
explained CAW National Representative and Board
of Director of Manitoba‟s WCB, Karen Naylor, at
the June CAW Occupational Cancer Claims
Conference. Local 1959 President, Harold Whitson,
has taken a lot of initiative in this regard by
uncovering 34 cases of cancer, possibly work
related, among his members who work at the
Windsor salt mine and production facility.
Bros. Whitson has submitted their names to the
Ontario WSIB and will follow up with additional
information to attempt to establish claims for the
members or their families if the member has passed
away.
INJURED WORKERS GO TO
COURT
A group of injured workers in Illinois have gone to
court to regain their jobs following injury.
The Court decided:
“The plaintiffs in this case represent a class of
individuals who sustained permanent injuries while
working on the production line of a meatpacking
plant owned by the Excel Corporation (“Excel”).
These permanently restricted employees sought to
continue working for Excel in their original jobs or
in some other capacity but were placed on medical
layoff and eventually were terminated. They filed
their complaint as a class action, alleging that
Excel‟s unfair employment practice of laying off and
terminating its employees because of their
disabilities violated the Americans with Disabilities
Act (“ADA”), 42 U.S.C. sec.se.121010-213. The
district court granted Excel‟s motion for summary
judgment; the plaintiffs timely appealed. For the
reasons that follow, we reverse the judgment of the
district court and remand the case for proceedings
consistent with this opinion.” - Decided: August
28, 1998
If you know of someone in your workplace who has
contracted cancer as a result of his or her work,
make sure your local union officers and WCB or
benefit rep knows about it so a claim can be filed. If
you need medical evidence in support, ensure that an
occupational health clinic doctor is able to see the
individual or their worker‟s family
Reprinted from the CAW Newsletter.
15
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
C.I.W.A. / A.C.V.A.M.T.
Phone:
Fax:
Fax
E-Mail
807-345-3429
807-768-7240
807-344-8683
ciwa@norlink.net
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, Ontario. P7B 6E3
URL www.ciwa.ca
THE
CANADIAN INJURED WORKERS ALLIANCE
L’ALLIANCE
CANADIENNE
MALADIES DU TRAVAIL
SPECIAL THANKSDES
TO VICTIMES D’ACCIDENTS ET DE
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Canadian Injured Workers Alliance
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CIWA Highlights Newsletter Fall 1998
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Articles about Injured Workers' Groups needed; Provincial updates on Injured Workers' Groups.
"Injured Workers...On The Move" resource; Speakers Bureau; Survey for CIWA; Letters to the Editor: Injured Workers' Group success, OWA and Ministry of Labour meeting.
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1998
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Labour and Labour Unions
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Text
l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Focus on Appeals
All across the country, each working day, hundreds of injured workers are
attempting to make someone “in Appeals” understand their particular
situation. Probably about 60% of them will be successful.
At the inception of the Workers‟ Compensation system in Canada, Chief
Justice Meredith (the architect) ruled against allowing decisions of the
Board to be appealed to the courts. It would undermine the very purpose
of the compensation system by allowing relatively wealthy employers to
harass injured workers who had neither the financial resources nor the
health to withstand such actions.
Workers‟ Compensation benefits, however, are adjudicated on the basis of
forms and reports which can all too often lack detail or can be easily
misinterpreted.
An internal appeal system has developed which has served to provide the
human face to those forms; to render justice in those cases which don‟t fit
the usual mold; and to improve policies by exposing the upper echelons of
the Board to the realities of the life of the injured worker. External
appeals systems have also developed which provide an important
impartial second look at both individual claims and, through them, the
interpretation of the Act.
In some jurisdictions, employers have very limited rights to challenge
injured workers‟ claims, while in others, financial incentives have created
an entire strata of „consultants‟ who will appeal all aspects of an injured
workers‟ claim on behalf of the employer.
In some provinces, it may be that the system is still improving, but in
many, changes are occurring which will drastically reduce the value of the
appeal system for injured workers: introduction of time limits; reduction
of independence; removal of policy-changing powers; a push to
“mediation and settlement” concepts; and perhaps most tellingly - an
attempt to discourage actual hearings where an injured worker can explain
the complexities of his/her claim to someone who should be providing
undivided attention.
An independent powerful appeal system which guarantees the opportunity
for an “eye to eye” hearing, is extremely important for injured workers.
As we fight for improvements, it is valuable to share the knowledge of
what is happening across the country.
Table of Contents
Projects ................................. 2
Provincial Updates ........ 3 - 11
April 28 ................................. 11
Dear Andy ............................. 12
Lung Cancer Case ................ 13
Ergonomics ........................... 14
Letters to the Editor ........ 15
CIWA Info ........................... 16
1
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us call at 807-345-3429
TOGETHER WE CAN WIN
We are really pleased by the response to
these new resources. We have received
orders for over 500 copies of these tools
and are preparing for our third printing.
The interest has ranged from major
national unions, Workers Compensation
Boards, provincial and federal
governments, major employers and of
course, injured workers and injured
workers groups.
The video is being shown on community
TV stations, at public meeting sponsored
by the OFL, in training sessions at the WCB
and at injured workers meetings.
Thanks for your support.
NEW STAFF AT THE OFFICE
We are pleased to welcome Tara Lewis as
our newest full time staff member. She
comes with experience in community
development, awareness programs in the
schools and is bi-lingual.
We hope to have Tara develop a program to
raise awareness among young people about
hazards in the workplace. It sure is great
having Tara working with us!!
2
SPEAKERS BUREAU
A wonderful letter of praise which
we received after our session in
New Brunswick. Thank You!
Dear Steve:
Just a note to say that it was a pleasure to meet you
in Moncton during our training session. You and
your organizing committee are to be commended for
putting on this three day Speakers Training Session.
The accommodations at the Memramcook Institute
were first class, the training sessions were
professional and informing and most importantly
were fun.
I think that all those who participated, left this
training session enriched with the knowledge you
and your facilitators shared with us. Not forgetting
all those who participated in this training session, the
experiences and the exchange of ideas and the
information shared, was enlightening and
educational for all.
We all arrived at the Memramcook Institute as
strangers and left as friends. This in itself was worth
the pain and suffering that we as injured workers
experienced. The consideration shown by you and
your committee knowing that we all have limitations
because of our injuries was much appreciated and I
thank you for that.
In closing, on behalf of myself and Ron Jesso, I
would like to extend to you and your team, our
heartfelt thanks and appreciation for inviting us as
members of the Newfoundland and Labrador Injured
Workers Association to participate in this training
session.
Kindest Regards
Austin Haynes
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
C.I.W.A. Board Members
BC... Don McGregor, Prince George
Northern Association of Injured & Disabled
Workers
AB ... Vacant
SK... Robert Lindsay, Regina
Voice of the Blue Rose Advocacy
MN... Wayne Desiatnyk, Winnipeg
Injured Workers of Manitoba
ON... Lesley Penwarden, St. Catharines
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l‟ATTAQ
NF... Phil Brake, Labrador City
U.S.W.A.
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Westville Pictou County
Pictou County Injured Workers Assoc.
PEI... Vacant
Provincial Updates: Focus on APPEALS
The next issue of the newsletter will
focus on Chronic Pain. We welcome
your contributions. Please send, fax
or e-mail your submissions, letters or
comments by May 29th.
APPELS
Partout au pays, à chaque jour ouvrable, des
centaines de victimes d‟accidents et de maladies
du travail essaient de faire comprendre leur
situation particulière à quelqu‟un des tribunaux
d‟appels. Environ 60 % de ces personnes
réussissent.
Lors de la création du système d‟indemnisation
des travailleurs et travailleuses au Canada, le juge
en chef Meredith (l‟architecte du système) avait
statué contre le fait qu‟on puisse en appeler des
décisions de la Commission devant les tribunaux.
Permettre à des employeurs relativement riches de
harceler les victimes d‟accidents et de maladies du
travail qui n‟auraient ni les ressources financières
ni la santé de vivre ces procédures amoindrirait la
raison d‟être même du système d‟indemnisation.
Par contre, les prestations d‟indemnisation des
travailleurs et des travailleuses sont accordées sur
la base de formulaires et de rapports qui, trop
souvent, manquent de détail ou peuvent être
facilement mal interprétés.
Un système d‟appel interne a été développé,
lequel a servi à donner un visage humain à ces
formulaires, à rendre justice dans les cas qui
sortent de l‟ordinaire, et à améliorer les politiques
en exposant les niveaux supérieurs de la
Commission aux réalités de la vie de la victime
d‟un accident ou d‟une maladie du travail. Des
systèmes d‟appel externes ont aussi été
développés qui permettent un deuxième regard
impartial important sur les réclamations
individuelles ainsi que sur l‟interprétation de la loi
grâce à ces réclamations.
Dans certaines juridictions, les employeurs ont des
droits très restreints pour contester les
réclamations de victimes d‟accidents et de
maladies du travail, tandis que dans d‟autres, les
mesures incitatives financières ont créé toute une
strate de « consultants » qui en appelleront de tous
les aspects d‟une réclamation d‟une victime d‟un
accident ou d‟une maladie du travail au nom de
l‟employeur.
Dans certaines provinces, il se peut que le système
continue de s‟améliorer. Mais dans plusieurs, il y
a des changements en cours qui vont amoindrir
considérablement la valeur du système d‟appel
pour les victimes d‟accidents et de maladies du
travail : introduction de délais… réduction de
l‟autonomie… retrait de pouvoirs modifiant les
politiques… une impulsion vers les concepts de «
3
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
médiation et règlement »… et, sans doute ce qui
est le plus révélateur, une tentative de décourager
les audiences qui permettent à une victime
d‟accident et de maladie du travail d‟expliquer la
complexité de sa réclamation à une personne qui
devrait lui accorder toute son attention.
Un puissant système d‟appel indépendant qui
garantisse la possibilité d‟audiences face à face est
extrêmement important pour les victimes
d‟accidents et de maladies du travail. Tout en
nous battant pour des améliorations, il est
important de partager les connaissances sur ce qui
se passe partout au pays.
YUKON
La situation à la commission des accidents du
travail du Yukon évolue sans cesse. La législation
est prévue pour l‟automne 1999 ; les personnes
concernées font de plus en plus de contributions
envers la politique à appliquer ; on est en train
d‟aplanir les processus d‟appel. Nous percevons
tout cela comme des gestes positifs posés par un
président du conseil d‟administration progressif,
par un nouveau président intérimaire de la
commission et par le gouvernement NPD.
Les changements ont débuté par la création d‟un
poste de défenseur des travailleurs et travailleuses,
financé et administré par la commission, et
répondant seulement au ministère de la Justice,
accessible sans frais aux travailleurs et
travailleuses. Le processus d‟appel comporte deux
paliers, le deuxième étant constitué du conseil
d‟administration. Le premier niveau (comité
d‟examen interne) accusait des retards prononcés
entre l‟audience et la décision. Ceci est en train
d‟être corrigé avec la désignation d‟un président
permanent pour le comité en la personne de
l‟ancien défenseur interne des travailleurs et
travailleuses. Les décisions sont maintenant
rendues fondées sur la législation et sur la
politique avec un raisonnement clair.
Tous ces changements positifs ne se font pas
facilement ; nous subissons toujours l‟héritage du
dernier président du conseil et des trois derniers
4
présidents de la commission en deux ans.
Quelques réclamations n‟ont pas été traitées
correctement dans le processus de l‟appel
précédant les accusations qui sont traitées par
l‟entremise du conseil d‟administration ou de
l‟ombudsman en vue de les soumettre à nouveau
au système mais de façon appropriée.
Malgré la situation reluisante que j‟ai décrite, il y
a encore des écueils. Vous ne pouvez pas montrer
de nouveaux trucs à un vieux chien.
L‟administration a de la difficulté à voir son
autorité contestée, à justifier et à documenter ses
décisions, et à exécuter les décisions du processus
d‟appel. L‟attaque la plus à craindre viendra, à
mon avis, dans le proche avenir. La pression
économique et les coûts de la commission seront à
la hausse à mesure que nous essayerons de
remettre cette voiture sur ses roues. Ces
changements coûtent très cher. Les coûts
augmenteront à mesure que les victimes
d‟accidents et de maladies du travail recevront des
droits complets et que la fin des prestations
commencera à être fondée sur le recouvrement
médical et/ou sur la réadaptation.
J‟entrevois une lutte pour maintenir le cap en
encourant ces coûts assez longtemps pour que le
système se stabilise à un niveau où les lésions et
maladies diminuent (la sécurité est rentable) et
que la durée des réclamations soit réduite grâce à
une réadaptation efficace permettant de réintégrer
les victimes d‟accidents et de maladie du travail
dans le vrai emploi.
Things at the Yukon board are generally in a state
of flux. Legislation is scheduled for Fall 1999,
input to Policy from the stakeholders is
progressing. The appeal processes are being
straightened out. All of which we see as positive
steps being achieved by a progressive WCB Chair,
new acting President and NDP Government.
The changes started with formation of a Workers
Advocate position funded by the WCB,
administered and only answering to the Dept. of
Justice, provided at no cost to the worker. The
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Canadian Injured Workers Alliance
appeal process is 2 levels with the second being
the Board of Directors. The first level (Internal
Review Committee) had been experiencing
lengthy delays between hearing and decision.
This is being overcome with the appointment of a
permanent chair, who was the previous internal
workers advocate. The decisions now are coming
out based on legislation and policy with clear
rationale attached.
All of these positive changes are not coming
easily. We‟re still suffering the baggage of past
Chair and the previous 3 Presidents in 2 years.
There currently are a number of claims that were
not handled properly through the appeal process.
These are being dealt with through the Board of
Directors or Ombudsman to return them to the
system properly.
Despite the rosy picture I have portrayed, pitfalls
remain. You can‟t teach old dogs new tricks. The
administration is having difficulty having their
authority challenged, having to justify and
document their decisions and implement decisions
of the appeal process. The most fearful attack, I
believe, will come in the near future. The
pressure of the buck, the costs at the WCB, will be
increasing as we try to get this wagon back on
track. These changes are all expensive. Costs
will increase as injured workers receive full
entitlements and termination of benefits start
being based on medical recovery and/or
rehabilitation.
I foresee a battle to stay the course incurring these
costs long enough for the system to level out at a
point where injuries go down (because safety is
cost effective), and the duration of claims reduced
by effective and proper rehabilitation returning
injured workers into real employment.
BRITISH COLUMBIA
In BC there are essentially three levels of statutory
Appeal. This is excluding the administrative
systems for reviewing decisions within the
department and the Judicial review process
through the courts.
In general, BC provides a statutory right to appeal
any decisions made by Board officers with respect
to a worker. This initial appeal is usually to the
Workers' Compensation Review Board which is
an administrative tribunal that is external to the
WCB and to which both workers and employers
can appeal. The greatest percentage of appeals are
made by workers.
Generally a notice of appeal must be filed within
90 days from the day the decision is
communicated to the worker, dependents, or
employer. However the Review Board has the
authority to allow late requests as well as
extensions of time for proceeding.
The time limits relating to appeal in BC have
become increasingly controversial recently due to
WCB‟s consistent failure in providing timely
disclosure. Deadlines and hearing dates are often
reached before the worker or representative has
access to information required to appropriately
decide the grounds for appeal, or to properly know
and prepare their case.
Decisions of the Review Board can be appealed to
the Appeal Division which is internal to the WCB.
It is supposed to operate at „arm's length‟ from the
WCB's administration. Appeals to the Appeal
Division must be made within 30 days after the
finding is sent out. The Chief Appeal
Commissioner may allow a late appeal or
extension of time.
A worker, dependant, or employer, may also
request review of a medical finding by the Board,
the Review Board, or the Appeal Division by the
Medical Review Panel (MRP) providing a
physician certifies there is a bona fide medical
dispute to be resolved.
The MRP consists of a panel of 3 doctors who are
required to be independent of the Board. The
decision of the Medical Review Panel is final and
binding. However, the MRP is administered
internally by the Board.
Although in principle these three levels of appeal
should provide for appropriate dispute resolution,
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Canadian Injured Workers Alliance
in practice they have not. The question of true
independence from Board influence, the
competence, fairness, and legality of the
decisions, expedience in rendering decisions, and
as well, the Boards willingness, (or lack of it) to
implement findings, have all resulted in
significant criticism in all three levels.
Current criticisms are numerous however it is
generally agreed that a significant contributing
factor is a failure of all three appellant bodies to
know the full and true facts of the case before
them. Instead they often base their decisions on
inaccurate, incomplete, „summaries‟, compiled by
the Board.
It is also generally agreed that the current three
level model is a fair system in principle if
administered as intended and appropriately staffed
and isolated from Board influence.
Unfortunately, excessive backlogs, restrictive and
manipulative information practices, lack of
representation, vaguely interpretative and, in some
cases, unlawful policies, and a perception of
Board sympathetic practices has resulted in the
majority of injured workers having virtually no
confidence in the appeals process.
Navigating the appeals process often takes years,
only to start all over again when the Board fails to
implement the appellant bodies findings.
The complexity of workers‟ compensation issues
and the long term impact, makes experienced and
competent representation imperative.
Unfortunately, it is simply not there for the
majority of BC workers when they need it.
Each decision must be appealed individually
while waiting several years for the policy to crawl
it's way up the priority list for change by the Panel
of Administrators.
ALBERTA
In Alberta we have two levels of appeals within
the W.C.B.. There is C.S.R.C., the first level of
appeal. If your clam is upheld, you can appeal to
the Appeal Commission. You are allowed to
bring forward any issue that has been addressed
by a case manager or adjudicator. There are no
exclusions in Alberta.
You have approximately one year after C.S.R.C.
to appeal any decision Appeals Commission.
There is then a 6 month time limit to appeal to the
Ombudsman. Time limits are difficult in Alberta
for one reason - the lack of knowledge that injured
workers have of the time statutes.
The first level of appeal is probably the hardest to
get a positive decision from. Only about 6 percent
of claimants are successful here, adding to their
frustrations. At the second level, out of 1, 183
claims in 1997, only 164 were overturned. We
lack representation and although it is claimed the
Appeals Commission is independent of the board,
we have evidence of the opposite.
Depending on the worker and his/her rep, he/she
might be treated fairly, but it does not mean that
claims will be accepted. If they are accepted, case
managers usually don‟t accept these decisions and
claimants are forced through new hearings.
Workers and employers have equal access to files,
but as an employer, you have the right to
employer services which could be anything and
everything including having an appeals advisor.
Your rights are constantly breached and you are
always told that there is a next time.
In Alberta you need a representative because
another common complaint from workers is that
they are being read policy and act and they don‟t
understand, therefore being turned down without
being fully informed.
We presently have three advocates, two attorneys
and the C.P.A. representing workers at both levels
and judicial review. Policy change in Alberta has
struggled with what the board calls, Public
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�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Hearing on Policy, but never effectively changes
policy. Outside the appeals system you are
allowed to submit suggestions for Policy Review.
opinions are usually required when claims are
fairly complex or when the written medical
opinion of the injured worker‟s physician differs
from the opinion of the WCB‟s medical doctor.
SASKATCHEWAN
When this need arises, a Medical Review Panel
may be arranged. It may also be called for
complex cases where the WCB requires an expert
independent medical opinion.
In the province of Saskatchewan, the appeals
system works in three different areas. The first
appeal is verbal with the case worker. If that fails,
then you can appeal you case to the Appeals
Committee which is a written letter of appeal. Of
course in Saskatchewan this is a very slow
procedure which can take up to 2 to 3 months
before receiving an answer from WCB. If the
individual fails at this level, he or she can then
write a letter of appeal to the Board of Directors.
Again this is another very slow procedure which
can take another 2 to 3 months.
If the individual fails at this level, he or she can
then request a hearing with the Board of Directors,
and try to iron out things face to face. If this fails,
then the individual has no other recourse, but with
the Legislative to try and reopen his or her case
which is a very long and drawn out thing.
In Saskatchewan there is no time limit on appeals
like we are starting to see happen in other
provinces. We feel that while the injured worker
is going through his or her appeal, they have
absolutely no income. We must enforce WCB to
amend their Policy in some way so that these
individuals are not out of income and that we
must somehow speed up the appeal process.
We also think we should have a complete
independent appeals process. So we can get away
from bias discussions.
MANITOBA
Medical Review Panels
Occasionally, the WCB requires an expert,
independent medical opinion before it can make a
decision on an injured worker‟s claim. These
The worker may request, in writing, that a panel
be called to examine his/her case. The letter
should be addressed to the WCB and must include
the worker‟s name and claim number. The WCB
may also request a panel.
The panel is comprised of three physicians - a
chairperson appointed by the Minister responsible
for Workers‟ Compensation Act; a physician
selected by the worker and a physician selected by
the worker‟s employer.
The physicians selected by the worker and the
employer must be specifically skilled in a field of
medicine relation to the injury or disease and
whose name is on a list provided by the College of
Physicians and Surgeons of Manitoba.
A physician cannot be selected to act or serve on a
medical review panel if the physician:
a) has examined or treated the worker;
b) examines workers on behalf of the employer;
or
c) has acted as a consultant in the treatment of
the worker.
Physicians on the Medical Review Panel review
the information in the worker‟s file and then
examine the worker. If x-rays or additional
medical information are required, they will be
obtained for review by the panel. The panel may
determine its own rules of procedure. Once the
panel has prepared its written opinion, this
information will be forwarded to the WCB for
consideration. The opinion of the panel is not
binding. Other considerations may affect the
outcome of a decision on a claim. The medical
review panel provides a medical opinion only.
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Canadian Injured Workers Alliance
This opinion may be used to assist in the
adjudication of the claim.
ONTARIO
Originally, under Bill 99, WSIA, AUTOMATIC
retroactivity was proposed; that is NO time
window to wrap-up our unsettled claims which
weren‟t already in the appeal process.
Meanwhile, the government was challenged in
court regarding attempted overriding of “Grandfathering” under several other Acts ie: “this is
tantamount to changing the rules in the middle or
at the end of the game” and ruled against the
government.
Result: Time limit windows for appeals on
accidents/illnesses established under previous
WCA‟s which “skirt” the issue, not being clearly
right or wrong with respect to the court‟s decision.
Conversely, the Board has the power to reconsider
any decision “at any time as it considers it
advisable to do so”, even if the statutory appeal
period has expired; reasons to reconsider range
from the frivolous -- arbitrary changing of
original decision to the factual -- substantial new
evidence.
Should our side challenge the legality/legitimacy
of this state of affairs also? Can we win? Does
that really matter? Can we manage it financially?
I suggest it is, at least, a worthwhile investment to
obtain a competent, qualified legal opinion.
If the reply is “more pro than con” and we choose
to pursue it, three major consequences are
immediately apparent:
1. Court injunction to at least modify, if not
arrest enactment of the WSIA (Workplace
Sanctioned Injuries Act)
2. It may open the door for further action
regarding the many injustices of the WSIA
8
3. Mega media opportunities and ammunition
whether we actually win in court or not;
elections are at most 1 ½ years away, almost
tomorrow in political thinking.
Delay is worth it. Further opportunity to debate is
worth it. Opportunity to actually make change is
worth it. Revealing Elizabeth Witmer, the Mike
Harris Conservatives and their Big Corporate
Backers as avaricious, knuckle-dragging
malefactors, sacrificing human beings in exchange
for profit, in open court and the press just before
election time, is worth it!
Anybody interested? Shall we “Go For It”? What
do you think?
QUEBEC
Bill 79 that ATTAQ and its members fought for 7
months was finally adopted last June. This Bill
that will significantly change the existing appeal
structure, should come into force on the 1st of
April 1998. When it was presented we knew that
our rights were under attack and we foresaw that
the presentation of this Bill was nothing but an
attempt by the CSST (our WCB) to take control of
the appeal process of its own decisions.
We previously had 2 levels of appeal. With Bill
79, we will have only 1. Our last level of appeal
was far from being perfect but was at least
independent, not tri-partite and under the
jurisdiction of the Minister of Justice. Once Bill
79 is put in place, our only level of appeal will be
tri-partite and under the jurisdiction of the
Minister of Labour who is also responsible for the
CSST. One will have 30 days to ask for an
internal review and then 45 days to ask for an
appeal. The President of the new tribunal worked
for 15 years within the CSST, one Vice-President
comes from the Review Board of the CSST and
the other Vice-President comes from a law office
that always worked on behalf of management.
The effects of this Bill are easily foreseeable. The
appeals presented will be fewer and the only
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Canadian Injured Workers Alliance
tribunal that will hear and decide on the appeals
will be a controlled one. That's what we
denounced during our fight against the Bill and
we now have the confirmation that we were right.
We, in Québec, fought from 1931 until 1977 in
order to have access to an independent appeal
body and this right has just been taken away from
us. We will now have to start a new battle in
order to have access once again to tribunals that
are susceptible to offering a minimum of justice.
NEW BRUNSWICK
In New Brunswick (NB) “any decision, order or
ruling of any officer of the Commission under the
Workers‟ Compensation Act affecting the rights
of an employer, a worker or a dependent, can
be appealed to the Appeals Tribunal. However, it
is possible to have that “officer”, usually the Case
Manager, reconsider their original decision. This
can eliminate the need to go to the Appeals
Tribunal. Note: There are no exclusions about
what can be appealed.
You could say that there are two levels of appeal
within the Commission:
1. reconsideration by the Case Manager; and
2. Appeal to the Appeals Tribunal Chairperson
or Vice-Chairperson acting alone or the full
Appeals Tribunal.
For example:
“within thirty days after receipt of notice of
the decision” any party directly affected by a
decision shall apply for a Statement of Facts;
the Commission “shall within thirty days
provide the party with such information”;
“within thirty days of receipt of the statement
of facts”;
“..Notice of Appeal shall be served upon the
Commission within fifteen days.. ;
No time limit on reconsideration‟s by Case
Managers and appeals to the Appeals Tribunal is a
good thing for injured workers in NB. However,
the time limit on appeals to the Court of Appeal is
detrimental..
Money is a big factor. The injured worker must
be represented by a lawyer and the clock is always
ticking.
The Workplace Health, Safety and Compensation
Commission (WHSCC) establishes the Appeals
Tribunal in NB. The Tribunal consists of a
Chairperson, appointed by the LieutenantGovernor in Council, a representative of
workers and a representative of employers,
appointed by the board of directors.
The Commission will say that the Tribunal is an
“external” body, but the Tribunal is bound by the
policies of the Commission. It is possible for a
member of the Commission to be a member of the
Appeals Tribunal, by that, bound by the very
policy that they established !!
I think, under these circumstances, it is very
difficult for an injured worker to get a favourable
decision.
Upon written request an injured worker, or
dependents (if injured worker deceased), and/or an
employer, or their appointed representative, will
be provided with a copy of the claim file. This
copy is provided at the cost of .25¢ per page.
However, before an Appeals Tribunal hearing a
comprehensive summary document is prepared
and supplied to all parties involved, at no cost.
Also, an injured worker is allowed to review their
Claim File, supervised, any time, if prior
arrangements are made.
Representation is available, free of charge, by the
Dept. of Labour (Workers‟ Advocate). The
employer is also allowed representation. You
never know when the Employer‟s Advocate will
show up. It is also possible for you to be
represented by your union, a friend or whomever
you wish. Although the system is designed so that
you can represent yourself, having someone else
with you is definitely recommended.
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Canadian Injured Workers Alliance
Policy change is an internal process. Advocates
have appealed certain items to the Appeals
Tribunal and policy was changed when it was
proven to be unfavourable to the injured worker.
It is not something that happens every day, only
occasionally. Normally, policy changes are made
without the injured worker‟s participation. In NB,
I believe the employers have strong representation
on the board of directors and, by that, influence
policy
NEWFOUNDLAND
Workers‟ Compensation Commission (WCC) has
one level of appeal (review). It is a paper review
only, and is called Internal Review. It is the final
decision of WCC.
There is one level of appeal (review) outside the
Commission. The outside review system is called
Workers‟ Compensation Review Division
(WCRD). A worker, who disagrees with a
decision of the Commission, may request a
hearing before the Review Division and his/her
case is heard by a single review commissioner
who renders a decision in writing. There is a
statutory requirement that sets a six month time
limit from the time the worker requests a review
to the time a decision is rendered by the
commissioner.
All issues are appealable. Though there are no
exclusions, it is pretty difficult to overturn a
Permanent Functional Impairment (P.F.I.) Award.
A worker has only 90 days to appeal a decision of
the Commission to Internal Review. A worker
has ninety days to appeal a Commission‟s final
decision to WCRD, however, WCRD can
sometimes extend the time limit for valid reasons.
Legislation dissallows reviews beyond one year of
the Commission‟s final decision. The time limits
effect injured workers in that they are barred from
having a decision, made by the Commission,
overturned. Injured workers can be, and some are,
sentenced to a life of poverty and despair because
of time limits.
10
Internal Review Specialists are appointed by the
administrators of the Commission.
Commissioners of the WCRD are appointed by
the Minister of Labour. They are bound by
Commission policy. They are not permitted to
decide on the merits of a case.
Internal Review overturns about 20% of the
decisions reviewed. Many times workers are
treated in an abusive manner and with very little
respect. There is still the feeling that injured
workers are scamming the system. WCRD
overturns approximately 40% of the cases placed
before it.
Some employers are very active in the appeal
system. Some may have representation at appeal
hearings to contest the right of injured workers to
receive benefits. Employers‟ rights are protected
very well under the compensation system. I wish
the same could be said for injured workers‟ rights.
Every precaution is taken to ensure that
employers‟ rights are not infringed upon.
Employers have access to injured workers‟ claim
files. All that is necessary is for some
representative of the employer to write the
Commission and request the file. A worker does
not have access to information on the employer.
Representation at reviews is not provided for
injured workers. Sometimes an injured worker
can get Legal Aid to represent them. If they are
lucky enough to have a union, their union may
represent them. Sometimes injured workers may
get representation from MHA‟s, Lawyers (paid),
Clergy, spouses, members of the family, and
friends. All injured workers should have the right
to be represented at appeals if they wish.
Most policies are changed by the Commission
itself. Such changes are made to conform to new
legislation. Other changes are made as a result of
decisions made by WCRD. Many changes are
made as a result of lobbies by the Newfoundland
and Labrador Federation of Labour, Unions,
injured workers‟ associations and other interested
groups and individuals. Some changes are made
as a result of lobby from the Office of the
Workers‟ Advisor.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NOVA SCOTIA
The appeals system in Nova Scotia is a major
disaster! When a person becomes involved in the
appeal system of Workers Compensation, one
should be prepared for a long hard struggle. In
their brochures, they tell clients they have the
right
to appeal, but they don‟t say it could take up to
five years or longer, with no clear decision
rendered.
Several years ago, I gave WCB a suggestion on
how to clear up the back log of appeals, and how
to give people a faster decision. The suggestion
would be to put all injured workers that are
waiting for their decision back on regular benefits,
while they go through the appeals system. I am
quite sure that nobody would be waiting for five
or six years then!
The Workers‟ Compensation board of Nova
Scotia is the only organization in Nova Scotia
where an employee can make numerous wrong
decisions and have a bad attitude towards their
customers, and then in turn, be rewarded with a
promotion within the organization.
Before the appeals system will ever change, they
have to have a complete house cleaning of some
employees at the WCB. It would also be nice to
have a Minister of Labour in Nova Scotia with
some back bone, and will stand up to high ranking
officials at WCB and tell them this is the way it‟s
going to be and if they don‟t like it, give them
their walking papers.
I am quite sure there would be a major attitude
change with the employees serving clients!
Maybe then the clients would be treated like
people, not beggars!
People who never dealt with WCB will never
understand the frustration that an injured workers
goes through while dealing with WCB.
You are only one accident away from becoming
an injured worker !
Press Release
Exerpts from a Report from London, England
REMEMBER THE DEAD & FIGHT FOR THE
LIVING
April 28th is Workers’ Memorial Day, a day to
remember workers around the world who have
been killed, disabled, injured or made unwell by
their work. It highlights the preventable nature of
the greater majority of workplace accidents and ill
health, promoting campaigns and union
organization in the fight for improvements in
workplace safety. Our slogan for the day is
“Remember the dead - fight for the living”.
Many events are currently being organized around
the country and around the world.
Workers Memorial Day originated in Canada in
1985 when the public sector union CUPE
arranged events to commemorate those killed,
injured or made unwell by their work. The
Canadian government gave official status to the
day when it passed the “Act respecting a day of
mourning for persons killed or injured in the
workplace” on February 1st 1991. Trade Unions
in the USA, the UK, Asia and elsewhere have
been organizing events on this day since 1989.
CUPE‟s symbol for the day is a caged canary as
used to detect poisonous gas in mines, with a
slogan of “Remember the canary”. As CUPE
says: “Today, CUPE members act as front line
protection for their fellow citizens … they have
become the canaries.”
April 28th is Workers’ Memorial Day
The International Confederation of Free Trade
Unions (ICFTU) estimates that every day of the
year worldwide 500 workers are killed at work
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�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Workers Memorial day originated in Canada in
1985 when the public sector union CUPE
arranged events to commemorate those killed,
injured or
(approx. 200,000 annually) and an estimated 65
to 165 million contact occupational diseases.
accidents are preventable and that 70 % of these
are the result of employers failing to act
positively. The HSE estimates the cost of this to
the nation is up to $16 Billion annually! In reality
this financial cost is a subsidy to employers, so we
pay them for trashing us at work.
Studies by the government‟s safety enforcement
agency, the Health & Safety Executive (HSE),
have continually shown that 90% of workplace
Mick Holder
London Hazards Centre, England.
Letters to Dear Andy
Are you experiencing problems in your local group and need a bit of advice? Andy would be pleased to
answer any of your questions about your group’s dynamics. Do you have a good story to tell about your
group? Please write in and share the news, either good, or not so good.
Dear Andy,
Dear Don’t want to be bribed,
I work in a hotel. Each year at Christmas, each
worker in my unit (housekeeping) receives $500
worth of shares in the company if there have been
no accidents at work. We get $300 worth even if
accidents are reported to the WCB, as long as they
do not result in time off work. We get nothing if
someone has to go on Workers‟ Compensation
benefits.
The situation you describe is becoming all too
common all across Canada. Employers are
discouraging their workers from reporting
accidents so they can get big refunds from the
WCB. This is called “Experience Rating”. I
agree with you. This practice is wrong. Your coworkers must understand that they are all at risk of
getting hurt. Then, if they don‟t have a chance to
heal completely, that injury can turn into a
permanent, life long disability.
Right now, we have two people at work who
should really be at home on compensation. My
co-workers tell people who have had accidents not
to tell the company. They say: “Just come to
work and we‟ll cover for you until you fell better.”
The closer to Christmas, the worse it is.
I think this is wrong. I wonder if other readers
have similar experiences and what they do about
it?
Because there was no time lost from work, the
WCB won‟t recognize it and the worker will get
no compensation and will have no job.
We have to stick together and fight for our Health
and Safety - Our long term Health.
Good Luck,
Andy
Sincerely,
“Don’t want to be bribed” from Ontario
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�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Supreme Court of Canada/Lung Cancer
For once we have good news! A major legal
victory in the struggle to obtain compensation for
all workers suffering from industrial disease, and
particularly for lung cancer victims, and for
asbestos workers. M. Guillemette died in 1986
and it is deplorable that it took 12 years to get a
final decision, given the reasons for refusing his
widow‟s claim. Nevertheless, I believe this
decision may be a significant step forward.
On February 23rd, 1998 the Supreme Court of
Canada in a unanimous decision overturned a
Québec Court of Appeal Decision in
the case of Succession Guillemette v.
J.M. Asbestos, and subscribed in full
to the reasoning of the dissenting
judge in the Québec Court of Appeal
(Justice Forget). No other reasons
will be given by the Supreme Court.
Given that all the Québec judgments,
including Justice Forget‟s judgment,
are in French, I fear that the
significance of the Supreme Court‟s
decision will not be known outside Quebec. I
strongly recommend that something be set up so
that an appropriate translation of the dissenting
judgment in the Québec Court of Appeal may be
circulated to the community of people who care
about workers‟ rights to compensation for
industrial disease. (If you are interested in
following up on the translation, let me know what
you suggest and I‟ll be glad to forward the
judgment and reread the translation if that can be
of help).
The specialized compensation tribunal
(Commission d‟appel en matiére de lèsions
professionnelles), the CALP, had upheld the
workers‟ compensation claim of the widow of an
asbestos miner who had died of lung cancer. The
tribunal had accepted the claim, even thought the
worker was never diagnosed with asbestosis.
While admitting that the epidemiological data was
not all conclusive, the tribunal held that there was
sufficient evidence to compensate, particularly
given that Québec legislation includes in
scheduled diseases covered by a rebuttable
presumption “asbestosis, lung cancer, and
mesothelioma caused by asbestos.” The J.M.
Asbestos company went to Superior Court to get
the decision quased, on the grounds that it was
manifestly unreasonable and incorrect, and that
for the legislative presumption to apply the worker
(or his widow) must prove that his lung cancer
was caused by asbestos. Both the Superior Court
of Québec and the Québec Court of Appeal
accepted this reasoning and refused compensation.
In a very eloquent dissenting
opinion, Justice Forget of the Québec
Court of Appeal underlined that
legislative presumptions regarding
industrial disease would be of little
use if the worker had to prove
causation. He also underlined that it
was no more an injustice to
mistakenly compensate a worker
whose disease had not been caused
by work, than it was to wrongly
refuse compensation to a worker
whose disease had in fact been caused by work.
Among the questions underlying his judgment is
the issue of scientific uncertainty: who bears the
consequences of unclear scientific evidence.
I think the Supreme Court judgment is very
important for many reasons. Aside from the
administrative law considerations (it reiterates that
Courts must defer to specialized tribunals), it
justifies a broad interpretation of schedules
containing presumptions and contains many very
useful considerations about the role of these
presumptions. Because of the issues involved,
I‟m sure that this judgment could be used in the
defense of workers suffering from industrial
disease whose claims are governed by the law in
other provinces.
Please spread the word.
In solidarity,
Katherine Lippel
UQAM: Département des sciences juridiques Montréal
13
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Making Work Fit The Worker
When the office workers at the Manitoba
Government Employees‟ Union began to wonder
if strains and aches were related to their use of
computers, they and their employer called in the
Occupational Health Centre.
compensation board, approximately 50 percent of
lost time injuries in 1995 were the result of
sprains, strains and tears.
Ergonomic approaches to this growing problem
are effective. A 1992 Quebec study found that
According to Margaret Day, the worker co-chair
ergonomic changes reduced time-loss workplace
of the MGEU‟s workplace health and safety
accidents by 30 to 50 percent. Estimated savings
committee, the OHC organized a half-day session
were six to ten million dollars. Other benefits
that provided workers and
from ergonomic changes
the employers with the
include:
A
1992
Quebec
study
found
that
ergonomic
information needed to
• improved attendance
changes reduced time-loss workplace
make effective changes.
• reductions in the
number and severity
accidents by 30 to 50 percent.
“It was a truly
of accidents
educational session,” said
• reduced WCB costs
Day. “It showed us that you don‟t have to spend
• increased productivity
millions of dollars to address many workplace
While the computer has brought with it a rise in
health problems. It was not the sort of educational
the number of repetitive strain injuries, ergonomic
session where you sit and listen to a lecture all
problems can arise in the most traditional of work
day. By the end of the day, we were doing things
settings. The OHC‟s Occupational Health Nurse
differently.”
Diane Gagnon said, “For this reason the
Occupational Health Centre has designed two
different ergonomic approaches, one for offices
Focusing on the workplace
The half-day session organized for the MGEU is
and one for industrial workplaces.”
just one example of the Ergonomic Group
Services the the Occupational Health Centre is
now offering. Ergonomics is the science of
Reprinted from Focus at the MFL Occupational
adapting work so it matches workers‟ needs,
Health Centre
capabilities, and limitations. Consideration is
given to how workers interact with all aspects of
the work environment. The task, the work space,
tools, and equipment are all examined. The goal
is to fit the job to the worker, not the worker to the
job.
We all pay a price when there is a bad fit.
Musculoskeletal injury is one of the ten leading
occupational problems in the United States. In
1992 Statistics Canada reported that strains and
sprains accounted for 42 per cent of all time loss
claims accepted by workers‟ compensation
boards. According to the Manitoba Workers‟
14
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Letters to the Editor
Dear Editor:
I am writing to tell you of a totally stupid
rehabilitation plan which I am currently being forced
into by the Workplace Safety Insurance Board.
They have decided that I will attend a four year
College course because a one year course will be too
hard on me. I was also told that my F.E.L. was
based on the amount of money I would make on
completion of said four year course. Upon
completion of this course I will be 54 years of age
and will have to compete with the twenty or so
young people who will also be looking for the same
type of employment. Personally, if I was an
employer, it wouldn‟t take me long to figure out
which person to hire. I may have life experience but
the younger people have life and they will gain life
experience as they age.
The one year course would only give me experience
in the field in which I am already involved in and
which I enjoy. With the four year course, I will
basically have to start my own business to get
gainful employment, which is what I wanted to do
with the one year course. I really don‟t understand
how four years of walking on cement floors and
sitting in screwed up chairs is easier than one year of
walking on cement floors and sitting in the same
chairs. The only reason that I got from the WSIB is
that I would have to lift about 40 lbs. When I asked
if they had ever heard of a mechanical lifting device
to assist with the lifting, they got upset. With the
thousands of unemployed people around, it would be
no problem to hire someone to do the lifting for me.
satisfaction. If I had the money that they have
wasted on me in the last eight years, I would have
my business well established, and I would be a
productive member of society. I think that their plan
is to keep the injured workers under their fist until
he can no longer think for himself or he is too afraid
to voice his opinion because of the fear that he will
be cut off and left to starve. I have tried every way
that I know of with the exception of my “wife and
sons” (they are non-existent according to the Board)
getting a lawyer and suing their asses off. I am a
reasonably mild tempered person, but that mildness
is being slowly replaced with the temperament of a
rattlesnake.
As far as I am concerned, the “Boards Buddy” Mike
Harris is as useless as tits on a boar pig. As long as
his pockets are filled, he doesn‟t give a tinkers damn
for the rest of the people in this province.
I would like to know if there is any way that I could
get the “Board” to get it together and stop their
screwing around. If not then do you know the name
of a good lawyer. My VR Plan is supposed to be
being appealed, but as of yet, I have heard nothing.
Thank you for your time and understanding,
Allan Kellar
I personally think that the “Board” is wasting untold
thousands of dollars on stupidity, and yet they cry
and complain about the lack of money. I‟m sure if
they would put the brain in gear and give the mouth
a rest, everything could be worked out to everyone‟s
We welcome your letters. By sharing our thoughts and experiences with the each other, we all stand to
benefit.
Please send your letters, questions or comments to: The Editor, Highlights. P.O. Box 3678, Thunder Bay,
ON. P7B 6E3 or e-mail to ciwa@norlink.net or fax to 807-768-7240.
11
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
SPECIAL THANKS TO
SHEL/DON REPRODUCTION CENTRE LTD.
936 Tungsten Street
Thunder Bay, ON. P7B 5Z6
C.I.W.A. / A.C.V.A.M.T.
P.O. Box 3678
1201 Jasper Drive, Suite B
Thunder Bay, Ontario. P7B 6E3
for their assistance in printing our newsletter.
Phone: ................................................. 807-345-3429
Fax: ..................................................... 807-768-7240
E-Mail ........................................... ciwa@norlink.net
URL............................................ http://indie.ca/ciwa/
Editor’s Note
This newsletter is intended to share and
exchange information only. The views
and opinions expressed here are those
of the individuals or groups making the
submission. We take no responsibility
for their accuracy or opinions.
THE
CANADIAN INJURED WORKERS ALLIANCE
L’ALLIANCE CANADIENNE DES VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL
is supported by people like you.
WE NEED YOUR HELP !!
Your contribution goes towards office rent, telephone, printing and postage. The “Project Funding” we
receive from the federal and provincial governments does not cover these basic operating costs.
Please Subscribe
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CIWA Highlights Newsletter Spring 1998
Description
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Articles about Provincial Updates on Appeals; British Press Release for Workers' Memorial Day; Supreme Court of Canada / Lung Cancer; "Making Work Fit the Worker". "Together We Can Win" resources; Speakers Bureau feedback; Letters to the Editor- rehabilitation plans and the WCIB.
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1998
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Labour and Labour Unions
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Text
l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Focus on Chronic Pain
We are pleased to bring you our summer edition of our national
newsletter, Highlights. This issue contains some interesting
reading beginning with our lead article “The Denial of Chronic
Pain” by Dr. Robert Teasell. Dr. Teasell has done his homework
quoting from numerous studies that point to the medical causes
of pain. These are often ignored by governments which are
focusing on cutting costs rather than the reality of people
suffering from chronic pain.
We then track the policy and practices of the Provincial and
Territorial WCB’s in their treatment of chronic pain. Clearly,
they are more interested in cutting costs rather than providing
appropriate support and treatment.
The real story is hidden behind these WCB policies. It is the
story of real people suffering in pain every day, dealing with
depression and hardships that effect the whole family.
Also inside is information about our National Speakers Bureau
project and letters to the editor - one of which announces a
new website and chatline; injuredworkers online. Talking to
each other and sharing our experiences helps to build our
knowledge and confidence which makes dealing with the system
that much easier.
We encourage you to plug in. Tune in to injuredworker online,
invite one of our speakers out to your next
meeting, share your story with others or drop us
a line to be incuded in the next newsletter. And
as Jeff Collette says in his letter after winning
his case, “Now focusing on justice for others.”
Table of Contents
Projects .................................. 2
Provincial Updates ....... 3 - 15
Letters to the Editor ........ 16
CIWA Info ........................... 18
1
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us call at 807-345-3429
TOGETHER WE CAN WIN
SPEAKERS BUREAU
Our video and workbook are receiving a
very positive response. It is only 8 months
since the national launch of these
resources and we have just completed the
third printing.
Returning to Work
As well, the Canadian Labour Congress
invited us to show this video at the opening
session of their National Health & Safety
Conference on June 21st in Toronto.
Give us a call to get your own copy.
STAFF AT THE OFFICE
We regret to announce that Tara Lewis will
be leaving us for greener pastures in Nova
Scotia by the end of July. She has been
such a wonderful, independent, caring,
hard-working bonus to our office, that
words alone cannot possibly express how
sorry we are to see her go. Good Luck !
We have recently hired a summer student
under the “Summer Experiences Program”
through funding from the Ontario Ministry
of Citizenship. This student will update
and develop our website over the next 2
months.
Keep your eyes peeled for a new and
improved site!
2
We now have 53 trained presenters from
local injured workers groups all across the
country. They are prepared to come out to
any local meeting to give a 15 - 30 minute talk
on the experiences of injured and disabled
workers. A complete list of these
presenters is available from CIWA.
The presentation is accompanied by a series
of illustrated overheads, a handout on “How
you can help” and a display table of additional
information and resource materials.
The response so far has been enthusiastic.
Presentations have been made to local union
meetings, health and safety committee
meetings, the WCB’s in Nova Scotia,
Saskatchewan & Alberta, the Manitoba
Federation of Labour, WCB Committees,
Community Meetings and Injured Workers
meetings, only to name a few.
This project is a partnership with the
Canadian Labour Congress and our local
injured workers groups.
Arrange for one of our presenters to deliver
a presentation at your next local meeting !
Thanks to the HRDC for supporting this project.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
C.I.W.A. Board Members
BC... Vacant
……………………………………..
AB ... Vacant
……………………………………
SK... Robert Lindsay, Regina
Saskatchewan Injured Workers Society
MN... Wayne Desiatnyk, Winnipeg
Injured Workers of Manitoba
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l‟ATTAQ
NF... Phil Brake, Labrador City
U.S.W.A.
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Westville Pictou County
Pictou County Injured Workers Assoc.
PEI... Vacant
ADVISORS…
Andy King, USWA
Orlando Buonastella & Marion Endicott, IWC
Provincial Updates: Focus on CHRONIC PAIN
The next issue of the newsletter will focus on ORGANIZING. We welcome your
contributions. Please send, fax or e-mail your submissions, letters or comments
to us by September 10th, 1998.
The Denial of Chronic Pain
Dr. Robert Teasell
There is a current and disconcerting trend towards
dealing with chronic pain and its subsequent
disability by denying its reality. The reason for this
has been primarily cost containment and cost
reduction. The monograph on Back Pain in the
Workplace probably best reflected this philosophy
wherein pain was defined as activity intolerance and
disability as unemployment. Recently Bill 99 in the
Ontario legislature has put forward changes in the
Workers‟ Compensation Board‟s provision which in
essence would limit patients‟ medical and
compensation entitlements to anywhere from 6-13
weeks depending upon the nature of their job.
Responsibility for rehabilitation and getting the
employee back to work would be transferred to the
employer.
Undoubtedly, accommodations by employers are
essential in enabling injured workers to successfully
return to some form of employment. However,
under the new proposal, the employer is only
responsible for trying to provide suitable or
comparable work and the temptation to deny
workers‟ injuries, particularly in non-union
environments, will no doubt be high.
This approach is a radical departure from previous
policies. Models of chronic pain management
through denial are based on the proposition that
chronic pain occurs as a consequence of
compensation and inappropriate treatment.
Moreover, they emphasize the outmoded concept
that soft tissue injuries heal after six weeks and cling
to increasingly irrelevant behavioural models of
chronic pain.
The irony of developments is that they come at a
time when we understand the physiological basis of
chronic pain better than ever before. As well, the
concepts that chronic pain are largely secondary to
compensation or psychological factors have been
largely refuted. Scientific evidence of a
3
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
physiological causation for ongoing chronic pain is
well-recognized and even the biopsychosocial model
recognized the importance of organic factors in
chronic pain.
Chronic pain disorders generally develop after a
repetitive low impact type of trauma or a single high
impact trauma. Much of the debate regarding
persistent pain revolves around the normal
anticipated time for musculoligamentous healing to
occur. There has long been misconception that all
injuries should heal after six weeks. This rationale
is based on a few animal studies and the clinical
experience that the majority of injuries do improve
within six weeks. However, clinical experience and
follow-up studies clearly demonstrate that not all
patients necessarily get better and that there is a
significant subset who continue to suffer from
chronic symptoms. Some become disabled,
depending upon both the intensity of pain and
psychosocial factors, such as the type of
employment they are involved in.
Ironically, in sports medicine it is well recognized
many professional and non-professional athletes
have longstanding injuries which are soft tissue in
nature, which do not get
better with time, or which
require many months of
therapy and abstention from
sports. Such injuries have
terminated many promising
careers. The legislation in
Bill 99 for the WCB of Ontario proposes standards
for injured workers which could not be met by many
professional athletes, despite the fact that they are
highly motivated and in top physical shape, have the
best medical care and trainers and receive full
compensation even when injured. Fortunately, such
individuals are not included in this proposed
legislation which, if extended to prominent athletes,
would result in a public outcry.
The evidence that chronic pain has an organized
etiology is growing and has become increasingly
compelling. In the area of whiplash injuries, the
work of Bogduk and associates in Australia has been
particularly interesting in that they have been able to
4
demonstrate that when local anaesthetics are used to
block cervical facets joints a majority of appropriate
patients experience reduction in their pain far in
excess of that from placebo injections. In addition,
they have shown in a controlled trial that
percutaneous neurotomies denervating these same
facet joints will significantly reduce or eliminate the
pain of these individuals for periods in excess of six
months. It is interesting that this highly impressive
research is largely ignored outside and to some
extent within the academic community.
There is also impressive evidence of significant
biochemical abnormalities in disorders such as
fibromyalgia where three independent studies have
demonstrated levels of substance P in the cerebral
spinal fluid 2 - 3 times that of normal control. As
well, we know that based upon animal data there is
significant evidence of neuroplasticity in the spinal
cord in response to pain stimuli which could account
for the clinical picture of regional pain syndromes.
In these conditions neurotransmitters such as
substance P have also been implicated. More
recently altered regional cerebral blood flow have
offered opportunities to actually document a
physiological evidence about pain, the scientific
evidence does not appear to be reaching legislators
or those clincians who seem determined, based on
ideology, to impose draconian alternative paradigms
to deal with chronic pain and in particular its
associated disability.
To justify such an approach psychosocial factors are
often implicated as causative. However, a wave of
recent research has demonstrated that psychological
factors are more secondary to pain than causative.
The high incidence of psychological problems seen
in tertiary care clinics reflects tertiary care selection
biases and the literature, which largely arises from
such clinics, clearly displays this bias. In fact, the
problem may be more related to the chronic pain
patient‟s unwillingness to accept (and subsequently
adapt to) their pain and its limitation. Psychological
difficulties occurring as a consequence of the pain
and subsequent disability are often misinterpreted as
causative.
Individual coping mechanisms vary but this is true
of any medical disorder. Patients with rheumatoid
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
arthritis can have significant psychological
difficulties and it has been suggested that
psychological factors contribute to rheumatoid
arthritis pain and functional disability, independent
of disease activity. Among spinal cord injured
patients with pain, over one-third of individuals who
stopped working after the spinal cord injury said it
was because of their pain and not
their paralysis. Interestingly, pain was regarded by
these spinal cord injured patients as a significant
cause of work disability even when the individual
had a more “acceptable” alternative explanation (ie.
paralysis) for work disability. It also suggests that in
some patients pain is regarded as more disabling
than paralysis/paresis.
The controversy about chronic pain and disability is
inevitably tied to perceived secondary gain and the
availability of compensation. Recent data suggests
that compensation is important, particularly in terms
of the number of claims but that its importance has
been overrated in terms of pain as it accounts for
only a small degree of the variance seen, (6% in one
meta-analysis). Its effect on claims is gradational, a
not unexpected relationship. On the other hand
“secondary gain” is a vague term which has never
been well explained. Anybody who treats these
patients regularly realizes that the concept of
secondary gain also has to be coupled with
secondary losses and most of these patients continue
to have pain despite the fact that secondary losses
clearly exceed secondary gains.
It is most disconcerting that the patients who will be
affected by changes in legislation are those shown to
be at highest risk of disability, namely those in lower
socioeconomic groups, in particular those who are
poorly educated, who lack transferable skills, are
older and more likely to perform heavy or repetitive
physical labour. Most of these would be classified
as “blue collar” workers or the “working poor”.
Many are immigrants with limited communication
skills and/or working women who appear to be more
susceptible to developing conditions such as
repetitive strain injury, fibromyalgia and myofascial
type pain. Attempts to deal with chronic pain
disability as a social problem will serve only to
target those individuals who are especially
vulnerable to withdrawal of support. This
vulnerability is further
enhanced by significant changes in the availability
of work for individuals without specific technical
skills and a decreased willingness on the part of
employers to accommodate or compromise the
workplace for injured workers. This is not just true
for chronic soft
tissue type pain but is also reported in conditions
such as rheumatoid arthritis.
Canada is becoming increasingly less sympathetic
towards the weak, the poor, the injured and the
disadvantaged. The Darwinian mindset sees such
individuals as a drain on society and in particular,
contrary to the economics of profitable business.
Certainly the cost of disability is an important factor
that must be taken into consideration. However, we
seem to have crossed a threshold where it is
increasingly acceptable to demonstrate a lack of
empathy or compassion for anybody who is injured
and in particualr, those who have chronic pain.
Governments not only fail to display compassion for
injured workers, but displaying such compassin is
seen as weakness for not staying the course of
significantly reducing direct costs.
As health care professionals and researchers, we
have an obligation to point out to our politicians and
society in general that there is a significant human
cost to proposed policy changes. Short-changing
people when they are most vulnerable is going to
markedly increase suffering while at the same time
swelling the welfare roles and transferring the
problem to other jurisdictions.
Although such measures may well force some
individuals to return to work who might not have
otherwise done so, the fact is that the vast majority
of individuals are likely going to end up without
resources at a time when they need them the most.
Knowing what we now know about chronic pain,
such an approach clearly strains the ethical
responsibilities we have for those individuals who
are limited by chronic pain in our society.
5
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
This report was presented at the hearings on Bill 99
in London, ON.
counseling to assist injured workers adjust to the
rationalizations that their entire life has been
impacted by a workplace injury and the results are
YUKON
permanent. Pain Clinics are viewed by injured
workers as a formality prior to terminating benefits
even if the worker is still suffering from the work
related disability.
The Yukon has no policy on chronic pain. What
they have is a policy that deals with other related
conditions that hinder recovery. Conditions that
hinder recovery from a work-related disability
includes, but are not limited to the following:
alcoholism, drug addiction and chronic pain. The
Board allows for 6 weeks of treatment.
However, the administration of the WCB is
interpreting this policy to apply to workers who are
suffering a disability as a result of a work-related
injury. The Board makes no distinction between
Chronic Pain (organic findings) and Chronic pain
Syndrome (non-organic findings) and is very quick
with the euphemism -its pain that‟s limiting your
ability not the injury and the WCB doesn‟t pay for
pain.
To take it to the absurd, a burn victim in
excruciating pain from the wounds would only be
entitled to 6 weeks of benefits, as it is the pain that is
stopping him from working, not any functional
disability.
I believe that the policy is intended to deal with noncompensable barriers to employment and not
conditions arising out of or in the course of
employment. I believe in the Yukon, workers are
entitled to full total temporary benefits until they are
assisted to overcome the physical, social and
economic hardships brought on by the disability.
Several of the cases were brought through the appeal
process prior and were unsuccessful. I am unaware
of the arguments used then, however, we have a
good case going before the Appeal Panel in the near
future. There are also plans for Policy and
Legislative review and we are hoping to have
favorable amendments made.
Chronic Pain and Syndrome clients have been dealt
with very poorly in the territory. Historically there
is very seldom early diagnosis, limited psychological
6
BRITISH COLUMBIA
A Task Force on Pain in The Workplace, financed
by WCB and the Insurance Companies, is trying to
state that if you are chronically disabled because of
pain, that you should be treated as refusing to work;
causing your own unemployment and therefore
abandoned by the system of insurance, be it through
WCB or private companies or CPP. The areas of
analysis these people are using to arrive at their
conclusions is based on a process developed by
Miller, that is over 35 years old AND WHICH HAS
BEEN PROVED TO BE INHERENTLY FLAWED,
with the results that data gathered using this method
is transparently self promoting.
Many Doctors, who are nationally and
internationally published, are coming to recognize
that those who promote this type of analysis are not
keeping abreast of the current medical research and
findings. It has, in fact, been published in both
medical and psychological journals that they are
simply “bankrupt” in their expertise in these matters.
It is also clearly stated that there is only one issue at
stake when dealing with people who are disabled
through pain: MONEY, and how to stop you getting
it!
The facts show that between 6% and 10% of people
suffering, seriously and continuously, from pain are
work disabled. (Disability is defined as “a
restriction or lack……. of ability to perform an
activity in the manner or within the range considered
normal for a human being.” World Health
Organization)
The difficulties for the sufferers of chronic pain arise
from the following. Because there are often no
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
clearly defined reasons for the pain in the form of xrays (etc), then doctors cannot clearly state why the
person is suffering. Doctors, therefore, tend to be
wishy-washy in their statements regarding the level
of disability being suffered. Several very serious
articles published as recently as 1997 state: that it is
poor medical knowledge and practice that is at fault.
They seriously suggest that doctors do not know
their stuff and fall back on the readings, at the time
of their training, often by people such as Miller, who
use terms such as psycho-social, psychopothegenic,
secondary gain, etc. Basically, these mean that the
pain sufferer‟s disability is “all in his head” and that
he is trying to fraudulently get compensation for a
minor injury. It might also be suggested that doctors
adhering to this medico-legal analysis are in breach
of their Hypocratic oath for the following reasons.
Though there are no clearly defined pathoanatomical or patho-physiological explanations in
85% of cases where long term pain is experienced, it
is known that many of the cases result from trauma,
i.e. an accident of some kind.
It is regularly stated by doctors, apparently
incorrectly, as generally being repaired in a very
short time. They do not take into consideration,
however, work by people such as McNole, which
denies this and has proved that “important physical
alterations occur that could be the source of chronic
pain.”
Though it is clearly known that there are a wide
array of injuries that do not “heal” in the expected
time and actually defy the models being promoted
by the insurance companies and WCB in particular,
doctors continue to penalize sufferers due to their
lack of knowledge and understanding.
Alternative reasons for the long term pain being
suffered are promoted by people like Barnsley et al
who provides strong evidence of FACET JOINT
involvement in neck traumas. Sturzenegger and
colleagues found that whiplash patients who still had
problems after one week - which they state was
indicative of a more severe injury - were
significantly related to symptoms at one year (post
accident).
P.D.Wall has found that chronic pain can be induced
by biochemical abnormalities that can result after
trauma. Mense has recently published an article
regarding pain chronicity arising from muscle
damage.
And on it goes, providing data and a growing body
of evidence that there is a well documented
neurophysiological basis for the persistence of pain
in so-called “soft tissue injured”.
Thomson (1997) states that: “Bankrupt experts
operate with the faulty assumption that pain not seen
on x-rays or scans, nor cured by surgery, was “nonorganic” equaling “psychosomatic” which in many
jurisdictions (insurance companies) is noncompensable.
She suggests that doctors, when dealing with such
pain, show “a failure to follow carefully drawn
dermotormal maps. The problem seems to rest with
the cartographers (doctors) NOT the patients.”
She refers back to the important work by P.D.Wall
who - “outlined the limitations and inherent
inaccuracies in current dermatormal maps because
DERMATOMAL BOUNDARIES CHANGE
MARKEDLY IF THE NERVE (ROOT) STUDIED
IS SECTIONED ON THE PERIPHERAL SIDE OF
THE DORSAL ROOT GANGLION.” These facts
may invalidate the use of the Ransford pain
drawings which are often used to detect malingerers
and people suspected of psychosomatic problems.
This leads us to the concept of secondary gain,
which includes the concepts of “rights” and
“compensation”. This all encompassing and poorly
defined concept suggests that those persons
bedeviled by their pain will gain economically,
physically and emotionally from having an illness
and this casts suspicion on the legitimacy of the
recipient. Those of us in this condition have no
doubt that it affects the quality of treatment we
receive and this prospect is supported by Fishbain
when he states, “the identification of PRESUMED
secondary gain does not necessarily mean that
secondary gain had an etiological or reinforcing
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affect on the chronic pain” an ERROR referred to as
“over-inference”.
machines, morphine implants and now they are
trying to push for brain and back implant.
He backs this up by further discussing the REALITY
of chronic pain sufferers when he clearly and
specifically discusses SECONDARY LOSSES and
infers that where these outweigh potential gains,
they must be treated with a higher degree of
relevance to support the injured party.
Most of the treatments are only short term and most
often claimants return to medication to control pain
and increased spasms. Most injured workers with
chronic pain are treated very poorly and told that the
pain is all in the head. They usually send workers to
a psychologist and have the Board‟s words come
through the Psychologist‟s mouth. After two or
three visits to a psychologist they are cut off.
Dr. Gary Lea in his paper on Secondary
Traumatization, would seem to concur with this line
of reasoning, expanding on the process to the extent
that people who are suffering from chronic pain are,
in fact, made to suffer even more by the
organization‟s supposedly there to relieve their
misery.
In conclusion, for those who are still skeptical and
too lazy to think of doing their own research, I
would refer you to a recent article/editorial by
Quinn Hogan which outlines reasons why the old
experts have not been successful and how new
approaches can.
[This letter is based on published articles by R W
Teasell and Harold Marsky and Ellen Thompson.]
SASKATCHEWAN
This letter is in regards to chronic pain in the
province of SK. The WCB seems to have a hard
time accepting chronic pain. The problem with
chronic pain is most people and WCB do not
understand the effects it has on injured workers.
WCB thinks chronic pain is in the injured workers
head, or that he or she is faking the disability.
When someone is in severe chronic pain, it is so
devastating that the individual has a hard time to
function properly. No one‟s pain is the same, but
WCB thinks chronic pain is nothing.
Chronic pain victims are not only disabled, but most
chronic pain victims are so devastated trying to cope
with it.
Mike Shepherd
ALBERTA
In Alberta, Chronic Pain may be one of the most
fought issues at appeals. We do have Policy in place
for chronic pain, but having it accepted is very rare.
Policy states: “If because of a workplace accident,
you injury causes prolonged uncontrolled pain: The
Board may compensate a claimant for prolonged and
uncontrolled pain.
The Alberta Board offers pain clinics, and some
alternative medicines and may pay the worker
benefits while the worker is seeking treatment.
Workers often spend countless months appealing
this issue, and are often told the pain is in their
heads. A panel currently is reviewing this policy to
modify it or redo it, both entitlement and treatments.
In Alberta, there are chronic pain clinics, T.E.N.S.
8
Chronic pain is an invisible disability, and most
times WCB and family don‟t understand because
they cannot see the disability. This makes it so hard
for family members to even understand, therefore
causing tremendous stress on families, trying to
understand.
WCB in Saskatchewan has gone as far as paying for
chronic pain implants, but says it does not recognize
chronic pain as a disability. Very easy for someone
to say when they haven‟t experienced it themselves,
and have no idea.
Some chronic pain would be like being burnt, or
some of the worst migraines, or even feeling of
stabbing pain 24 hours around the clock.
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We know some people take time off work for a flu,
or bad cold or just not feeling well. This isn't even
close to comparing with chronic pain.
We have seen and heard of suicides, marriage breakups, nervous break-downs, etc. with chronic pain
victims. I don‟t know of anyone who would try this
because of the flu or just not feeling well.
We must be sure to make WCB understand. These
people deserve benefits the same as anyone else
would, as it is a disability. CPP recognizes chronic
pain, why won‟t WCB in SK?
Deep Brain & Back implants in
Saskatchewan
In the Province of Saskatchewan, I have met and
seen persons who have had back and brain implants
for chronic pain. My understanding is these people
were told by WCB in SK, that if they didn‟t have
these implants then benefits would be terminated.
I have seen the equipment that was used on a patient
that has received 9 back implants, and 4 deep brain
implants. Can you imagine this many implants on
one person. This individual has a medication
expense of $7,400.00 per month which is covered by
SK WCB, at the same time telling the injured
worker he is capable of working an 8 hour shift.
patients were never ever told it was an experimental
procedure.
I have seen the equipment that was used on one
patient that states on the back of it that it was banned
in the USA in 1982 and is not to be sold in Canada
or to any physician.
These individuals that I have met, are experiencing
minor strokes, and devastating side effects which
has totally disabled these people I do not know of
the exact amount of people that this has been done
to, but we knew the numbers are very, very high in
SK.
We urge the other Provincial injured workers groups
to make sure it is investigated in their own province
to be sure it doesn‟t happen in your own back yard.
We now have lawyers looking into the matter in SK,
and are going forward with a class action suit.
Robert Lindsay
MANITOBA
Manitoba has no clear policy on or entitlement for
chronic pain. A policy was developed by the WCB
in 1990 that would provide some limited coverage
for chronic pain. Unfortunately, that policy was
never adopted.
ONTARIO
The people I have met, have had the wires left inside
their head as they cannot be removed, but they were
originally told they could be. These people, because
of what has been left inside of their brain, are
experiencing so many side effects, that they are
totally disabled. WCB disagrees with that.
These people‟s lives have been shattered because of
the side effects. They cannot go outside very often,
bright lighting affects them, even in an electrical
storm - they must stay inside.
Our understanding is these implants were never
meant for chronic pain. It was a trial base for
Parkinson Disease - not for Chronic Pain. These
From WCB Policy Report
December 1990 Volume 3
CHANGES TO CHRONIC PAIN
DISABILITY (CPD)
Category 1
Minor Impairment of Total Person (10%)
In this category the Injured worker‟s daily activity is
slightly limited and no apparent difficulties are
reported in personal adjustment. There is also some
loss in personal or social efficacy and the secondary
psychogenic aggravations are caused by the
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emotional impact of the accident. A mild anxiety
reaction is apparent. The display of symptoms
indicate a form of restlessness, some degree of
subjective uneasiness and tension caused by anxiety.
There are subjective limitations in functioning as a
result of the emotional impact of the accident.
The disability, from the psychiatric point of view, is
not expected to be permanent.
Category 2
Moderate Impairment of Total Person (15% 25%)
In this category, the worker is still capable of
looking after personal needs in the home
environment but, with time, confluence diminishes
and the worker becomes more dependent on the
members of the family in all activities which take
place outside the home. The worker demonstrates a
moderate, at times episodical, anxiety state, agitation
with excessive fear of re-injury, nurturing strong
passive dependency tendencies. The emotional state
may be compounded with persistent pain, signs of
emotional withdrawal and depressive features loss of
appetite, insomnia, chronic fatigue, low noise
tolerance, mild psychomotor retardation and definite
limitations in social and personal adjustment with
the family. At this stage, there is a clear indication
of psychological regression.
Category 3
Moderate Impairment of Total Person (30% 50%)
In this category, the worker displays a severe anxiety
state, definite deterioration. In family adjustment,
incident breakdown of social integration, and longer
episodes of depression. The worker tends to
withdraw from the family, develops severe noise
intolerance and a significant diminished stress
tolerance. A phoble pattern or conversion reaction
will surface with some bizarre behavior, a tendency
to avoid anxiety-creating situations, with everyday
activities restricted to such an extent that the worker
may be homebound or even room bound at frequent
intervals.
Category 4
Severe Impairment of Total Persons (60% - 80%)
10
In this category, the worker clearly displays a
chronic and severe limitations of adaptation and
function in the home and outside environment. The
worker is withdrawn, forgetful, unable to
concentrate, and needs continuous emotional
support outside environment. The worker is
incapable of self care and neglects personal hygiene.
There may be an obvious loss of interest in the
environment and the worker becomes extremely
irritable, showing significant emotional liability,
changes of mood and uncontrolled outbursts of
temper. The worker may be severely depressed with
outstanding features of psychomotor retardation and
psychological regression. The worker is usually
homebound or even room bound. Because both the
CPD and Psychotraumatic rating systems are based
on assessing the effect of the impairment on an
injured worker, and because the Psychotraumatic
system is more detailed and therefore, more precise,
the board of directors considered it reasonable to use
only that schedule for both CPD and
Psychotraumatic conditions, and to rename it:
“Psychotraumatic and Behavioral Disorders Rating
Schedule”. As such, the old Interim CPD rating
schedule has been abolished, and **CPD***
Fibromyalgia syndrome (recognized as variant of
CPD), and *** psychotraumatic disabilities will all
be rated under the new schedule:
Level of Total Person
Impairment
Category 1…….
Category 2…….
Category 3…….
Category 4…….
Degree of
Impairment
10%
15% - 25%
30% - 50%
60% - 80%
The change in the rating schedule is
retrospective from March 27, 1986, the
effective date of the CPD policy.
QUEBEC
L'indemnisation pour la douleur chronique
Au Québec, l'indemnisation pour la douleur
chronique n'existe pas en tant que telle dans le cadre
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de la Loi sur les accidents du travail et les maladies
professionnelles. Toutefois, les victimes d'accidents
et de maladies du travail qui souffrent de douleur
chronique peuvent avoir accès à divers traitements
dans le cadre de la réadaptation.
Ces personnes peuvent donc, dans la mesure où la
CSST accepte de les leur accorder, recevoir des
traitements de physiothérapie, d'acupuncture, de
massothérapie, de phychothérapie, etc. Également,
si la douleur chronique entraîne une lésion d'ordre
psychologique, cette dernière peut être indemnisée
par la CSST.
Ainsi, même si la douleur chronique n'est pas
formellement indemnisée dans le cadre du régime
québécois d'indemnisation, elle peut donner
ouverture à certains soins ou à la reconnaissance de
certaines lésions qui en découlent.
Chronic Pain - Quebec
In Quebec compensation for chronic pain does not
exist per se with in the scope of the Act respecting
accidents and occupational diseases. Nevertheless,
injured workers suffering from chronic pain may
access different treatments as part of their
rehabilitation program.
These persons may therefore receive physiotherapy,
acupuncture, massotherapy, psychotherapy and other
treatments, inasmuch as the CSST agrees to grant
them. Also, if chronic pain leads to psychological
injury, the latter may be compensated by the CSST.
Therefore, although chronic pain is not officially
compensated within the Quebec compensation
system, it may lead to some care or the recognition
of some injuries stemming therefrom. -Liane
Flibotte
NEW BRUNSWICK
Chronic pain is not compensated for in NB. In fact,
specific policy is written regarding
FIBROMYALGIA (25-041) and MYOFASCIAL
PAIN SYNDROME (25-040).
Fibromyalgia syndrome is considered a personal
condition, not the result of trauma, and thus, not
acceptable by the Workers‟ Compensation Board.
Myofascial pain syndrome may be initiated by a
work injury, thus establishing a relationship between
the cause and effect. The Workers‟ Compensation
Board is responsible for the original trauma to the
muscle only and has no responsibility for the
perpetuating factors which are not related to the
accident. However, should the perpetuating factors
be caused by a work-related activity, the Board‟s
responsibility continues.
PPI awards do not consider pain an impairment
ratings. Since myofascial pain syndrome is defined
as a muscular disease which is considered to be
completely reversible in the absence of perpetuating
factors, along with no demonstrable physical or
anatomical lesions, it is not considered for the
awarding of a Permanent Physical Impairment
Award, or P.P.I., in accordance with s.38.2(8) of the
Workers’ Compensation Act.
WHSCC is presently considering a large number of
amendments. A special organization has been
adopted to review these proposed amendments.
Stakeholders: labour, employers, injured workers,
workers‟ advocates, employer advocates, etc. have
all been invited to respond in writing to any & all
the proposals under consideration. WHSCC staff
will meet with groups to discuss and clarify any
intent or ambiguities that may exist. Groups are
invited to make an oral presentation to elaborate
upon their written submission. This is, by far, the
most elaborate process I have come across when
amendments to the OH&S Act, the WCAct and the
WHS&CC Act have been considered. Perhaps the
Commission realizes that the tactics used in the past
are not acceptable. It‟s about time!
The proposed amendments to the three Acts have
been classified into the following eight categories:
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1.
2.
3.
4.
5.
6.
7.
8.
Health & Safety Issues
Eligibility Issues
Assessments
Obligations
Third Party Actions
Powers of the Commission
Board of Directors & Appeals Tribunal
Housekeeping
I will briefly note what I believe will have a
detrimental effect on injured workers in NB.
WC Act Sec. 41(16)
Worker responsibility not to impede medical
treatment
Proposed change expands 41(16) so that when a
non-injury related factor impedes recovery, the
Commission can also reduce or suspend benefits! If
a worker refuses to be treated for a workplace injury,
he/she will be open to having benefits suspended.
WC Act Sec. 10(1) etc.
Third Party Actions
Presently, a worker who is injured in an accident,
caused by a party outside the compensation system,
may claim compensation or begin his or her own
legal action. For example, while driving a delivery
vehicle for your employer, someone runs into you
and you are injured. You can 1) claim compensation
or 2) begin a legal action against the driver that ran
into you. One or the other, not both.
WC Act Sect 34(2)
Exclusive Jurisdiction
It is proposed that the Commission be given the
authority to determine the work-relatedness of a
factor that prolongs an injury. When the
Commission believes the injury is prolonged by a
personal trait, the matter will at some point, cease to
be work related. Apparently, this proposed change
is to “… ensure the employer is only supporting
workers who have work related injuries, thereby
ensuring that there are sufficient funds available for
workers with work related injuries.” Isn’t that what
assessments are for ??
WC Act Sect. 20(1)
Relationship with Appeals Tribunal
The Board of Directors want to be “authorized” to
govern the Appeals Tribunal! Members of the
Board of Directors, have served as members of the
Appeals Tribunal for several years. Advocates have
repeatedly argued that this is a conflict of interest.
Tribunal hearings are not “fair” when members of
the Tribunal are responsible for the policy that
denied the claim, etc. in the first place.
Here are some proposed changes that I think are
good for the injured worker. Unfortunately, there is
more bad than good.
non-residents of NB would be covered by
compensation;
We are close to the Maine border. Some
people lived in Maine and worked in NB.
Presently, if they were injured in NB they are
not covered. Only residents of NB are
covered.
“every person” assisting a peace officer in
arresting any person … when requested to do
so … shall be determined to be an employee
of the Crown.
Two options for change are being considered:
1. No right to action against any third party;
2. Third party action would be permitted only
under narrow circumstances.
The end result will be that additional settlement
funds will not be available to injured workers. In
the past, if the injured worker claimed
compensation, the Commission would take action to
collect its costs, provide the accident employer with
cost relief, and give the excess money recovered,
less expenses, to
the injured worker. This, occasionally, would net
the injured worker thousands of dollars $$$.
12
This change would ensure that coverage is
extended to a wider group who may be called
on to assist in an emergency.
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Hopefully, this will assist the Commission in
providing faster service to injured workers.
These proposed changes, and many more, may be reworded or eliminated over the next little while. I
will keep you informed as things progress.
workers who are taken out of their assigned
programs by his or her attending physician after only
days into this program because of their continued
pain.
Wendy McGee
NEWFOUNDLAND
The number of injured workers each year who
receive Chronic Pain Intervention in Newfoundland
and Labrador are less than 50 per year. All injured
workers from this province and Labrador have to
travel to St. John‟s for this program.
The latest figures from the Workers‟ Compensation
Commission of Newfoundland and Labrador
indicated that for the year 1996, only thirty-seven
injured workers participated into the Chronic Pain
Program. The average cost for this five week
program was $6,245.00 per injured worker, for a
total cost of $231,000.00 for 1996. Travel and
accommodations and meals are not included in the
above figures, they are paid separately by the
Commission.
The Newfoundland and Labrador Injured Workers
Association is of the opinion that the present policy
(CM-09 Chronic Pain) is not being implemented to
the betterment of injured workers in this province.
This association believes that all injured workers
who experience pain from a compensable injury
beyond the usual healing time for the injury should
be encouraged to have chronic pain intervention
before the commencement of any WCC sponsored
rehabilitation programs.
At present an injured worker may receive workhardening, ease back to work, upgrading and or
formal re-training before any Chronic Pain
Intervention. Injured workers who start any of the
above mentioned commission sponsored programs
often can‟t participate or complete their program due
to their continued pain. There are those injured
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La douleur chronique
Le nombre de victimes d‟accidents et de maladies du
travail qui reçoivent des soins pour la douleur
chronique à Terre-Neuve et au Labrador est inférieur
à 50 par année. Toutes ces personnes doivent se
rendre à St. John‟s pour recevoir leur programme.
Selon les dernières statistiques provenant de la
Workers‟ Compensation Commission (WCC) de
Terre-Neuve et du Labrador, seulement 37 victimes
d‟accidents et de maladies du travail se sont
prévalues du programme de douleur chronique pour
l‟année 1996. Le coût moyen de ce programme de
cinq semaines a été de 6 245 $ par personne pour un
coût total de 231 000 $ pour l‟année 1996. Ces coûts
ne comprennent pas les déplacements,
l‟hébergement et les repas, ces frais étant payés
séparément par la Commission.
La Newfoundland and Labrador Injured Workers
Association estime que la politique actuelle (CM-09
Chronic Pain) n‟est pas appliquée à l‟avantage des
victimes d‟accidents et de maladies du travail de
cette province.
L‟association en question est d‟avis que toutes les
victimes d‟accidents et de maladies du travail qui
subissent des douleurs découlant d‟une lésion
indemnisable dépassant le temps de guérison
normal de la lésion devraient être encouragées à
recevoir des soins pour la douleur chronique avant
de début de n‟importe quel programme de
réadaptation financé par la WCC.
En ce moment, une victime d‟accident ou de
maladie du travail peut bénéficier d‟un programme
de conditionnement au travail, de recyclage ou de
formation formelle avant une intervention pour la
douleur chronique. Ces personnes qui entreprennent
l‟un ou l‟autre de ces programmes financés par la
Commission souvent ne peuvent pas s‟inscrire au
programme ou le terminer à cause de leurs douleurs
continuelles. Il y a aussi des personnes qui doivent,
sur ordonnance de leur médecin traitant, se retirer du
programme qui leur a été assigné après seulement
quelques jours à cause de leurs douleurs
14
NOVA SCOTIA
From the internet.
I have assessed thousands of so-called healthy
individuals in a variety of environments and I can
tell you that less than 20% of these people display
what could be considered even adequate metabolic
or structural fitness, never mind kinesthetic
awareness and other issues of movement awareness.
Does this not likely play a large role somewhere
down the line?
I‟m really beginning to see how clinical, legal, and
moral issues are getting intertwined here in a way
that seems to be generating more heat than light.
They end up getting intertwined, not just in this
discussion, but in real life, because of the legally and
morally difficult questions clinicians end up being
asked to play a role in deciding. I‟m also seeing
here and in other things I‟m reading, problems arise
because clinicians and researchers don‟t understand
the limitations in the information they‟re being
asked to provide. I don‟t mean limitations in the
sense that “science doesn‟t yet have all the answers,”
but in the sense that there are complicated legal
issues and good legal reasons for responsibility in
legal terms to be considered in certain ways, and
clinicians and researchers come at these issues
without enough awareness of these issues.
Of course, in treating someone with an RSI, and in
dealing with your own RSI, you have to get yourself
(your patient) into a state of fitness or body
awareness that is not common in our society.
Anyone who resists this idea “because it‟s their
employers fault” is being dysfunctional, as Greg
says, I think.
I was just asking the medical ethicist down the
hallway about this, and she says the particular area
I‟m asking about is just one giant mess at the
moment, with bureaucrats giving themselves
permission to do whatever they like, whatever the
legal situation is.
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The basic idea of what I‟m about to quote is that
employers have responsibility for workplace injuries
even where the worker is vulnerable to those injuries
because of factors outside the workplace. There are
good legal arguments for this. I‟m disturbed at the
thought of clinicians working with the very sensible
clinical attitude that patients must take responsibility
for their own health, and then importing that attitude
into input they are asked to give into legal questions
about compensation. The legal issues are different
from the clinical issues.
The Nova Scotia report came with an appendix that
is a legal review of “Chronic pain syndrome”. There
is no indication of who wrote it or what its status is.
“Thin skull doctrine”:
“Early in the development of personal-injuries law
in the Courts it was argued that if the plaintiff victim
had a particular susceptibility to the injuries
suffered, the negligent defendant ought not to be
liable for the full extent of the damage. The
question, in effect, was this: if I negligently strike a
person in the head in a fashion which in a normal
person would have produced only a bruise, but the
person I happen to hit has an egg-shell skull and it
fractures, must I be liable for the fractured skull?
The answer the Courts have given to the question is
clearly yes: you must take your victim as you find
him.
“The thin-skull doctrine also applies in Workers‟
Compensation cases and for two reasons. One
reason is that permitting compensation to be denied
or adjusted because of pre-existing pre-disposing
personal deficiencies would very substantially
reduce the nature of the protection afforded by the
compensation system as compared to the Court
system for reasons that would not be understandable
in terms either of the historic bargain or of the
wording of the legislation. The other reason is that
in the compensation system, injured persons become
entitled to compensation because they have been
engaged as workers. They have functioned as
workers with any pre-existing condition they may
have had. It seems wrong principle that conditions
which did not affect their employment as workers
should be relied upon to deny them compensation as
injured workers.
“It is acknowledged by the Courts that the principles
applicable to thin skulls apply equally to „frail
spirits‟.”Decision No. 915 (1987) 7 W.C.A.T.R. 1
(Ont. W.C.A.T.) [at 136].
Just to sum up what I understand by that: If
someone forces you to run a marathon, and you die
of a heart attack during it, they are still legally
responsible for your death (and not just for having
held a gun at your head and made you run), even
though you might have been sufficiently well-trained
to have survived the marathon. This is true in
compensation law too: when workers gave up their
right to sue in favor of this no-fault system of
workers‟ compensation, they weren‟t agreeing to a
lesser protection of their rights than under the former
system, certainly. Furthermore, in the work place, if
a degree of fitness that is maintained by less than
20% of the people he sees is not a condition of
employment, then it isn‟t a condition of
compensation either. That makes sense.
Furthermore, on the next page, the report says that
where there is multiple causation, “the Court will, if
necessary, separate out the other factors and award
accordingly. The Courts have awarded damages for
chronic pain with a condition that developed
because of the accident, in combination with other
factors.”
If that is, in fact, what the Court will do, I don‟t
know where the Nova Scotia WCB gets off
declaring that they will not compensate for multifactoral conditions, like myofascial pain syndrome.
So, with Greg‟s needlepoint example: If the injury
is entirely the result of needlepoint, and not the
result of employment, this doesn‟t matter much for
treatment: you treat the injury for what it is. Of
course, since part of treatment in this area is
changing habits, the person has to change how and
whether he or she does needlepoint, and no amount
of workplace ergonomic change will affect that.
15
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
It is a problem, as Greg is trying to point out, when
people‟s political commitments make it impossible
either for them to see that a particular injury is
caused and maintained in the workplace or that a
particular injury is caused and maintained outside
the workplace.
When it comes to legal questions however, which
people like physiotherapists are, apparently,
increasingly being asked to play a role in, then it
does make a difference what the cause is. An injury
from needlepoint plays into insurance, disability
leave, and so on just like an injury from a skiing
accident on your vacation would. When it comes to
disability, accommodation in the workplace, then
surely that accommodation, again, doesn‟t have
anything to do with the cause of the injury. I‟m
entitled to disability accommodation whether I was
injured while skiing or injured at work.
Where there is multiple causation, then the Courts
will weigh this, with some testimony from medical
experts, but it is not up to a medical expert to say
that the injury is multi-factoral and therefore not the
employer‟s fault (this is one of the problems with
the Murray report). The Court‟s standards of
causation are not the same as the clinician‟s, and
again, there are good legal reasons for this.
Lynette
Sorehand FAQ: http://www.ucsf.edu/sorehand/
16
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Letters to the Editor
Dear Editor:
I just received a letter from our WSIB (read WCB part of the Bill 99 master plan to privatize our
public workers compensation system) saying that
they were in the process of reviewing chronic pain.
An independent scientific study has been
commissioned and was due to report by November
1998. The letter was addressed to stakeholder and
was a call for nominations to a second panel made
up of stakeholders to develop policy and guideline
recommendations on how chronic pain should be
compensated, prevented and managed. This was in
response to initial attempts by the Ontario
government to regulate chronic pain out of existence
through Bill 99. Illness due to chronic stress at work
was explicitly exempted from the act. However, in
public hearings held on Bill 99, the government got
caught by a group of doctors who appeared before
them criticizing what was being done.
It wasn‟t that long ago in Ontario that the WCB
recognized entitlement to chronic pain. As far as I
can tell, it was one of the very few jurisdictions in
North America to accept that there is such a
disability. And it didn‟t happen because of good
will or political intervention. An independent
appeal tribunal had been set up in 1985 to hear
appeals on WCB matters and it made decisions
which pushed the Board to adopt policies. The
tribunal‟s decisions in the late 1980‟s were based on
the facts before it, medical reports, expert evidence,
and the claim of an injured worker. The “policy”
adopted by the Board was based on limiting
entitlement and restricting benefits or assistance that
a worker suffering from chronic pain might receive.
So much for individual justice and merits of the
case.
It seems to me that this is just another step towards
complete bureaucratization of the Board.
Entitlement is not based on evidence, medical
assessments of individuals, and worker complains;
entitlement is about policies, Board authority, and
“case management.” When people don‟t get better,
its their own fault. More and more legislation
specifies the Board‟s authority over all medical
treatment and judgements of the worker. Whatever
happened to informed consent?
Yet at the same time chronic pain is a very
widespread experience - it attacks people of all ages.
It seems most often around the joints but not
exclusively. On the internet I located just one site
http://www.goedhart.com/painresource/painlinks.ht
ml with hundreds of links.
What can we do about this? We know that the
experience of pain is real, and we know “policy” is
not much better than denial if the policy allows
bureaucrats like “nurse case managers” to make the
decision.
Injuredworkers.online is interested in your
comments and views.
Andy King, USWA
Editor’s note: injuredworkers.online
is a new website coordinated by a
group of injured workers, union
activists and community legal clinics
based in Toronto. Check it out. Join
injuredworkers.online by sending the
message (not in Subject line)
subscribe injured -l , your email
address without the brackets.
Send message to
majordomo@list.web.net
17
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Dear Editor:
I am writing in reference to the article I had written
in the 1997-1998 Fall/Winter Issue. It highlighted
the fact that I was soon to be subjected to a fourth
New Brunswick Workplace Health, Safety and
Compensation Commission (WHSCC) Appeal
Tribunal Hearing. I also expressed the emotional
and financial strife my family and I were facing as a
result, aside from my physical disabilities.
Unfortunately, my need for a Fourth Appeal Hearing
was the result of the WHSCC Board of Directors.
Rarely involving itself in such matters, it overruled
the previous third Appeal Tribunal decision that
reinstated full benefits.
The circumstances which had lead to this whole
unnecessary scenario of an emotional, physical, and
financial roller coaster ride began on a beautiful
Maritime afternoon in September of 1993, at my
youthful age of twenty three. Having been
employed by one of the largest shipyards in eastern
Canada for approximately 6 years, I was severely
injured through no fault of my own. While working
in a warehouse, a forklift pallet weighing
approximately 70 pounds came crashing down on
the back of my head and neck region. It had been
thrown be a co-worker some 25 feet off a shelving
unit.
Subsequently, eight months later, I was deemed
“capable of returning to my pre-accident
employment” by WHSCC. This decision was
against the objections of my family physician and
specialist. However, there was one extra twist to
this story, my employer informed me that my
employment was terminated and therefore, I had no
employment to return to. It may have been purely
coincidental but, I‟ll leave the speculation to the lay
readers of this publication to decide.
As a result of these unjustified and immoral acts
perpetrated against me, I appealed WHSCC decision
before an Appeal Tribunal on several occasions over
a four year period. Although the cards seemed to be
overwhelmingly stacked against me, I was bound
and determined to fight for my rights. I made a
18
commitment to myself and to my supporters, never
to give up.
Since the newsletter publication of 1997-1998
Fall/Winter issue, I have had my Fourth Appeal
Tribunal Hearing and have received its decision.
I am pleased to inform the readers of the publication,
that Justice has prevailed. I have re-won my
legislative right to be compensated for my injury. It
will be retroactive to that beautiful September
Maritime afternoon in 1993, which will be forever
engraved in my memory as the day that changed my
life forever.
Now focusing on justice for others,
Jeffery Collette
Westfield, NB
Editors Note:
Congratulations Jeffery! Your case shows that we
all must fight for what is right.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
SPECIAL THANKS TO
SHEL/DON REPRODUCTION CENTRE LTD.
936 Tungsten Street
Thunder Bay, ON. P7B 5Z6
C.I.W.A. / A.C.V.A.M.T.
P.O. Box 3678
1201 Jasper Drive, Suite B
Thunder Bay, Ontario. P7B 6E3
for their assistance in printing our newsletter.
Phone: ................................................. 807-345-3429
Fax: ..................................................... 807-768-7240
Fax ...................................................... 807-344-8683
E-Mail ........................................... ciwa@norlink.net
URL............................................ http://indie.ca/ciwa/
Editor’s Note
This newsletter is intended to share and
exchange information only. The views
and opinions expressed here are those
of the individuals or groups making the
submission. We take no responsibility
for their accuracy or opinions.
THE
CANADIAN INJURED WORKERS ALLIANCE
L’ALLIANCE CANADIENNE DES VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL
is supported by people like you.
WE NEED YOUR HELP !!
Your contribution goes towards office rent, telephone, printing and postage. The “Project Funding” we
receive from the federal and provincial governments does not cover these basic operating costs.
Please Subscribe
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�
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Canadian Injured Workers Alliance
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CIWA Highlights Newsletter Summer 1998
Description
An account of the resource
Articles about "The Denial of Chronic Pain"; Provincial updates on chronic pain; Letters to the Editor- WCB and chronic pain, WHSCC Appeal.
"Together We Can Win" video and workbook; Speakers Bureau;
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CIWA
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1998
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English, French
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Labour and Labour Unions
-
https://digitalcollections.lakeheadu.ca/files/original/c83dfc417aca45ced8153efe61033fe8.pdf
7ef8f921d6ec1d9987d8ae2e4f925acb
PDF Text
Text
l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Focus on MEDICAL ISSUES
We are beginning our eighth year publishing Highlights. There
have been many changes over those years and we continue to
change as well. Highlights is a forum for you to express your
thoughts and experiences – to share our stories. We really
appreciate your ideas, suggestions and submissions to the
newsletter. They make it all happen.
We want to help provide the information you need. A new
feature in this issue is a chart that gives you a quick
comparison of policies and practices, province by province by
territory. If you like this feature, we will include it in future
issues.
The theme of this newsletter is the medical treatment injured
workers receive following an injury or disease. We examine the
relationship between WCB, the medical community and the
injured worker. As one of our correspondents says, “Injured
workers find it hard to obtain the proper kind of medical
assistance required to put them on the road to recovery”. We
have reports from across the country.
Also included are news about our activities, letters about your
activities, and a story about tougher penalties for safety
violations as a result of the Westray Inquiry.
.
Our next issue focuses on privatization in the WC
system. Send us your thoughts.
Table of Contents
Projects ................................................2
WCB & Medical Matters ....................3
CSST & Questions Medicales ...........4
Provincial Updates ...............................7
Letters to the Editor ....................... 14
News & Views .................................... 15
CIWA Info .......................................... 16
1
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us a call at: 807-345-3429
“ SPREADING THE
WORD”
A NEW PROJECT
WITH A VISION
Survivors is a guide for organizing
community forums, using a 17minute video and the round table
discussion
technique.
CIWA/ACVAMT has used these
tools to build support in local
communities, to recruit new members
to injured workers groups, and to start
new groups.
Price:
$30.00 (Corporations and
Institutions)
$22.50 (Unions and Non-Profits)
$15.00 (Injured Workers and
Unemployed)
∙ TO EXPAND THE PARTICIPATION OF
INJURED AND DISABLED WORKERS
IN LOCAL LEADERSHIP
∙ TO EXPAND OUR ORGANIZATIONAL
CAPACITY BY BUILDING SUPPORT
AND PARTNERSHIPS IN LOCAL
COMMUNITIES.
BY
DEVELOPING “TRAIN THE TRAINER”
WORKSHOPS AND PROVIDING
RESOURCES TO THESE TRAINED
INDIVIDUALS.
BUILDING YOUR GROUP’S
MEMBERSHIP,
SKILLS,
AND COMMUNITY
PARTNERSHIPS.
If you are interested in participating,
contact your provincial rep or phone the
Corinne Yantha, Executive Assistant at CIWA/ACVAMT,
been busy learning
office at has
807-345-3429
how to edit and update the site, so please let her know if there's anything you would
like to see changed. Send your email to ciwa@norlink.net.
2
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
C.I.W.A. Board Members
AB ... James Burke, Calgary
Calgary Injured Workers Assoc.
SK... Robert Lindsay, Regina
Western Injured Workers Society - Sask.
MN... Wayne Desiatnyk, Winnipeg
Injured Workers Assoc. of Manitoba
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l’ATTAQ
NF... Phil Brake, Labrador City
U.S.W.A.
NF… Austin Haynes, St. John's
Newfoundland & Labrador Injured Workers
Association
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
Sandra Baxter, Hampton
NS... Dave MacKenzie, Westville Pictou County
Pictou County Injured Workers Assoc.
ADVISORS…
Andy King, USWA;
Marion Endicott, IWC
Orlando Buonastella &
WCB's AND MEDICAL MATTERS
In the world of Workers' Compensation, an injured
worker's relationship to the medical profession
becomes confused--or perhaps better put, the
medical profession's relationship to the injured
worker becomes confused.
On the road to recovery an injured worker relies on
three main external supports: support and comfort
of family and friends; financial stability from the
WCB; and healing from the doctor. The doctor is
trusted to make the very best decisions in regard to
treatment, medication, and activity, to ensure the
best possible recovery of the patient. The doctor's
decisions are based on a thorough knowledge of the
patient and the condition. We have grown to trust
the judgements of our doctors.
What a rude awakening it is then to find decisions
about treatment or medications or even our
compensation made by doctors who have seen us
once--or never. Most provinces, perhaps all, have
some form of "WCB doctors" who play a role in
determining our treatment or our compensation.
These doctors have distanced themselves from any
doctor-patient relationship and yet they make critical
decisions, which can profoundly affect the lives of
injured workers.
It may be sensible for an institution such as the
Workers' Compensation Board to employ doctors as
a resource for better understanding a worker's
medical condition. Such a doctor may even
legitimately indicate the need for further medical
investigation or opinion. These doctors however,
have no right to render medical opinions which are
accepted by the WCB over and above the opinion of
the doctor treating the injured worker.
Over the years injured workers have continually
fought for WCB's recognition that the treating
doctors must be respected as the decision-makers in
regard to treatment. This fight has met with varying
success.
The biggest threat of all now looms on the horizon.
All over Canada, WCB's are moving closer and
closer to a private insurance model of compensation
which seeks, not to fully compensate an injured
worker for her/his losses, but pay the least possible.
Legislation is changing rapidly which puts
increasing limits on what is to be compensated
3
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
(stress and repetitive strain injuries are most often
on the chopping block) and limits how much
compensation will be paid. In some jurisdictions
there are caps on medical spending. Increasingly the
concept of "usual healing times," is being used not
as a diagnostic guide, but as a cut-off schedule! As
part of this shift, there is now evidence that the
Managed Health Care system is being considered.
This is the system widely used in the United States
where private insurance companies dominate the
compensation system.
In the Managed Health Care system, a worker does
not even have the right to chose their own treating
doctor. In this system the Board will hold a contract
with a private company (usually associated with a
large insurance company) which provides medical
services. Upon injury, a worker will be required to
have all treatment for the compensable condition
done through the WCB's chosen "health care
provider." Such a system is the ultimate in
confusion in the doctor-patient relationship. To
whom does the WCB contracted doctor owe their
allegiance--to the patient? or to the WCB? It is not
difficult to answer that question. If there is any
doubt, we need only to turn to the injured workers
south of the border and ask them.
There is another disturbing trend. Increasingly we
see WCB's denying claims or ongoing benefits due
to the lack of "objective medical findings." What is
this about? In these times of corporate domination
which seeks to minimize the security of the general
population (so that people will be forced to take jobs
and to take them at lower and lower wages), injured
workers are being portrayed as being fundamentally
lazy, pampered, and prone to exaggerating their
pain. If this view is accepted, then measures to
restrict treatment and to terminate benefits become
acceptable. The demand for "objective medical
findings" is such a measure. Using this measure, the
WCB will only approve claim costs where there is
technologically verifiable proof of injury such as xray evidence or nerve conduction study evidence.
This is not medical science. This is insurance
claims management.
In medical science, there is no such term as
"objective medical findings." Doctors use the terms:
history, signs, symptoms, and studies. All four
categories help the doctor establish the diagnosis
and the treatment plan. Signs (what the doctor finds
on examination) and symptoms (what the patient
complains of) are the main tools used by the doctor.
Studies (x-rays, nerve conduction tests etc.) are only
back up tools for the doctor. Doctors know that
such studies do not always reveal the nature of the
problem. WCB's which demand "objective medical
findings," (eg the results of studies) are essentially
refusing to believe either the injured worker or the
treating doctor. However, it is the WCB using this
approach which is being fundamentally dishonest.
We must insist on our right to chose our own
doctors. We must insist on WCB support for the
medical treatment which we need. We must expose
and fight the private insurance model trends which
are so devastating to the wellbeing of injured
workers. We must engage, in the context of our
injured worker organizations, to educate the medical
profession about the needs of injured workers and
about their poor treatment in the hands of WCB
doctors. Many doctors become fed up with the
wrangles they get into on behalf of their patients
with WCB's. Some will not even deal with
theWCB's. We must make family doctors and
specialists understand the importance of their role
and insist that it be respected by the WCB.
LES ORGANISMES D’INDEMNISATION ET LES
QUESTIONS MÉDICALES
Dans le domaine de l’indemnisation des
travailleurs et travailleuses, la relation d’une
victime d’accident ou de maladie du travail
avec la profession médicale devient confuse —
ou serait-ce plus juste de dire que la relation de
la profession médicale avec la victime
d’accident ou de maladie du travail devient
confuse.
Dans son rétablissement, une victime
d’accident ou de maladie du travail fait
4
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
confiance à trois principaux soutiens extérieurs:
le soutien et le réconfort prodigués par la
famille et les amis; la stabilité financière assurée
par la CSST ou la WCB; et la guérison obtenue
par l’entremise du médecin. On fait confiance
au médecin pour qu’il prenne les meilleures
décisions quant au traitement, à la médication
et aux activités, pour que le patient ou la
patiente puisse se rétablir le mieux possible.
Les décisions du médecin sont fondées sur une
bonne connaissance du patient ou de la
patiente et de son état. Nous avons appris à
faire confiance au jugement de nos médecins.
Quel choc que de découvrir que des décisions
portant sur un traitement ou une médication,
ou même sur l’indemnité à toucher, ont été
prises par des médecins qui nous ont vus une
seule fois ou même jamais! La plupart des
provinces, sinon toutes, ont une certaine forme
de « médecins rattachés à la CSST (ou à la
WCB) » qui jouent un rôle dans la
détermination de notre traitement ou de notre
indemnisation. Ces médecins se sont distancés
de toute relation médecin-patient et, malgré
cela, ils prennent des décisions critiques qui
peuvent toucher profondément la vie des
victimes d’accidents ou de maladies du travail.
C’est peut-être sensé pour un organisme
comme la CSST ou une WCB d’embaucher des
médecins comme ressource pour mieux
comprendre l’état médical d’un travailleur ou
d’une travailleuse. Pareil médecin peut même
légitimement signaler le besoin d’une étude ou
d’un avis médical plus poussé. Par contre, ces
médecins n’ont pas le droit de rendre des avis
médicaux qui soient acceptés par la CSST ou les
WCB en passant outre aux opinions des
médecins traitants.
Au fil des ans, les victimes d’accidents et de
maladies du travail se sont continuellement
battues pour faire reconnaître par les
organismes d’indemnisation que les médecins
traitants doivent être considérés comme les
preneurs de décisions quant aux traitements à
assurer. Ce combat a connu plus ou moins de
succès, cependant la pire menace de toutes se
pointe à l’horizon.
Partout au Canada, les organismes
d’indemnisation se rapprochent de plus en plus
d’un modèle d’indemnisation avec assurance
privée qui cherche non pas à indemniser
complètement une victime d’accident ou de
maladie du travail pour ses pertes, mais bien à
débourser le moins d’argent possible. Les lois
changent rapidement, ce qui limite de plus en
plus ce qui doit être indemnisé (le stress et les
microtraumatismes répétés sont le plus souvent
sacrifiés) et limite le montant de l’indemnité.
Dans certaines juridictions, il y a des plafonds
pour les dépenses médicales. De plus en plus,
le concept de « temps habituel de guérison »
sert non pas de guide diagnostique mais
d’échéancier pour mettre fin aux prestations!
Dans le contexte de ces changements, il devient
maintenant évident que l’on est en train de
considérer le système de la gestion des soins
de santé. C’est le système qui est largement en
vigueur aux États-Unis, alors que le régime
d’indemnisation est dominé par des
compagnies d’assurance privées.
En vertu du système de gestion des soins de
santé, un travailleur ou une travailleuse n’a
même pas le droit de choisir son propre
médecin traitant. Ce système prévoit que
l’organisme d’indemnisation établira un contrat
avec une entreprise privée (habituellement
associée à une grosse compagnie d’assurance)
qui fournit des services médicaux. Lors d’une
lésion, on exigera qu’un travailleur ou une
travailleuse reçoive tous les traitements pour la
condition indemnisable par l’entremise du «
dispensateur de soins de santé » retenu par
l’organisme d’indemnisation. Tel système
constitue la confusion ultime dans la relation
médecin-patient. À qui doit son allégeance un
médecin embauché par l’organisme
d’indemnisation : au patient ou à l’organisme
d’indemnisation? La réponse n’est pas difficile
5
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
à trouver. Si nous avons des doutes à ce sujet, il
suffit de consulter les victimes d’accidents et de
maladies du travail au sud de notre frontière.
Il y a aussi une autre tendance troublante. De
plus en plus, nous constatons que des
organismes d’indemnisation refusent les
demandes d’indemnisation ou les prestations
continues sous prétexte d’un manque de «
résultats objectifs d’analyses médicales ». De
quoi s’agit-il ici? En cette époque de
domination par l’entreprise qui cherche à
réduire au minimum la sécurité de la
population en général (pour forcer les gens à
accepter des emplois et ce, avec une
rémunération de plus en plus basse), les
victimes d’accidents et de maladies du travail
sont montrées comme fondamentalement
paresseuses, gâtées et portées à exagérer leurs
douleurs. Dans le cas où cette perception est
acceptée, les mesures visant à restreindre les
traitements et à mettre fin aux prestations
deviennent alors acceptables. La demande de
résultats objectifs d’analyses médicales
constitue une telle mesure. Grâce à cette
mesure, l’organisme d’indemnisation
n’acceptera les demandes d’indemnisation que
dans les cas où il y a preuve de lésion vérifiable
sur le plan technologique, comme celles des
radiographies ou des études sur la conduction
nerveuse. Ceci n’est pas de la science médicale.
C’est de la gestion de réclamations d’assurance.
En science médicale, l’expression « résultats
objectifs d’analyses médicales » n’existe même
pas. Les médecins utilisent les termes suivants :
historique, signes, symptômes et études. Ces
quatre catégories permettent aux médecins
d’établir un diagnostic et un régime de
traitement. Les signes (ce que découvre le
médecin lors de l’examen) et les symptômes (ce
dont se plaint le patient) sont les principaux
outils du médecin. Les études (radiographies,
tests de conduction nerveuse, etc.) ne sont que
des outils de soutien pour le médecin. Les
médecins savent que ces études ne révèlent pas
6
toujours la nature du problème. Les organismes
d’indemnisation qui exigent des résultats
objectifs d’analyses médicales (c’est-à-dire le
résultat des études) refusent essentiellement de
croire la victime d’un accident ou d’une
maladie du travail ou même le médecin
traitant. Cependant, c’est l’organisme
d’indemnisation utilisant cette méthode qui est
fondamentalement malhonnête.
Nous devons insister sur notre droit de choisir
nos propres médecins. Nous devons insister sur
l’aide de la CSST et des WCB pour obtenir le
traitement médical dont nous avons besoin.
Nous devons exposer et combattre les
tendances de modèles d’assurance privée qui
sont si dévastateurs pour le bien-être des
victimes d’accidents et de maladies du travail.
Nous devons entreprendre, par le biais de nos
organisations de soutien aux victimes
d’accidents et de maladies du travail,
d’informer la profession médicale sur les
besoins des victimes d’accidents et de maladies
du travail et sur le traitement déplorable
qu’elles reçoivent aux mains des médecins
embauchés par les organismes
d’indemnisation. Plusieurs médecins
s’exaspèrent des disputes qu’ils ont avec la
CSST ou les WCB au nom de leurs patients.
Certains refusent même de traiter avec
l’organisme officiel. Nous devons faire
comprendre aux médecins de famille et aux
spécialistes l’importance de leur rôle et insister
pour qu’il soit respecté par la CSST et les WCB.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Provincial Updates:
Focus on MEDICAL ISSUES
YUKON
The Yukon WCB has one Medical Consultant, and
an alternate Medical Consultant. The Medical
Consultant for the Yukon Board is also the President
of the Canadian Medical Association. This is the
very same one who has been found guilty by the
Yukon Medical Council of professional misconduct,
and ordered remedial diagnostic training and is
appealing in the Courts.
The Medical Consultant provides opinions to the
WCB including both levels of appeal on medical
issues. He examines, interprets medical reports,
participates in case management, provides treatment
options and provides Permanent Impairment
Ratings. He is also responsible for: Training WCB
staff in the area of medicine, providing employers
with prevention education, help with policy
development, research medical issues of relevance
to the WCB, assist in legislated medical surveillance
programs, liaise on behalf of WCB with the medical
community, within and external to the Yukon. As
WCB is also OH&S in the Yukon, he is also tasked
with assisting them in investigating accidents.
Unfortunately, there is no a medical review panel.
However, the Appeal Panel can order an
independent medical examination, which generally
is with a specialist outside the Territory.
Here as with most jurisdictions, the Medical
Consultant's opinion seems to be the document
which carries the most weight within the
administration. We are seeing more and more that
the Appeal Panels are using facts, not just
interpretations. Therefore, examinations and
treating practitioners reports are carrying more
weight at appeal. There are no limitations on
treatment..
The Medical Consultant here was very fond of using
average duration of injuries. Since numerous wins
at the Appeal Panel level, the Board is placing less
and less weight on that rational for termination of
benefits.
The entire medical consultant issue is very
contentious here in the Yukon. As we await the
Court's decision with regard to this individual
doctor's standing, no one is prepared to discuss the
issue at all. All of this provides an uneasy feeling
for injured workers who must live with the diagnosis
of a doctor who has been ordered to undergo
remedial diagnostic retraining.
BRITISH COLUMBIA
In BC the WCB has always employed in house
doctors as Medical Advisors, attached to individual
claims units. Recently the WCB has been replacing
the doctors with `Nurse Advisors'.
The Board also employs specialists for specific
purposes such as doing disability assessments and
rehabilitation assessments and providing diagnosis
and treatment advice.
Their primary role in each case is to provide medical
interpretation and advice to adjudicators, with the
adjudicator supposed to be making the final decision
on the issue in question. It is also their role to
communicate with the treating medical practitioners
in order to clarify diagnosis or treatment questions.
The WCB Medical Services Division, aside from
adjudication, is the most highly criticized
department within the Board. In general the most
common consensus is that it should be abolished
altogether. Many respected medical practitioners
describe the BC WCB Medical Services Division as
the most incompetent, arrogant, unprofessional, and
dysfunctional group of supposed professionals they
have ever had the misfortune of dealing with. In fact
in some cases, injured workers in BC have been
7
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
COMPARATIVE PROVINCIAL MEDICAL PRACTICES
BC
AB
SK
MB
ON
QC
NB
PEI
NS
NFLD
Yes
Yes
Yes
Yes
Yes
Yes
Yes
There word is
God
Medical &
functional
impairment
assessments
Does the WCB employ doctors?
Yes
Yes
Yes
What is their role?
Medical
interpretation
and advice to
adjudicators
To give
opinions on
injured
workers
medical files
Review of
IW’s files
Resolve
inconsistencies
Provide expert
opinions
Advise
adjudicators
and interpret
medical
evidence
To assess
files and give
medical
opinions
Are there Medical Review Panels?
Yes
Recently
introduced
Yes
Yes
No
Yes
No
No
No
Yes
?
There are
concerns
NA
No. IW usually
have their
rights denied.
NA
NA
NA
They work well
in some cases
IW/WCB
In theory, the
Injured Worker
The treating
physician until
the file sent to
the Bureau
d'avaluation
médicale
WCB
WCB
WCB
WCB &
treating
physician
The treating
physician until
the file sent to
the Bureau
d'avaluation
médicale
WCB
WCB
WCB
WCB &
treating
physician
No
No - some
restrictions
Effectively,
yes
Are they working for IW?
In some cases
Major
problems at
present
Who has final say over treatment?
The treating
physician, but
can be
overruled by
WCB Doctors
Treating
physician
WCB
Who has final say over diagnosis and relation to injury?
WCB
WCB
WCB
Treating
physician
Adjudicators
Does the WCB restrict which doctors an IW can see for treatment?
No
8
Some
restrictions
Yes
No
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
BC
AB
SK
MB
ON
QC
NB
PEI
NS
NFLD
?
Yes
No
Yes
Yes
?
?
Yes
Yes
Not officially
Yes
Yes
Yes
Yes
Yes
Their case is
sent to the
Bureau
Dévaluation
médical
Yes
Yes, cut off
benefits
Yes – cut off
benefits
In some cases
Generally yes
Not really
No
?
No
In some cases
Yes
Yes
Yes
Yes
Yes – cut off
Yes
Is there a cap on medical fees?
Fees are
negotiated
WCB has
increased
medical fees
to get faster
treatment
Are there expected healing times?
Yes
Yes
?
Are IW penalized if they don’t conform to usual healing times?
Yes, they are
cut off benefits
Yes, deemed
100% fit to
RTW
Yes
Yes
Do IW have control over their own medical treatment?
Not really
Not really
No
To some
degree
If there is disagreement, is the IW penalized?
Yes
Yes
Yes
Yes
9
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
denied treatment because some medical practitioners
refuse to deal with the WCB.
consistency and is most often contrary to the advice
of the treating medical practitioners.
Medical staff and the adjudication staff at the WCB
often dictate the decisions supposed to have been
made on the balance of all information. In many
cases, this happens without ever having examined or
even spoken to the injured worker or the worker's
treating practitioners. If there is any resistance from
the injured worker or the treating medical
practitioner to the Board's instruction, direct or
implied, the result is the termination of benefits.
In short, medical services in BC, as administered
and manipulated by the WCB, generally underme
and interfere with the competent and sound medical
practices and judgement of experienced qualified
outside medical practitioners. The result far too
often is permanently detrimental to the long term
health and employability of the injured worker and
therefore should be abolished. Leave the
responsibility for medical treatment in the hands of
truly competent and qualified medical professionals.
Evidence in a number of cases has been uncovered
showing medical staff to have falsified medical
reports, minimized medical evidence, and/or
manipulated medical evidence and diagnosis to
support or promote dis-entitlement.
In BC the Medical Review Panel is the final level of
appeal and the decision is final and binding on the
worker, the employer, and the Board in all but a few
circumstances. A Medical Review Panel Appeal
requires a doctor's certificate stating there is a bona
fide dispute before an Appeal will be allowed.
The Medical Review Panel Department must agree
that there is a medical dispute, then they will send a
list of doctors. The worker chooses three doctors,
the employer also gets the list and may choose three.
The final panel is made up of one of the worker's
choices, one of the employer's choices and a
chairperson.
The WCB has the final say over the accepted
diagnosis and causation outside the appeal process
and consistently denies benefits based on disputed
diagnosis and/or causation provided by a single
unqualified Medical or Nurse Advisor or
adjudicator, over the written opinions of multiple
renowned specialists.
In practice the WCB sets out it's own benchmarks
for recovery of various injuries and occupational
diseases in relation to the type of occupation and
their own opinion regarding full or graduated return
to work, or retraining for alternate employment.
This practice seldomly exhibits any form of
10
ALBERTA
The WCB in Alberta has Medical Doctors that are
there to make opinions on Injured Workers medical
files. These reports are very biased and are made by
doctors who do not even practice within that field,
(such as a general practitioner making a report on a
back condition and overriding specialists within that
field.) The Board accepts this and denies the Injured
Worker their benefits.
Medical review panels have been in the Policy and
Information Manual for some time, but now, due to
pressure of a Private Member’s Bill # 204, the Board
has been pushed into using them. In the past they
denied their existence. Injured Workers have been
trying to use these panels where there is a conflict in
physician reports. Unfortunately, there continue to
be problems implementing these Medical Review
Panels including:
∙ denial by the case manager who makes the
decision whether a panel is required,
∙ untrained staff,
∙ slow set-up of these panels.
In the treatment process the Injured Workers
Physicians have a say in their patient's care, but there
is a gray area here as the WCB also has been known
to send Injured Workers to facilities that they highly
fund. The end result is often further disablement or
injury to these workers.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
WCB has made increases of 600% in medical fees.
As well, a $200 signing bonus is provided if surgical
procedures are carried out within 15 days of the
recommended surgery. [At the same time the WCB
states this would not skew surgical list.]
WCB has a guide that they use for healing times and
if you are outside these time frames they end up
telling the Injured Worker he or she is 100% fit to
return to work and benefits are discontinued and no
further medical benefits will be paid.
SASKATCHEWAN
In the Province of Saskatchewan, injured workers
find it hard to obtain the proper kind of medical
assistance required to put them on the road to
recovery or the strong doctor reports needed to
support their claims. Injured Workers find it
difficult to find Family Physicians or Specialists
willing to take a stand on their behalf at the WCB
even when all medical objective findings are in
place.
We are finding that there are doctors who are
reluctant to treat an injured worker. We have heard
stories of doctors being harassed by WCB because
of reports they have written. We experienced a case
where a medical doctor outside the province treated
a Saskatchewan injured worker, then had been called
by the WCB. He called his patient back, verbally
reaffirming his condition and warning him that the
WCB will try to dissect him to place blame
otherwise. He then REFUSED to accept any
patients from out of province even after volunteering
this injured worker additional assistance should the
need arise. We ask why?
In Saskatchewan the injured worker is told by WCB
what treatment he will receive, how many times and
by whom, overriding family physicians, specialists
and other medical professionals. Should the injured
worker refuse, his benefits are denied. The WCB
claims that he is non-compliant.
The Saskatchewan WCB has its own Medical
Doctors, called "consultants". They review your file
without ever examining the injured worker. We have
witnessed claims rejected because they have
overruled specialists diagnoses, twisting what was
reported in the original reports.
In regards to our Rehabilitation Centers, it is to be
noted that they are funded by WCB. Claimants are
forced into treatment and exercise therapy against
their specialists advice. We have witnessed reports
from the Rehabilitation Center that an injury will
take a certain period of time to heal. If healing takes
longer, as every person is different, reports have
been sent back that the injured worker is not
cooperative or it is all in their head. The injured
worker's benefits are terminated as WCB claims
non-compliance. We have seen cases where an MRI
later proved differently.
We have encountered a number of injured workers
who were given the option by WCB to have either
Brain or Back Implants performed. At best, this was
and still is a very experimental form of treatment.
These same individuals are experiencing terrible
side effects. Many have been chosen as study
subjects as to the effects of this procedure. WCB
has refused to acknowledge the adverse side effects
as either a hindrance to work ability nor accepts
responsibility to pay benefits, as this procedure was
a direct result of the injury. Yet, in some cases, pays
full coverage for thousands of dollars worth of
medication required now to control the pain and side
effects.
The Western Injured Workers Society (Sask) are
striving to make changes to this unfair, unjust
treatment to the injured worker as our motto is An
Injury To One Is An Injury To All - Workers
Helping Injured Workers. Our greatest wish would
be to have a professional medical advisory and
medical caregivers totally independent of WCB
financial support or influence. This would eliminate
any interference as to fair and just decisions made on
behalf of the injured worker.
We call on CIWA and all Provincial Injured
Workers Organizations to help us in Saskatchewan
to make changes. This unfair, unjust treatment must
stop.
11
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
We look forward to any input or suggestions from
CIWA or from any or all other provinces.
MANITOBA
The Injured Worker has final say over treatment but,
if WCB deems it is in the best interest of the worker
to have a specific treatment and the worker refuses,
there could be consequences.
WCB does not restrict which doctors you can see for
treatment but this applies to your initial doctor or
family doctor. If you want a second opinion from a
different doctor you must have approval from WCB.
Referrals can be made by your family doctor without
WCB approval.
General observations on the medical system is that
the system is in trouble. Some doctors do not keep
up on current treatment protocol and in many cases
do not refer to the appropriate specialist Therefore
diagnosis and treatment is not always accurate or
appropriate. Injured workers can be cut off their
claims or are unable to receive WCB benefits due to
misdiagnosis or conflict in diagnosis from different
doctors.
ONTARIO
My observations on how our medical services are
working in Ontario are: They are working less and
less, because hospitals are closing, OHIP is cutting
back on treatments, and unless you are rich and can
pay for treatment yourself you could be doing
without the necessary treatment. Most injured
workers cannot afford these costs. It's a lose-lose
situation in Ontario for all injured workers.
QUEBEC
Au Québec, les victimes d’accidents et de maladies
du travail sont souvent confrontées à des médecins
œuvrant pour la CSST ou pour leur employeur. Et si
notre législation prévoit que la CSST est liée par
l’opinion du médecin traitant, il ne faut pas oublier
12
qu’un large chapitre de notre loi prévoit comment
elle peut s’en défaire.
Au Québec, il y a d’abord les médecins travaillant
pour le Bureau médical de la CSST à titre de salariée-s et qui ont pour rôle de «conseiller » les agent-e-s
d’indemnisation sur les divers aspects d’une
réclamation, particulièrement en matière
d’admissibilité. C’est souvent à cette étape que des
réclamations pourtant bien légitimes sont refusées.
Mais il ne s’agit pas là des seuls médecins qui
œuvrent pour la CSST. En effet, le CSST au
Québec a de très importants pouvoirs de contestation
médicale. Si elle est en désaccord avec le médecin
traitant sur le diagnostic, la date de consolidation, la
nature ou la durée des soins, l’atteinte permanente
ou les limitations fonctionnelles, elle peut exiger
d’un travailleur qu’il se soumette à l’examen d’un
médecin qu’elle choisit et qu’elle paie.
Suite à ce premier examen, la CSST peut soumettre
le dossier d’un travailleur au Bureau d’évaluation
médicale, relevant du Ministère du Travail tout
comme la CSST elle-même, et qui est bien connu
pour ses capacités de guérir miraculeusement les
victimes d’accidents et de maladies du travail. Suite
à la réception de l’avis du membre du Bureau
d’évaluation médicale, la CSST doit rendre des
décisions entérinant les conclusion de l’avis reçu.
Si le travailleur est en désaccord avec les décisions
rendues, il doit les contester d’abord à la révision
administrative, qui n’a le pouvoir de les renverser, et
ensuite au Tribunal où les décisions faisant suite aux
avis du Bureau d’évaluation médicale ont
historiquement été renversées plus que maintenues.
Il nous reste à voir si, avec le nouveau « tribunal »
en place depuis le 1er avril 1998, la situation
demeurera la même…
The Medical Assessment Process in Quebec
In Quebec, injured workers are often confronted
with physicians working for the CSST* or for their
employer. Although our legislation provides for the
CSST to be bound by the attending physician’s
opinion, we must not overlook the fact that a large
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
chapter of the law holds provisions for doing away
with it.
In Quebec, first there are the medical doctors
working for the CSST’s Medical Bureau as paid
employees with the role of “advising” the
compensation agents on the different aspects of a
claim, particularly in the area of eligibility. It is
often at this stage that legitimate claims are rejected.
However, these are not the only doctors working for
the CSST. Indeed, the CSST has very important
powers of medical dispute. If the board disagrees
with the attending physician over the diagnosis, the
consolidation date, the nature or duration of care, the
permanent injury or functional limitations, it can
require that a worker submit to examination by a
physician it chooses and pays.
Further to this examination, the CSST can submit a
worker’s record to the Medical Assessment Bureau,
coming under the Department of Labor, as does the
CSST, which is well known for its ability to
miraculously heal injured workers. Following
receipt of the opinion by the member of the Medical
Assessment Bureau, the CSST must render decisions
confirming the results of the opinion received.
If a worker disagrees with the decisions rendered, he
or she must contest them, first during the
administrative review—which does not have the
power to overturn them—then with the tribunal
where historically decisions made following the
Medical Assessment Bureau’s opinions have more
often been overturned than upheld. It remains to be
seen if, with the new “tribunal” in effect since April
1st, 1998, the situation will remain the same…
NEW BRUNSWICK
The solution to the medical services in New
Brunswick is Deeming. Regardless if you can do it
or not. Long term injured workers are forever on
trial and will always have a battle defending
themselves against the Board and the professional
opinions of the specialists.
13
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NEWFOUNDLAND
One of the major problems that confronts injured
workers, is trying to convince or explain to the
Commissions doctors that you are injured and in
pain. For some reason, yet unexplained you are told
that your pain is all in your head. "There is no
objective medical evidence on your file which
indicates that you should be having the level of pain
you insist you are having." This statement is all too
common in injured workers medical files.
Secondly, the idea that a Functional Capacity
Evaluation (FCE) which is performed over a 2-3
hour period by an Occupational Therapist can over
ride and carry more medical weight then a
Orthopedic Surgeon, who has been treating his or
her client for, in some cases for a year or more. This
was a serious concern for this association until this
year.
This practice is now discontinued. Medical
specialist reports now will take preference over an
Occupational Therapist's report. This practice, while
in place, has destroyed the lives of many an injured
worker. This was one of the major
recommendations this association put forth during
last years Workers Compensation Statutory Review
Hearings.
NOVA SCOTIA
When a person is sent to see a specialist, if the
decision is not in favor of the WCB, then the board
doctor rules in favor of the WCB.
PRINCE EDWARD ISLAND
On PEI, we have to go to our family doctor's after
being injured. They in turn send reports to WCB.
The Workers Compensation doctor has final say in
your treatment. This doctor is employed by the
WCB. The WCB doctor on PEI sends you to
another province, then the injured worker has to go
back to the WCB doctor who overrules the other
14
doctor's opinions. Then the injured worker is cut off
his or her benefits.
Our biggest problem with this doctor is that his wife
is running the business called the S'side
Physiotherapy Centre. There are a number of
injured workers who are referred to this Centre for
treatment.
It seems there is something happening between
WCB, Doctor Wedge, Maureen (Rogers)Wedge and
her clinic. We will leave all thoughts to the readers
of this newsletter. If more of this information is
desired by the readers we will be quite willing to
relate further to this subject in great detail.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
ORGANIZING ON THE NET
As we grow more comfortable with the
Internet, we will be learning new skills and
acquiring new tools. These may have a
tremendous potential for organizing; for
including more people; for broadening the
discussion.
We will need to share our successes with
each other so we can fulfill this potential.
One of the ways to do this is through
injuredworkers.online.
The address for their web site is
http://www.injured workers.org/
Letters to the Editor
Dear Editor:
Well, I guess it is time to get some of our news
in PEI into the CIWA newsletter.
First of all; Greetings to all injured workers
across Canada from the smallest province called
Prince Edward Island. Even though we are
small, good things come in small packages so
they say.
We became a registered corporation in 1998.
Injured workers thought we were all by
ourselves in dealing with the unfair practices of
the Workers Compensation. We found out by
meeting other injured workers at Memramcook,
New Brunswick we were not alone. Because of
the Speakers Bureau and correspondence from
Steve, Jim, Austin, other e-mail friends too
many to mention, this gave us the boost we
needed to formulate a plan of action to help
other injured workers on PEI.
and there will be no further benefits; and the
injured worker has no job and no WCB benefits,
do you think it is possible the Federal
government might hire Dr. Jack Kavorkian to
resolve some of these situations? Perhaps they
could call it a DEAD ISSUE.
I. M. Waiting
Want to get involved ?
To connect with the injured workers group
nearest you, check out our website at
www.ciwa.ca and click on people and
organizations.
Or call the office at (807) 345-3429.
By being part of the CIWA we even found we
are not scared of the Workers Compensation
realm, and by helping each other we in part help
ourselves, by gaining confidence in each other,
supporting each other and when there are
problems encountered, we all can help each
other.
Clarance Fraser
PEI Coalition of Injured Workers
Dear Editor:
When a person gets injured on the job, and the
employer doesn't want him back because he is
not 100% back to normal; and the WCB says
that the injured worker has reached his
maximum medical recovery (whatever that is)
15
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NEWS & VIEWS
Federal NDP wants Tougher Penalties for Safety Violations
By DEAN JOBB, Staff Reporter - The Halifax Herald Limited
Corporations convicted of operating dangerous
workplaces could face multimillion-dollar fines, and
their executives and directors could be jailed under
amendments being proposed by the federal New
Democrats. "We have to hammer home that safety
of workers has to be the No. 1 priority, and it comes
before profits and it comes before anything," Cape
Breton MP Peter Mancini said Tuesday from his
Ottawa office. "People are entitled to a safe work
environment."
-
The member for Sydney-Victoria raised the issue
Tuesday in the House of Commons, one year after
release of the inquiry report into the deadly 1992
explosion at the Westray Coal Mine.
The charges were withdrawn in June. Nova Scotia
prosecutors announced convictions were unlikely,
given conflicting evidence about how the explosion
occurred. No one has been convicted of a crime or
breach of safety regulations in connection with the
explosion. Had the proposed amendments been law
in 1992, Mr. Mancini believes the disaster could
have been averted.
Justice Peter Richard's report called on the federal
Department of Justice to examine whether new laws
are needed to hold officials and directors
accountable for crimes committed by their
companies. Mr. Mancini, who criticized the
government's lack of action on the recommendation,
said his party plans to introduce a private member's
bill to make the necessary amendments to the
Criminal Code. A draft of the bill, dated Nov. 30,
contains the following provisions:
- Corporations could be found guilty and fined up
to $500,000 for any offence for which a person
can be convicted. Firms convicted of murder or
manslaughter would face a fine of up to $5
million;
- Companies could be convicted of authorizing,
condoning, or ignoring unsafe practices, or
allowing "the development of a culture or
common attitude: among employees that such
acts would be tolerated";
- Firms could be fined up to $100,000 a day until
unsafe conditions were rectified; Directors could
be imprisoned up to three years and fined
$10,000 for each day unsafe conditions existed.
16
Justice Richard's report concluded Westray
management was "derelict" in its safety duties
and put profit ahead of the welfare of workers
Twenty-six men died when the mine exploded. The
inquiry uncovered a wide range of risky and illegal
practices. The mine's bankrupt parent company,
Curragh Inc. of Toronto, and on-site managers
Gerald Phillips and Roger Parry were charged with
manslaughter and criminal negligence in 1993.
"If the directors know that they can be responsible in
a criminal sense, they're going to ensure . . . that
safety measures are being met." The Justice
Department's criminal-law policy section is studying
Justice Richard's recommendation. Department
officials could not be reached for comment.
The NDP amendments are expected to be introduced
early in the New Year.
TWO SURGEONS WERE WATCHING A MECHANIC WORK
ON A CAR WHEN ONE REMARKED, " YOU KNOW
DOCTOR, BEING A CAR MECHANIC IS PERHAPS AS
COMPLICATED AS THE WORK WE DO.
" MAYBE," THE OTHER SURGEON REPLIED, " BUT LET'S
SEE HIM DO IT WHILE THE ENGINE IS RUNNING."
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
WE NEED YOUR HEL P ! !
Your contribution goes towards office rent, telephone, printing and postage. The “Project Funding” we
receive from the federal and provincial governments does not cover these basic operating costs.
PL EASE SUB SCRIB E
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Address:
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Date: ________________________________
Newsletter Subscription:
Injured Worker/Unemployed $ 5.00 _______
Individuals
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Fax
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Editor’s Note
This newsletter is intended to share and exchange information only. The
views and opinions expressed here are those of the individuals or groups
making the submission.
We take no responsibility for their accuracy or
opinions.
P.O. Box 3678
Thunder Bay, Ontario. P7B 6E3
Phone: 807-345-3429
Fax: 807-344-8683
1201 Jasper Drive
Thunder Bay, Ontario. P7B 6R2
email: ciwa@norlink.net
Web-site: www.ciwa.ca
This Newsletter was printed by: CUPE 87
17
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CIWA Highlights Newsletter Winter 98/99
Description
An account of the resource
Articles about WCB's and medical matters; Provincial updates on Medical Issues; Comparative Provincial Medical Practices.
"Survivors" guide for organizing community forums; "Spreading the Word" Project; Letters to the Editor- PEI updates, WCB benefits.
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CIWA
Date
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1998
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PDF
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English, French
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Text
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Labour and Labour Unions
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Text
l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Injured Workers Want Equal
Rights!
For the first time in Canadian history, Injured Workers
Groups are taking joint action on a legal challenge at the
Supreme Court of Canada. The issue is our ability to hold
doctors accountable for their medical treatment of
injured and disabled workers.
Normal citizens have recourse to the courts if their
treating physician does malpractice. Injured workers are
denied that right. Un
der most provincial compensation acts, the worker would
not be allowed to sue their treating physician.
This ability to sue for medical wrong doing has been used
successfully to bring about improvements to medical
treatment. One recent example is the tainted blood/Aids
scandal. People with HIV sued the government & the Red
Cross and we now have a new safer blood system.
Well, if you’re an injured worker, you don’t have this right.
And what do we see? In Saskatchewan, they have a
doctor using injured workers as guinea pigs as he does
“Deep Brain Implants” as a pain treatment. Maybe if they
fry your brain, your pain will disappear.
This issue focuses on this court case and what the future
looks like with new court rulings. We also have our regular
features so please, “Read On”. Table of Contents
Contact info ..........................................2
Projects..................................................3
Together We Can Win .......................4
Supreme Court Case............................5
L'appel de Kovach ................................7
Q & A .....................................................9
Views from the Provinces ............... 13
Dear Andy .......................................... 15
1
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PL EASE HEL P…… … . . S U B S C R I B E !
Name:
________________________________
Date: ________________________________
Address:
________________________________
Newsletter Subscription:
________________________________
Injured Worker/Unemployed $ 5.00 _______
Postal Code
________________________________
Individuals
$Phone:
10.00 _______
Fax
________________________________
Organizations
$ 15.00 _______
Donations
$
_______
$
_______
E-Mail
________________________________
Total
Web Site
________________________________
Thanks for Your SUPPORT
Editor’s Note
This newsletter is for sharing and exchanging information. The views and opinions expressed here are
those of the individuals or groups making submissions. We take no responsibility for their accuracy or
opinions.
P.O. Box 3678
Thunder Bay, Ontario. P7B 6E3
Phone: 807-345-3429
Fax: 807-344-8683
1201 Jasper Drive
Thunder Bay, Ontario. P7B 6R2
email: ciwa@norlink.net
Web-site: www.ciwa.ca
Provincial Reps to the Steering Committee
AB ... James Burke, Calgary
Calgary Injured Workers Assoc.
SK... Robert Lindsay, Regina
Western Injured Workers Society - Sask.
MN... Wayne Desiatnyk, Winnipeg
Injured Workers Assoc. of Manitoba
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l’ATTAQ
NF... Phil Brake, Labrador City
USWA
2
NF… Austin Haynes, St. John's
Newfoundland & Labrador
Injured Workers Association
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Pictou County
ADVISORS…
Andy King, USWA; Orlando Buonastella &
Marion Endicott, IWC
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us a call at: 807-345-3429
“ SPREADING THE WORD”
Project Update
Does your local / injured worker group need help
with:
- strengthening the skills of its board members?
- peer support models?
- leadership skill development?
- building community partnerships?
CIWA/ACVAMT is training facilitators to
deliver workshops at "Train the Trainer"
sessions. The first session was held in
Edmonton, AB in March 1999 with participants
from the western provinces & the Yukon.
Training sessions are also planned for Moncton,
New Brunswick in April, 1999 for the eastern
provinces and for Quebec City in May, 1999
(French).
Participants of our "Train the Trainer" sessions
will soon be available to facilitate workshops
near you. Workshops may include a number of
topics such as:
- The Survivors Forum
- Managing Meetings
- Roles & Responsibilities of Board Members
- Public Speaking
- and more !
SPEAKERS BUREAU
Returning to Work
We now have 53 trained presenters from local injured
workers groups all across the country. They are prepared to
come out to any local meeting to give a 15 - 30 minute talk on
the experiences of injured and disabled workers. A complete
list of these presenters is available from the CIWA/ACVAMT
office (phone 807-345-3429)
The presentation is accompanied by a series of illustrated
overheads and slides, a handout on “How you can help”, and a
display table of additional information and resource materials.
The response so far has been enthusiastic. Presentations
have been made to local union meetings, health and safety
committee meetings, the WCB’s in Nova Scotia, Saskatchewan
& Alberta, WCB committees, the Manitoba Federation of
Labour, community meetings and injured workers group
meetings, to name a few.
This project has been made possible by a partnership between
the Canadian Labour Congress and local injured workers
groups.
Arrange for one of our presenters to deliver a
presentation at your next local meeting !
Thanks to the Human Resources Development Canada for supporting
this project.
Did you get your copy yet?
The Survivors manual is a guide for organizing
Once the training sessions have been completed,
we will send a list of workshop facilitators to all
injured worker groups in Canada.
If you are interested in participating or for more
information, contact your provincial rep or phone
the CIWA/ACVAMT office at 807-345-3429
community forums, using a 17-minute video (included
with the manual) and the round table discussion
technique. CIWA/ACVAMT has used these tools to
build support in local communities, to recruit new
members to injured workers groups, and to start new
groups.
Call our office at 807-345-3429 and order yours today
!
Price:
$30.00 (Corporations and Institutions)
$22.50 (Unions and Non-Profits)
$15.00 (Injured Workers and Unemployed)
3
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us a call at: 807-345-3429
TOGETHER
WE CAN WIN
Our most popular resource tool is a video and
workbook to help injured workers deal with a
workplace injury or disease and the changes that
take place in their lives.
The workbook covers such areas as:
Surviving the system
Financial planning
Setting priorities
Going back to your job
Finding a new job
Keeping your head on straight
The workbook includes information and
exercises that take the injured worker from injury
to rehabilitation to return to work. Injured
workers can find out how to keep records to help
maintain entitlement and rights to Workers
Compensation benefits.
The video is being shown on Community TV
stations, at union meetings, in training sessions at
the WCB and at injured workers meetings.
ATTENTION INJURED WORKERS
Is your Injured Worker Group interested
in developing a web site for your group?
Need some help?
Two injured workers in B.C. have offered
to provide that help – free of charge.
Contact
Craig MacLachlan-componet@smartt.com
Or Dann Buss
busstop@busstop.net
4
We received this wonderful congratulatory letter
and would like to share it with you.
I would like to congratulate you on your
video “Together We Can Win”. The
response and reaction from our members
was to say the least, remarkable. Many
Injured Workers have now realized that
they are not alone in our fight for Justice
and Dignity.
The video displayed a true real life
drama that is taking place across the
country. After we showed the video, we
spent 3 hours discussing and
commenting on the various aspects of the
video and the effect it left on our group.
I was personally stunned by the reaction
and the message that has been
implanted in the minds of our own
Injured Workers, in addition to the
educational value of the video.
Please accept my sincere congratulations
to C.I.W.A. and to all involved in
producing such a dynamic piece of
material.
John Sweeney, President
K.W.C.I.W.G. Inc.
KITCHENER - WATERLOO - CAMBRIDGE
INJURED WORKERS GROUP
72 LEGER ST., SUITE 1 KITCHENER, ON. N2H 6R4
EMAIL kwciwg@golden.net TEL/FAX 519-570-0781
Copies of the video and workbook are available at the
CIWA/ACVAMT office.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Background on the Supreme Court Case
The Community Legal Assistance Society has
received permission from the Supreme Court of
Canada to intervene of behalf of participating B.C.
injured workers’ groups and the Ontario Network
of Injured Workers Groups (ONWIG) in an appeal
by the B.C. Workers’ Compensation Board to the
Supreme Court of Canada.
The case is Kovach v. Singh. It arises from a
malpractice lawsuit, the actual merits of which
have never been tried. Ms. Kovach injured her
back at work, and underwent surgery by Dr.
Singh, who was “employed” by a holding
company at the time. He owned the company,
which was registered with the W.C.B. as an
employer. Mrs. Kovach felt that the doctor was
negligent. When she filed suit in 1989, Dr. Singh
asked the Board to rule under s. 10 and s. 11 of
the Act that both he and Ms. Kovach were
“workers” at the time, and she was therefore
prohibited from suing him. The Appeal Division
agreed with Dr. Singh, and the Supreme Court of
B.C. upheld its decision. The B.C. Court of
Appeal has twice ruled in favour of Mrs.
Kovach’s right to sue. The Court’s reasons,
however, threaten the right of workers to be
compensated for the consequences of negligent
medical treatment (even if they haven’t sued and
don’t want to do so).
The Purpose of Intervening
As explained below, none of the existing parties
are speaking for the rights and interests of injured
workers who don’t want to go to court. The
Supreme Court of Canada often permits nonparties to an appeal to intervene and make written
and oral arguments to ensure that it hears all
relevant perspectives on the issues before it.
Several B.C. injured workers’ groups and
ONIWG will join together in the intervention,
which also has implications for workers in other
provinces. Other provincial injured workers
groups are considering joining the intervention.
As presently planned, the goals of the
intervention will be twofold:
(1) to persuade the Supreme Court to affirm the
right to full benefits even if negligent
treatment has caused the worker to suffer an
additional disability; and
(2) to establish the right of workers such as Mrs.
Kovach to sue for malpractice if they choose,
and to keep most of the proceeds if they are
successful.
None of the current parties to the appeal - Mrs.
Kovach, Dr. Singh, the W.C.B., and the Health
Employers’ Association (which intervened before
the Court of Appeal) - are arguing for such a
result.
Ms. Kovach will probably pursue the argument
that was successful in the Court of Appeal, which
is that a negligent operation must be regarded as a
“second injury” occurring off the job. While this
leaves the worker free to sue the doctor, hospital,
and other responsible parties, it also suggests that
the harm done by the second injury is noncompensable. The intervention will agree with
much of Ms. Kovach’s arguments, but will urge
the court to confirm that the WCB must pay full
compensation in all such cases (part of which the
WCB can recover if the court awards damages for
the same losses).
The WCB will defend its broad jurisdiction to
decide the status of the worker and doctor in such
circumstances. It will argue that its decision
denying Mrs. Kovach’s right to sue was not
“patently unreasonable” (the legal test which must
be met before a court can overrule a W.C.B.
decision).
Dr. Singh (and the Health Employers) will argue
that the WCB was right, and that workers should
not be able to sue for malpractice.
5
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
What the Courts Decided
The Judge of the Supreme Court of British
Columbia who first heard the case, Justice
Huddart., reluctantly upheld the Board’s decision
barring the lawsuit in March, 1995, stating in her
Reasons that:
“To Mrs. Kovach and undoubtedly to many
residents of this province, the combined effect of
section 10(1) and the Board’s determination
under section 11 will seem clearly wrong. They
ask why a surgeon or other professional person
should be protected by legislation clearly
designed to ensure compensation in the workplace
for injuries suffered in accidents or as the result
of the negligence of an employer or co-worker?
Why employers should pay for such negligence
rather than the professional person who can
insure himself from the substantial fees he is paid
for his services?”
“If an unpalatable result flows from the Board’s
reasoned interpretation of its governing
legislation and the facts of a case, that is a matter
for the legislature. It seems clear that the court’s
task on judicial review of a determination is not to
look at its ultimate consequences and arrive at a
policy decision that the Board is a spider-like
creature that has pulled into its web one unwilling
victim too many. Or read the other way, given
succor to an undeserving bug. The court’s task is
simply to enquire whether a rational basis exists
for the decision. The emphasis should not be so
much on what result the tribunal has arrived at,
but on how the tribunal arrived at the result.”
The Court of Appeal overturned this decision in
December 1996, primarily on the basis that the
W.C.B. has no jurisdiction (legal authority) to
decide a case where an issue of medical
negligence has been raised. This left even
workers who had not sued at all in limbo if there
was an allegation of malpractice, as the Court
seemed to be saying that all the Board should do
in such cases was to await a court’s ruling on the
causes of the worker’s condition.
The Supreme Court of Canada was about to hear
an appeal from the Pasiechnyk decision of the
Saskatchewan courts, which the B.C. Court of
6
Appeal had followed. The Pasiechnyk case
concerned a claim by the dependants of several
workers killed in a crane accident that the
employer, the Saskatchewan government,
negligently failed to inspect the crane properly.
The Supreme Court upheld the power of workers’
compensation boards to decide such issues. After
deciding the Pasiechnyk case, the Supreme Court
sent Kovach back to the B.C. Court of Appeal for
reconsideration.
The appeal was again heard by the same three
justices of the Court of Appeal, and two of them
still refused to agree that an “undeserving bug” (a
doctor whose treatment of an injured worker has
been negligent) should be shielded from a lawsuit
by the Act. The majority found that the decision
of the W.C.B.’s Appeal Division was “patently
unreasonable” because it failed to distinguish
between Mrs. Kovach’s status as a worker when
she originally hurt her back, and her status as a
patient when she underwent surgery.
Establishing the Right to Sue
The main argument in the intervention will be that
the W.C.B. decides two very different questions in
cases like this, and acts illegally if it fails to
examine each issue according to the standards
contained in the Act. The first question is whether
workers should receive compensation for the
adverse consequences of medical treatment,
whether it is negligent or simply unfortunate. It
will be argued that they should, on the basis of the
Board’s current policy that a condition caused by
medical treatment is a compensable consequence
of the work injury that led to the treatment.
The second question is whether the worker should
be prevented from suing a negligent doctor for
malpractice, if the doctor happens to be a worker
or employer covered by the Board. It will be
argued that an injured worker is not acting in the
course of employment when undergoing an
operation or other treatment. Accordingly, the
worker is free to decide whether to sue or not. If a
suit were successful, the Board would be entitled
to recover those benefits which duplicate the
damages awarded by the court. The worker could
keep the damages awarded for losses for which
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
the Board doesn’t compensate, such as pain and
suffering.
Participation and Feedback Requested
Organized groups of injured workers which want
to participate in the intervention should contact
Jim Sayre at the Community Legal Assistance
Society (604) 685 3425, or Craig McLachlan at
990 9009 for details about the process and an
outline of the information needed for the Court.
The Community Legal Assistance Society will
also try to answer any questions or concerns
of injured workers about the position
described above.
Given the short time available, comments
should be put in writing and sent to the
Society
by fax to: (604) 685 7611
by mail to: #800, 1281 West Georgia St.,
Vancouver, B.C. V6E 3J7
by email to: clas@vancouver.net.
KOVACH v. SINGH…at the Supreme Court
The Kovach appeal arises from a
malpractice lawsuit, the merits of which
have never been tried. Ms. Kovach injured
her back at work, and underwent surgery by
Dr. Singh. He was “employed” by a
holding company that he also owned, and
which was registered with WCB as an
employer. Mrs. Kovach felt that the surgery
was negligent, and sued in 1989. Dr. Singh
asked the Board to bar the suit under s. 10
of the Act, on the basis that both he and Ms.
Kovach were “workers” at the time.
The central legal issue is the jurisdiction of
the Board and/or Court in such
circumstances. The reasoning of the B.C.
Court of Appeal, however, threatens the
right of a worker to be compensated for the
consequences of negligent treatment even if
he or she hasn’t sued or threatened to sue.
Ideally, an intervention would help persuade
the Supreme Court to remove that threat and
assure the worker’s right to full benefits
even if negligent treatment has caused
additional disability. Workers should also
be given the option of suing for damages if
they choose to do so.
L’appel de Kovach découle d’une action en négligence
professionnelle, dont les mérites n’ont jamais été mis à
l’essai. Mme Kovach s’est blessée au dos au travail et a subi
une intervention chirurgicale aux mains du Dr Singh. Celuici était « employé » par un holding dont il était propriétaire
et qui était inscrit auprès du WCB comme employeur. Mme
Kovach estimait que la chirurgie avait été exécutée avec
négligence et elle a entamé une action en 1989. Le Dr Singh
a demandé au WCB de faire obstacle à la poursuite en vertu
de l’article 10 de la loi, en invoquant que lui et Mme Kovach
étaient des « travailleurs » à l’époque.
Le nœud du problème juridique est la juridiction du WCB
et/ou de la Cour en pareilles circonstances. Le raisonnement
de la Cour d’appel de la Colombie-Britannique menace par
contre le droit d’un travailleur ou d’une travailleuse d’être
indemnisé(e) pour les conséquences d’un traitement
négligent, même si cette personne a ou n’a pas entamé une
action ou menacé d’en entamer une. Idéalement, une
intervention aiderait à persuader la Cour Suprême de retirer
cette menace et à assurer le droit du travailleur ou de la
travailleuse aux prestations complètes même si un traitement
négligent a causé une incapacité supplémentaire, tout en
accordant à ces personnes l’option de poursuivre en justice
pour des dommages si cela est leur choix.
Le jugement de la Cour d’appel déclare que la décision du
WCB était « manifestement déraisonnable » en ne
distinguant pas entre le statut de Mme Kovach comme
travailleuse
7
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
The Court of Appeal’s decision says that the
decision of WCB was “patently
unreasonable” in failing to distinguish
between Mrs. Kovach’s status as a worker
when she originally hurt her back, and her
status as a patient when she underwent
surgery. The reasons for the decision are
confusing, but appear to mean that the
Board cannot pay compensation for the
portion of a worker’s disability resulting
from negligent medical treatment. That, at
least, is the understanding of the dissenting
justice, Donald J.A., who wrote:
“The Board was not bound to apply
common law principles of causation
... What works for a tort based
system may be unsuitable for a no
fault scheme... The Board may
decide that in order to encourage
workers to undergo treatment for
their industrial injuries, it must
cover mistakes made during
treatment. It may decide that it is
unfair to deny coverage in such
circumstances or inconsistent with a
broadly inclusive policy of worker
protection.”
For example, assume that the WCB ruled
that the chain of causation was broken by
medical negligence and a court later found
that all or most of the worker’s problems
were caused by the industrial injury.
Neither the Board nor the court is bound by
the findings of the other. The worker falls
between two systems.
One of the earliest published policy
decisions of the B.C. WCB found that the
consequences of medical treatment should
be treated as compensable, however the
treatment turned out, so long as the worker
was reasonable in undergoing the treatment.
The latest Court of Appeal decision has the
potential to overturn that very reasonable
policy, and cause the worker either to forego
compensation for the negligent treatment, or
incur the expenses and risks of court
proceedings which still could leave him
8
lorsqu’elle s’est blessée au dos et son statut de patiente
lorsqu’elle fut opérée. Les motifs de la décision sont confus,
mais ils semblent indiquer que le WCB ne peut pas verser
une indemnité pour la portion d’une incapacité d’un
travailleur ou d’une travailleuse qui résulte de négligence
dans un traitement médical. C’est du moins la
compréhension du juge dissident Donald de la Cour d’appel,
qui a écrit :
« Le conseil (WCB) n’était pas lié d’appliquer des principes
de causalité de la common law… Ce qui marche pour un
système fondé sur la responsabilité civile délictuelle ou
quasi-délictuelle peut ne pas convenir pour un système
d’indemnisation sans égard à la responsabilité. Le conseil
peut décider que pour encourager les travailleurs et
travailleuses à subir un traitement pour leurs lésions
professionnelles, il doit couvrir les erreurs commises
pendant le traitement.
Il peut décider qu’il est injuste de refuser cette couverture
en pareilles circonstances ou que cela est incohérent avec
une politique de protection des travailleurs et travailleuses
à grande échelle. ». . . . . . .
Par exemple, supposons que le WCB a déterminé que la
chaîne causale a été rompue par la négligence médicale et
qu’un tribunal a déterminé plus tard que tous les problèmes
du travailleur ou de la travailleuse, ou une partie de ces
problèmes, ont été causés par la lésion professionnelle. Ni le
WCB ni le tribunal ne sont liés par les conclusions de
l’autre. Le travailleur ou la travailleuse tombe entre deux
systèmes.
Une des premières décisions publiées du WCB de la
Colombie-Britannique au sujet des politiques
d’indemnisation était à l’effet que les conséquences d’un
traitement médical devaient être traitées comme
indemnisables — peu importe le résultat du traitement —
aussi longtemps que le travailleur ou la travailleuse était
raisonnable en subissant le traitement. Le dernier jugement
de la Cour d’appel a le potentiel de renverser cette même
politique raisonnable et d’obliger le travailleur ou la
travailleuse à renoncer à l’indemnisation pour le traitement
négligent ou à encourir les dépenses et les risques des
procédures judiciaires, ce qui pourrait encore laisser cette
personne coincée « entre deux systèmes », comme le laisse
entendre le juge Donald.
Bien que la principale raison d’intervenir soit de défendre le
droit des travailleurs et travailleuses aux prestations pour les
conséquences d’un traitement, l’appel offre aussi l’occasion
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
trapped “between the two systems”, as
Donald J.A. suggests.
While the main reason to intervene is to
defend workers’ rights to benefits for the
consequences of treatment, the appeal also
offers an opportunity to gain a right of
choice for workers which they did not have
under the previous jurisprudence and policy.
Injured workers’ groups in B.C. generally
want much greater access to the courts than
the Act now allows. It certainly isn’t in
workers’ interests to be denied
compensation for the results of medical
negligence, forcing them to sue privately in
every such case. But it seems to us that
workers such as Ms. Kovach should have
that option if they want to exercise it.
The bar to lawsuits seems especially
unwarranted in cases where the injury is
caused by a “stranger” who simply happens
to be an employer or worker [but not the
worker’s own employer or co-worker]. The
injuries would otherwise be insured by
motor vehicle insurance or the doctors’
liability fund, which would pay general
damages and compensate for the full loss of
earnings of the worker, including earnings
above the maximum level insured by WCB.
d’obtenir un droit de choix pour ces personnes, ce qu’elles
n’avaient pas avec la jurisprudence et la politique
antérieures.
Les groupes de victimes d’accidents et de maladies du
travail en Colombie-Britannique désirent en général un plus
grand accès aux tribunaux que ne leur permet la loi en ce
moment. Même si ce n’est certes pas dans l’intérêt des
travailleurs et travailleuses en général de se voir refuser
l’indemnisation pour les conséquences de la négligence
médicale — ce qui les oblige à poursuivre en justice sur une
base privée dans chacun des cas —, il nous appert que les
travailleurs et travailleuses comme Mme Kovach devraient
avoir cette option s’ils veulent l’exercer.
L’obstacle aux poursuites judiciaires nous paraît
particulièrement injustifié dans les cas où la lésion est
causée par un « étranger ou une étrangère » qui se trouve
être un employeur ou un travailleur ou une travailleuse
(mais non pas le propre employeur ou le ou la collègue du
travailleur ou de la travailleuse), et dans les cas où les
lésions seraient autrement assurées par l’assurance
automobile ou le fonds de protection des médecins, ce qui
paierait les dommages généraux et indemniserait la perte
complète de revenu du travailleur ou de la travailleuse, y
compris le revenu au-dessus du niveau maximal assuré par
le WCB.
Basic Questions and Answers Regarding the
Intervention in Kovach v. Singh
1. Q .
Bill 63, enacted in 1994, made
medical offices (as well as legal and
financial institutions and other "white
collar" job sites) subject to the W.C. Act for
the first time. Mrs. Kovach is suing for an
operation that took place before that
amendment. Would the intervention only
benefit claimants such as her, or could it
also apply to workers whose negligent
treatment happened since 1994?
A.
The 1994 amendments are only
relevant indirectly. Bill 63 made it mandatory
for certain types of workplaces to be covered
by workers' compensation, including doctor's
offices. This means that most doctors are now
"employers" under the Act, but even before
Bill 63 a doctor could take out "personal
optional protection" for his own earnings like
other "independent contractors".
In a decision by the Appeal Division, made a
few months before the Kovach certificate, the
panel (Tom Kemsley, who was also part of the
panel in Kovach) decided that a doctor who
was sued for malpractice was NOT protected
by S. 10, even though he was an employer of
his private office staff. The main reasons were
(1) he treated the worker in the hospital, not
his office, and his staff had nothing to do with
the treatment, and (2) he did not take out
9
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
personal optional protection to cover his own
work (and earnings).
2. Q.
In the next such decision, the appeal division
(Connie Munro, Tom Kemsley, and Micheal
O'Brien, now chair of the review board) found
that a doctor employed by WCB itself was
shielded from a lawsuit by S. 10 because he
was a worker acting in the course of his
employment. Then, in Kovach, the same
panel of the appeal division found that Dr.
Singh was shielded by the act because he had
incorporated a holding company to carry on
his practice and was "employed" by it when he
operated on Mrs. Kovach. The approach in
these three decisions makes a worker's right to
sue depend on how a doctor is paid or
structures his practice, and whether his own 3.
earnings are covered by WCB or not. In my
view, it makes no sense to deprive a worker of
the right to seek damages for negligence
because of factors such as this which have
nothing to do with the worker.
We will be approaching the issue from the
worker's perspective, not the doctor's. I.e., we
will argue that it doesn't matter whether the
doctor is an employer or worker under the Act
or not, because the worker is not "in the course
of employment" when undergoing treatment.
The worker should still receive full
compensation if the treatment goes wrong,
whether he can prove negligence or not, but
can also sue the doctor WITHOUT THE
BOARD'S PERMISSION OR THE NEED TO
MAKE AN "ELECTION". According to this
rationale, the only effect of a lawsuit on the
compensation claim is that the Board would
have an equitable claim to be reimbursed for
any wage-loss benefits it has paid that are
duplicated by damages awarded by the Court.
If the Supreme Court of Canada upholds the
4.
Board's right to assume that a worker is in the
course of employment whenever he is
receiving treatment, as the Appeal Division
decided in all three of the recent decisions,
such a result is impossible, and the right to sue
will depend on the doctor's status.
10
Will the statute of limitation regarding
filing of a lawsuit apply to malpractice claims
by workers, if the intervention is successful?
A.
Yes, the usual rules would still apply, as
they do now. A worker would have to sue within
two years of having the information that would
lead a reasonable person to seek professional
advice about a possible malpractice claim. [The
two year period is suspended if a worker is so
disabled that he cannot exercise his rights, but this
means much more than just being unable to work.
A severe mental disability (or a very severe
physical disability, such as a coma) is needed to
suspend a limitation period.]
Q.
Some claimants believe that they
have been caused further injury due to
negligence by a WCB Doctor, physiotherapist,
or other Board employee while undergoing
treatment at the Board. If successful, would
the intervention enable such Board
employees to be sued as well?
A.
Yes and no. If the WORKER is not 'in
the course of employment' when receiving the
negligent treatment, the employer and status of the
doctor and other defendants shouldn't matter.
There is another problem, though. The 1994
amendment also added "employee of the board" to
the list of people in S. 96(1) who cannot be sued
"in respect of act, omission, or decision done or
made in the belief that is was within the
jurisdiction of the board..."A Board doctor,
physiotherapist, etc. who injures a worker during
treatment at the Rehab Centre, for example, may
well be protected by that clause, entirely apart
from S. 10 and S. 11. (When this clause was
added in 1994, a few of us complained about it,
but couldn't arouse much interest.)
Q.
Would the intervention have any
bearing on a worker's right to sue other
professionals and service providers (and/or
the licensing and regulatory bodies that
control them), or would it be limited to medical
malpractice claims?
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
A.
S. 10(1) doesn't apply just to
malpractice claims. It bars all actions "in
respect of any personal injury, disablement or
death arising out of and in the course of
employment..."if the defendant is an employer
or worker under the Act and was also acting in
the course of employment. Under current
Board policy, an injury occurring during
treatment that is not caused by malpractice (for
example, a worker falling down a poorly lit
flight of stairs at a hospital) would also be
treated as having happened "in the course of
employment". Even some motor vehicle
accidents related to treatment can be covered.
If so, and if the responsible party is also a
worker or employer, the worker cannot sue.
The intervention could change this, and give
workers in those situations the right to sue and
to receive ongoing compensation under their
original claims for their new injuries.
In the case of non-medical professions, S.
10(1) would only affect a lawsuit if a worker
claims to have suffered "disablement" as well
as economic losses due to the negligence. In
such cases, the intervention position would
also protect workers' rights. If the claim is for
lost benefits or other financial losses (e.g.,
against a negligent lawyer, accountant, etc.),
the case should be unaffected by S. 10 no
matter how the Kovach appeal turns out.
It would take a rare fact pattern to give rise to a
lawsuit against a licensing or regulatory body,
As noted, S. 10 only bars a claim for injury,
disablement, or death, not economic loss.
Hypothetically, if the College was aware that a
non-doctor was purporting to practice
medicine, or was engaging in dangerous
experimentation (such as one B.C. doctor who
was found negligent by the courts for inserting
experimental artificial discs in his patient's
backs), and the College neglected to do
anything to stop him, a worker who was
harmed in a later operation might claim that
the College was also at fault for its failure to
take action. In such (rare) circumstances, the
intervention could protect the right to sue.
5. Q.
A doctor who is sued will have
powerful legal interests to defend him,
while the patient probably will not. Are
there legal aid or other organizations to
represent injured workers and other
patients in such cases? Would WCB
provide representation?
A.
WCB would not be subrogated to the
worker's rights, as it would if the worker had
been injured in the course of employment by
someone other than an employer or worker and
then elected to claim compensation instead of
suing. The Board could be empowered
(perhaps requiring an amendment to the Act)
to provide representation at the worker's
option, since the Board would also benefit by
recovering part of the compensation if the
lawsuit were successful.
The Legal Services Society (and CLAS) do not
take on personal injury lawsuits (malpractice
or otherwise). Many private lawyers do take
motor vehicle injury cases on a percentage fee
basis. Far fewer lawyers will sue a doctor on a
percentage basis because the doctors' liability
insurance fund has a policy to fight all claims,
usually to a full trial, and sometimes appeals.
Because it is so hard to sue doctors
successfully, Canadian doctors pay a small
fraction of what liability insurance costs US
doctors. Still, there are lawyers who will take
a malpractice claim on such a basis if there is
strong evidence, and LSS may cover some of
the expenses of the lawsuit if the worker is
financially eligible. Finding a lawyer willing
to act and making a fair arrangement for legal
fees is one of the biggest hurdles facing anyone
who wants to sue a doctor. It's no different for
injured workers.
6. Q.
Isn't there a risk that the
intervention would give WCB an excuse to
deny or reduce the workers' compensation
benefits a worker receives, by claiming
that the doctor is responsible for much of
the disability?
11
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
A.
It is exactly this factor that makes an
intervention so important. As of now, the
decision of the Court of Appeal (according to
the dissenting judge, anyway) leaves an injured
worker who has received negligent treatment at
risk of "falling between the cracks". I.e., the
Board may decide it's all the doctor's fault,
while the Courts don't find any negligence.
Because the Board is an independent decisionmaker whose decisions are protected by the
privative clause in S. 96, it usually cannot be
forced to accept the Court's decision about the
causes of the disability, nor does the Court
have to agree with the Board.
If workers had to choose between the right to
sue a negligent doctor and the right to full
compensation, they would have to pick
compensation to avoid this risk. Otherwise, a
worker who doesn't want to sue or can't find a
lawyer would simply be left in the cold. But
workers shouldn't have to make that choice.
Instead, they should receive full compensation
because treatment for a work injury does arise
out of employment (i.e., it's caused by the
original work injury) even though it doesn't
occur in the course of employment. If that
analysis is accepted by the Supreme Court, the
worker would still receive compensation for
the overall disability, while also having the
right to sue.
7. Q.
If the intervention is unsuccessful,
is there anything that can be done?
A.
Absolutely. There are amendments
proposed to the W.C. Act. Workers could
press for a provision which deals expressly
with injuries suffered in the course of
treatment, and guarantees both the right to sue
and the right to full compensation.
WHAT CAN WE DO?
It was the consensus of CIWA's Steering Committee that if this case ruled against
Mrs. Kovach, the injured worker, the impact will have a far reaching effect to all
injured workers, and their families, in Canada.
We trust that all concerned will consider this issue to be of great importance. We
therefore ask for your support. Consider that, if this case were ruled in favour of
WCB and Dr. Singh, your name could appear on a similar document in the very near
future.
1.
Make this a provincial issue of any organization you belong to or have contact
with; and or
2.
Send a letter of support to Jim Sayre; counsel for injured workers, and or
3.
Ask for intervener status.
12
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Views from the Provinces on ….
The Right to Sue the
Treating Physician for Malpractice
SASKATCHEWAN
In the Province of Saskatchewan the Workers
Compensation Board will bar an injured worker
from taking legal action against a treating physician
in the case of mal-practice or negligence. Our act
states that an injured worker cannot sue an
employer. WCB interpretation of this is, as the
doctor is treating the workers injury, he is the
employer of said injured worker in his WCB case.
WCB is saying the injured worker is still in the
course of his employment even when he/she is
laying on the operating table.
The Western Injured Workers Society (Sask) fully
supports the Kovach case of British Columbia in
regards to going to the Supreme Court of Canada.
We also give 100% support to the Lindsay case of
Saskatchewan, which has now been accepted leave
in the Supreme Court of Canada. The Lindsay case
and the Kovach case are identical, however there lies
a confusion in the law as British Columbia's Court
System was in favor of the injured worker and the
Saskatchewans Court System was in favor of WCB.
These two cases are of the outmost importance to all
injured workers, workers, unions, to all Provincial
Labor groups and the CLC of Canada. The Western
Injured Worker Society (Sask) are asking for
letters of support from all injured workers groups
across the country, these letters may be sent to
CIWA so they can be forwarded to the lawyers
handling each case. We know that WCBs across
Canada have asked for intervenor status on the
Kovach case and will likely ask the same for the
Lindsay case. We must support injured workers to
protect their rights. The Western Injured Workers
Society (Sask) will request intervenor status.
The Western Injured Workers Society (Sask) are in
the process of sending out letters asking for the
support of all injured workers groups, unions and the
SFL in Saskatchewan. For more information or
letters of support contact us at Western Injured
Workers Society (Sask), 1015 McCarthy Blvd.,
Regina, Saskatchewan, S4T 7M7.
E-mail
xeastman@dlcwest.com or call 1-(306)-775-0513.
All letters will be forwarded to the appropriate
persons.
ONTARIO
In Ontario you can sue a treating physician for
negligence, even though the injured worker is
collecting WCB benefits.
There are provisions in Ontario, either Section 9 or
10 of the Act, that deal with this issue. You cannot
sue any Schedule One (1) employer, and hospitals
are Schedule One, but you can sue a doctor if they
are negligent.
The Ontario Network of Injured Workers Groups
has put in for and been granted intervenor status in
the Kovach v Singh case.
Any negative ruling by the courts in B.C. in this case
could mean that medical providers, covered under
the Provincial Act, would not be held accountable
for any negligence on their part. Injured workers
receiving medical treatment would have the right to
sue for negligence abolished.
NEWFOUNDLAND
In the province of Newfoundland and Labrador there
are conflicting reports on whether or not an injured
worker can sue the treating physician if further
13
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
injury arises during the course of treating the
original injury.
If the treating physician is considered an employee
of the hospital or clinic, there is no right of action.
If the treating physician has personal coverage under
the Workers Compensation system, there is no right
of action. On the other hand if the treating physician
doesn't fall under any of the above mentioned
categories, there is a right to sue, providing action is
taken within two years.
The Workers Compensation Act for this province is
silent on this issue, however the new injury would
be considered compensable, and benefits would flow
from the second injury fund. The second injury fund
allows payment of benefits without increasing the
assessment rate of the injury employer.
At this moment there is a Supreme Court of Canada
case (Kovach vs. Singh, and the W.C.B. of British
Columbia ) dealing with the right to sue the treating
physician. This case is of national importance to all
injured workers. If the S.C.C. rules in favor of
Singh and the W.C.B., it may have a major impact
on how all Workers Compensation Boards in
Canada re-write their policies on the right to sue.
As an association dedicated to seeking the rights and
entitlements under the Workers Compensation Act
for injured workers in this province, we will be
offering our support to Mrs. Kovach by way of
writing a letter to her legal counsel.
At present it is our understanding that some six
Workers Compensation Boards in Canada have
applied and have been granted intervenor status in
this case, with possibility of more to follow. After
checking with the Workers Compensation
Commission of Newfoundland and Labrador we are
told that they are aware of this case, but they have no
plans of asking for intervenor status.
Dear Andy
Dear Andy,
We have been getting an injured workers
group started in our community and some of
the people have different opinions about
how to structure our group. Some people
want to do peer support and others want to
represent injured workers at the WCB. With
your years of experience, what would you
recommend?
that I wish to give is that you will find your group
continually evolving and what seems good for now may
need to be changed in the future.
Dear Bob,
The programs that can be developed or modified for your
group can be many. One of the best things that you can
do is start at the beginning and look for models that fit
your needs. You may want to talk to other injured worker
groups in New Brunswick. CIWA has training programs
for member groups. The ThunderBay & District Injured
Workers Support Group have developed training
programs for injured workers, including Peer Support, and
Making Legislation Work for You.
As I indicated in my previous reply to yourself, there are
different approaches that groups take in organizing. They
range from a tight structural arrangement to a loose
support mechanism.
I hope that you will find success, and by working with
injured workers you will find that you are not alone.
Take Care
Bob in New Brunswick
It may be of some benefit to yourself and fellow injured
workers if your group determines how it wishes to
structure itself, whether it wishes to become incorporated,
now, or in the future. These decisions will help your
organization’s future growth. One of the pieces of advice
14
Andy
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
ORGANIZING ON THE NET
Want to get involved ?
Check out these sites:
http://www.injuredworkers.org
www.wcb.pei.ca
http://www.mediaring.com/zdnet/pcmag/front.html
www.prairielaw.com
www.oniwg.on.ca
www.tbiw.on.ca
www.smartt.com/~componet
www.socialjustice.org
www.fedupfeds.org
Once upon a time, in a
province called Ontario, the
people lived high on the hog.
When someone got hurt
working, or fell ill, or was left alone to raise children,
then the well-off folks shared the wealth, and helped
them out. Well, the rich didn't share a whole lot, but
it seemed to work out, more or less. And the guys in
charge, they always wanted to know what the people
were thinking. Especially when it came time to choose
new leaders.
To connect with the injured workers
group nearest you
check out our web site at:
www.ciwa.ca and click on people
and organizations
OR
Call the office at (807) 345-3429.
want to know what the
people were thinking any
more. They wanted to shut
them up, which was pretty
easy to do. Down and out people are a pushover. If
you don't want to see them, they become invisible. If
you don't want to hear them they mumble. This was
very convenient for the leaders.
The Vision
You see, the guys in charge collected money from all
the people. Well, not all the people. Some of the
people didn't have any money to give. And some of the
people who had a lot of money didn't want to give it
away, and hid it. And then the guys in charge spent
the money - right left and centre. They even spend
money they didn't have. They ended up in hock up to
their necks.
It was decided by the leaders that the way to stop
spending money, was to stop helping people who were
ill or hurt or alone. The leaders also told the people
they would collect less money from them. This was
only common sense. Times were tough; there wasn't
as much to go around; everyone had to tighten their
belts. But then people began to worry. Who would
give them a helping hand, if they were ever caught in a
jam? But they were even more scared they would lose
their jobs.
The people who were hurt or poor or hungry or alone;
they were angry too. But the guys in charge didn't
Now the odd person might get desperate and start
screaming, but this just turned people off. Who
needed to hear that when you didn't know where the
next payment on your snow blower/cellphone/…, was
coming from? Boy, some people ….*!^. Ontario became
a people-eat-dog province.
Most people stuck to themselves and tried to shore up
their own fort. The refused to sally forth with the
same bonhomie. They didn't even enjoy the big
musicals in the theatres any more. The whole province
caught year round cabin fever. Sigh.
And then along came a lively group of warm-hearted
survivors who shared their stories. In the telling,
they became stronger … and hopeful. They found help
to make their stories more compelling, more riveting,
and more fascinating. People were drawn to listen to
them … and saw themselves. Even the guys in charge
found something familiar about these stories … rough
laugh … a mother's tear …
We would like to help this group of survivors tell
their stories.
15
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Our Supporters
(USWA) United Steelworkers of America National Director, Lawrence McBrearty and the
National Health & Safety Committee for your continuing support and recent donation of $5,000.
(CLC) Canadian Labour Congress Dick Martin & the Health & Safety Committee for their help
in building links between injured workers and labour groups across the country.
(CAW) National Automobile, Aerospace, Transportation and General Workers Union o f
Canada President, Buzz Hargrove for forging strong working relationships with injured workers
groups and the purchase of 300 copies of "TOGETHER WE CAN WIN"
HRDC Canada for their commitment to Disability rights and for the financial support that allows
us to move forward.
CIWA/ACVAMT Steering Committee that contributes their time and energy to ensure our work
supports local injured workers groups.
City of Thunder Bay Printers for their timely and cost efficient printing of our newsletters, and
more.
The many legal clinics, community and union organizations which have supported our cause
over these past years. These include Federations of Labour, National & International Unions,
local labour councils and many local unions. The list would just be too long.
Norlink Communications for connecting us up to the world.
From the bottom of our hearts, Thank You !
Send your email to ciwa@norlink.net.
Your ideas & input are always
welcome
16
This Newsletter was printed by members of: CUPE 87
�
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Canadian Injured Workers Alliance
Dublin Core
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CIWA Highlights Newsletter Spring 1999
Description
An account of the resource
Articles about "Spreading the Word" Project; Speakers Bureau presenters; workbook for injured workers; Injured Workers Groups intervening for injured workers in the Supreme Court; Kovach v. Singh at the Supreme Court; a view from the Provinces on the right to sue the treating physician for malpractice; organizing on the internet.
Creator
An entity primarily responsible for making the resource
CIWA
Date
A point or period of time associated with an event in the lifecycle of the resource
1999
Format
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PDF
Language
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English, French
Type
The nature or genre of the resource
Text
Subject
The topic of the resource
Labour and Labour Unions
-
https://digitalcollections.lakeheadu.ca/files/original/a899cd7af61b424552246bc6a6107a7f.pdf
55f3a78c3288f010ac4b31b6c21bdb0a
PDF Text
Text
l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Focus on WCB Privatization
This issue of “Highlights” looks into the moves afoot to
privatize Workers Compensation in Canada. There has been
lots of talk about this with Liberty Mutual, the largest WC
insurer in the USA, becoming active on the Canadian scene.
Meanwhile, John Burton, a leading expert on Workers
Compensation in the States, has released a study comparing
Private and Public systems of compensation in North
America. He found that private insurance costs more and
delivers fewer benefits to injured workers.
Overall, his report found that our Public Compensation
systems in Canada were more efficient and effective in
providing benefits to injured, diseased or disabled workers.
Other areas of interest in our newsletter are:
Our Peer Support Project.
You may ask what’s peer support? Injured workers
talking to each other, sharing their stories and educating
each other on how the system works.
In the news and views dept. there is an exciting item
about the resolution of support passed at the recent CLC
Convention. There’s much more inside so please read on.
Our next issue focuses on Returning to Work
Send us your thoughts – share your story.
Table of Contents
CIWA/ACVAMT contacts .................2
Projects & Activities ..........................3
Privatization ..........................................4
La Privatisation.....................................4
Provincial Updates ...............................9
News & Views .................................... 13
CIWA Info .......................................... 16
1
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PLEASE HELP ……. S U B S C R I B E !
Name:
________________________________
Organization: ________________________________
Address:
Date: ________________________________
Newsletter Subscription:
________________________________
________________________________
Postal Code
________________________________
Phone
________________________________
Fax
________________________________
E-Mail
________________________________
Web Site
________________________________
Injured Worker/Unemployed
$ 5.00 __________
Individuals
$ 10.00 __________
Organizations
$ 15.00 __________
Donations
$
Total
$
__________
____________
Thanks for Your SUPPORT
Editor’s Note
This newsletter is for sharing and exchanging information. The views and opinions expressed here are those of the
individuals or groups making submissions. We take no responsibility for their accuracy or opinions.
L’ALLIANCE CANADIENNE DES VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, Ontario. P7B 6E3
Thunder Bay, Ontario. P7B 6R2
Phone: 807-345-3429
email: ciwa@norlink.net
Fax: 807-344-8683
CANADIAN INJURED WORKERS ALLIANCE
Web-site: www.ciwa.ca
Provincial Reps to the Steering Committee
BC … Craig McLachlan, North Vancouver
AB ... James Burke, Calgary
Calgary Injured Workers Assoc.
SK... Robert Lindsay, Regina
Western Injured Workers Society - Sask.
MB... Wayne Desiatnyk, Winnipeg
Injured Workers Assoc. of Manitoba
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l‟ATTAQ
2
NF... Phil Brake, Labrador City
USWA
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Pictou County
ADVISORS…
Andy King, OHCOW
Orlando Buonastella &
Marion Endicott, IWC
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us a call at: 807-345-3429
ONE STORY FROM THE
PEER SUPPORT PROJECT
“ PEER SUPPORT”
Project Update
Bob (pseudonym) is a 44 year old former worker
at a manufacturing plant. He injured his back
and groin in 1992, and went for an appeal in
1999. He is being medically treated by his family
physician, and was under the care of a
psychiatrist.
We are now half way through our Peer
Support Pilot Project. It is a partnership with
injured workers groups operating in Northern
Ontario. We are supporting and monitoring
the work of four peer support groups of
injured workers and family members.
He is a pleasant man, with a lot of anger towards
the WCB. He doesn‟t understand why the WCB
would choose him to have a hard time. His anger
is directed to the politicians and his accident
employer. He said he was an excellent worker
and had awards to prove it, he had a monetary
award he earned for employee of the month. His
accident employer made it very hard for him to
return to work, that is one of the reasons why he
is not working for his accident employer today.
In his first visit to the peer support meeting he
appeared anxious, probably because he had an
appeal in 2 months. He had concerns about
appeals. At that time he was a very closed
person and would not speak openly about his
problems.
After a few sessions he began to open up, he was
very distressed about his case and what would
happen if he lost it. He mentioned suicide. He
has gained confidence during these sessions and
speaks openly about anything. He is a very
caring and compassionate person and would help
anyone.
There are some things he will not talk about. He
wants to forget the whole experience and move
on. He has some resentment still in him. The
group tried to instill upon him that he was not the
problem, the problem lies in how society treats
injured workers. By meeting with us he came to
understand that it was political decisions that
created this.
Many Injured Workers Groups have had great
success using peer support as one of their key
activities. It can provide immediate help to
injured workers in need. And in turn, it is a
way to involve new members and build a strong
group.
By the end of this project we will develop a
manual about our successes and how you can
get a peer support group going in your area.
.
Did you get your copy yet?
The Survivors manual is a guide for organizing
community forums, using a 17-minute video (included
with the manual) and the round table discussion
technique. CIWA/ACVAMT has used these tools to
build support in local communities, to recruit new
members to injured workers groups, and to start new
groups.
Call our office at 807-345-3429 and order yours today
!
Price:
$30.00 (Corporations and Institutions)
$22.50 (Unions and Non-Profits)
$15.00 (Injured Workers and Unemployed)
3
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us a call at: 807-345-3429
MYTHS AT WORK
This is an excellent video produced by
the Toronto Injured Workers’ Advocacy
Group (TIWAG). It exposes the myths
about how well you are protected by
Workers Compensation. As well it
exposes some of the policies and
practices that are undermining the
system.
Even though it is filmed in Ontario, it
will ring true in any part of Canada. It
is 25 minutes in length and can be
purchased by contacting:
ORGANIZING ON THE NET
As we grow more comfortable with the Internet,
we will be learning new skills and acquiring new
tools. These may have a tremendous potential
for organizing; for including more people; for
broadening the discussion.
We will need to share our successes with each
other so we can fulfill this potential. One of the
ways to do this is through
injuredworkers.online
The address for their web site is:
www.injured-workers.org
Judy Kondrat at 416-924-6477
Fax
416-924-2472
Email
kondratj@olap.org
Injured Workers Groups can get one
free copy at the same place.
Thanks to all our friends and
supporters in the Ontario Community
Legal Clinics for this great video and
your help over the years !!
Check out these sites:
www.goldrush.com/~koontz/
http://www.mediaring.com/zdnet/pcmag/front.html
www.prairielaw.com
www.wwdp.org
www.caw.ca/departmts/hs e.html
To connect with the injured
workers group nearest you
check out our web site at:
www.ciwa.ca and click on people
and organizations
ATTENTION:
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4
Fax
416-924-2472
NEW BACK CARE INFORMATION
We have just received 47 boxes of
pamphlets, books and posters all about
back injury and steps you can take to
better understand options available to you
for treatment and recovery.
A BIG THANKS to Judy Laine-Fine and the
Back Association of Canada, for the
donation of this wonderful material.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
WCB PRIVATIZATION - Should it Concern Us?
LA PRIVATISATION DE LA CSST ET DES WCB — Doit-elle nous
inquiéter ?
While all compensation boards in Canada "swear" that they will never be sold to private companies, very powerful
interest work day and night to accomplish just that. The folks who will profit from a "McDonald's style" compensation
system are slick. They know that a "big sale event" won't be popular. Their strategy is to reduce the "public"
compensation system to the level of private insurance first. Then they will move in for the kill.
Même si tous les organismes d’indemnisation au Canada « jurent » qu’ils ne seront jamais vendus à l’entreprise privée,
des intérêts très puissants travaillent jour et nuit pour faire justement cela. Les personnes qui vont profiter d’un
système d’indemnisation du genre McDonald's sont très habiles. Elles savent qu’une vente spectaculaire ne sera pas
populaire. Leur stratégie est de commencer par réduire le système d’indemnisation public à un niveau d’assurance
privée. Ensuite, on assènera le coup fatal.
5 REASONS WHY PRIVATIZATION MAY
BE COMING TO A THEATER NEAR YOU:
5 RAISONS POUR LESQUELLES LA
PRIVATISATION S’EN VIENT PEUT-ÊTRE :
1
ONTARIO LEADS THE PACK: Ontario has
recently privatized its Vocational
Rehabilitation Department. Given the
size and clout of Ontario, watch for this
trend to continue in other provinces.
Incidentally a 1990 Alberta study on the
advantages of the workers' comp system
cited that vocational rehabilitation is one
area where the public boards provide a much
better service than private insurance.
Ontario has moved to eliminate this relative
advantage.
2
THE TREND IS WELL FOUNDED. The
Canada-wide preoccupation with
eliminating "the unfunded liability" (the
difference between current assets and future
obligations to the injured) in every
Compensation Board follows the goal of
privatization. Private insurance companies
are not allowed to have "unfunded
liabilities". Because of competition, and
therefore the possibility of business failure,
they need to have enough cash in the bank to
pay all obligations if they were to go under.
5
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
L‟ONTARIO EN PELOTON DE TETE :
L‟Ontario a récemment privatisé son
service de réadaptation professionnelle.
Compte tenu de l‟envergure de cette
province, vous verrez cette tendance se
poursuivre dans d‟autres provinces. Une
étude réalisée en Alberta en 1990 sur les
avantages du système d‟indemnisation des
travailleurs et travailleuses a révélé que la
réadaptation professionnelle était un des
secteurs où les organismes publics
fournissent un meilleur service que
l‟assurance privée. L‟Ontario a opté pour
éliminer cet avantage relatif.
1
2
LA TENDANCE EST BIEN FONDEE. La
préoccupation à l‟échelle du pays
d‟éliminer le passif non capitalisé (la
différence entre l‟actif actuel et les
obligations futures envers les victimes
d‟accidents et de maladies du travail) de
chaque organisme d‟indemnisation poursuit
l‟objectif de privatisation. Les compagnies
d‟assurance privée ne sont pas autorisées à
avoir un passif non capitalisé. Vu la
concurrence, et par conséquent la possibilité
de faillite, elles doivent avoir assez de
liquidités en banque pour payer toutes leurs
obligations si elles devaient faire faillite. La
raison d‟éliminer le passif non capitalisé du
système public est double : il entraîne des
réductions dans les services et prestations
dans un système public, rendant ainsi la
The purpose of eliminating the "unfunded liability" in
the public system is two-fold. It forces cuts in service
and benefits under a "public" system, thus making
privatization more attractive. In addition, the Board
becomes attractive to potential private buyers.
3
THE U.S. INSURANCE INDUSTRY finds workers
compensation the most profitable business.
America's workplaces - among the world's deadliest.
(Another site to check out is: http://www.injuredworkers.org) The U.S. insurance industry is also the
most powerful in the world and is actively interested in
our compensation "business". It's only business is
profit.
4
THE "STATES" ARE THE WORST. U.S. style
compensation and privatization has made the USA
one of the worst systems for injured workers. The
AFL-CIO labour federation documented the story of
Loretta Shelton, a woman in Virginia whose hand was
cut off in 1992 and whose claim was denied for
"misconduct". The company had an unwritten rule that
workers were to never stick their hand into a machine!
Even thoughShelton's employer had removed the guard
on the machine and her supervisor had put pressure on
her to work faster, her claim was denied. (For more
horror stories order "WC Notes" from the AFL-CIO,
815 16th St. N. W., Room 704, Washington, D.C.
20006).
5
RE-THINKING IN ALBERTA. The forces for
privatization are so intense that even Alberta WCB
has had to commission a study in 1990 to look into its
merit. To the dismay of the profiteers, this study
showed that a public WCB system is superior to private
insurance and the Board decided not to go private. In
December 1998 the Alberta Board issued a
"Comparative Look at Workers' compensation Models"
which again shows the superiority of public boards
privatisation plus
attrayante ; aussi, l‟organisme devient plus intéressant
pour les acheteurs privés éventuels.
L‟INDUSTRIE DE L‟ASSURANCE DES ÉTATS-UNIS
trouve que l‟indemnisation des travailleurs et
travailleuses est le secteur le plus rentable de
l‟industrie. Les milieux de travail américains comptent
parmi les plus mortels au monde. (Un autre site Web à
consulter : http://www.injured-workers.org) L‟industrie
3
6
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
de l‟assurance des États-Unis est également
la plus puissante au monde et s‟intéresse
vivement à notre « entreprise »
d‟indemnisation. Son seul intérêt est
l‟argent.
4
LE SYSTEME AMERICAIN EST LE PIRE.
L‟indemnisation et la privatisation du
genre américain est un des pires systèmes
pour les victimes d‟accidents et de maladies
du travail. La FAT-COI a documenté le cas
de Loretta Shelton, une femme de la
Virginie dont la main a été coupée en 1992
et à qui on a refusé la demande
d‟indemnisation pour « inconduite ».
L‟employeur avait une règle non écrite que
les travailleurs et travailleuses ne devaient
jamais mettre leur main dans une machine.
Même si l‟employeur de Shelton avait retiré
le dispositif de sécurité de la machine et que
son superviseur avait exercé des pressions
sur elle pour qu‟elle travaille plus vite, sa
demande lui a été refusée. (Pour connaître
d‟autres horreurs de ce genre, commandez
WC Notes à : AFL-CIO, 815 NW 16th Street,
Room 704, Washington, D.C. 20006, ÉtatsUnis).
5
REMISE EN QUESTION EN ALBERTA. Les
forces de la privatisation sont tellement
intenses que même le WCB de l‟Alberta
a dû mandater une étude en 1990 pour
évaluer ses mérites. À la grande
consternation des profiteurs, cette étude a
révélé qu‟un système d‟indemnisation des
travailleurs et travailleuses public est
supérieur à l‟assurance privée et ce conseil a
décidé de ne pas se privatiser. En décembre
1998, le conseil de l‟Alberta a publié une
étude comparative des modèles
d‟indemnisation qui a encore une fois
démontré la supériorité des conseils publics
comparativement à l‟assurance privée.
Veuillez consulter son site à www.wcb.ab.ca
over private insurance. See their website at
www.wcb.ab.ca
5 REASONS WHY PRIVATIZATION AFFECTS YOU:
1
PRIVATE INSURANCE MEANS LESS BENEFITS FOR
WORKERS. The Insurance Bureau of Canada
representing Canada's insurance industry, says that a
significant number of its companies are ready to take
over workers compensation and adds that "current
benefit levels need to be reviewed." Any doubts as to
what they really mean?
2
PRIVATE INSURANCE IS MORE WASTEFUL. In Ontario
in 1990, 76 cents out of every dollar spent on
workers compensation went to workers, the rest for
administration and medical costs. In the privatized
California system the figures are reversed - only 34
cents for every dollar goes to injured workers.
3
WITH PRIVATE INSURANCE PROFITS COME FIRST.
Private sector insurers can refuse to insure high-risk
employers. One would think that the more
dangerous a job is, the more the worker needs workers'
compensation coverage. Not if you are an insurance
company! In 1992 in the state of Maine, private
insurers withdrew from the market and refused to write
any more compensation policies for profit margin
reasons. For a period of time in that year, new
businesses could not open and workers went uncovered.
4
PRIVATIZATION MEANS MORE MONEY FOR LAWYERS
AND LESS TO THE INJURED. In California, 95% of all
cases go to litigation. An estimated 60% of
compensation funds go to pay legal fees.
5
PRIVATIZATION MEANS MORE SECRECY: Have you
tried to get a copy of your private insurance policy
lately?
7
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
VICTIMES D‟ACCIDENTS ET DE MALADIES DU TRAVAIL.
En
Californie, 95 % de tous les cas sont soumis aux
tribunaux. On estime que 60 % des fonds
d‟indemnisation servent à défrayer les frais juridiques.
1
L‟ASSURANCE PRIVEE SIGNIFIE MOINS DE
PRESTATIONS POUR LES TRAVAILLEURS ET
TRAVAILLEUSES. Le Bureau d‟assurance
du Canada (BAC), qui représente l‟industrie
de l‟assurance au Canada, dit que plusieurs
de ses compagnies sont consentantes à faire
l‟indemnisation des travailleurs et
travailleuses tout en précisant que « les
prestations actuelles doivent être révisées ».
Avez-vous des doutes quant au sens de cette
déclaration ?
L‟ASSURANCE PRIVEE GASPILLE
DAVANTAGE. En Ontario, en 1990, 76
cents de chaque dollar d‟indemnisation
ont été versés aux travailleurs et
travailleuses, le reste a été dépensé pour les
frais d‟administration et de soins médicaux.
Dans le système privatisé de la Californie,
les chiffres sont renversés : seulement 34
cents de chaque dollar sont versés aux
victimes d‟accidents et de maladies du
travail !
2
DANS LE SYSTEME PRIVE D‟ASSURANCE,
LES PROFITS PASSENT EN PREMIER. Les
assureurs du secteur privé peuvent
refuser d‟assurer des employeurs à risque
élevé. On serait porté à croire que plus un
emploi est dangereux, plus le travailleur ou
la travailleuse a besoin de la protection de
l‟indemnisation. Pas si vous êtes une
compagnie d‟assurance ! En 1992, dans le
Maine, les assureurs privés se sont retirés du
marché et ont refusé de rédiger des
politiques de rémunération pour des raisons
de marge bénéficiaire. Pendant un certain
temps, cette année-là, les nouvelles
entreprises ne pouvaient pas démarrer et les
travailleurs et travailleuses n‟étaient pas
couverts.
3
4
8
LA PRIVATISATION SIGNIFIE PLUS
D‟ARGENT POUR LES AVOCATS ET
AVOCATES ET MOINS D‟ARGENT POUR LES
5
LA PRIVATISATION VEUT DIRE PLUS DE DISCRETION.
Avez-vous essayé récemment d‟obtenir une copie de
votre police d‟assurance privée ?
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
QUELLE EST LA LEÇONÀ ÈN RETIRER
WHAT'S THE LESSON?
P
rivatization is a real threat and we should
not depend on the Alberta WCB to lead
the fight against it. Injured Workers
beware! Our task is to act now. The best
way to stem the tide toward U.S. - style
privatization is to improve our compensation
system for injured workers now. While
private insurance has a "killing them softly"
approach to the compensation boards, we
should have a "resuscitate them strongly"
approach to upgrade and update them to the
needs of workers in the new millennium.
Injured workers are not for sale. Workers'
compensation is not for private gain.
Workers' Compensation for Workers? What
an original idea for the year 2000.
L
a privatisation est une véritable menace et nous ne
devons pas dépendre du WCB de l‟Alberta pour la
combattre. Victimes d‟accidents et de maladies du
travail, prenez garde ! Notre tâche est d‟agir
maintenant. La meilleure façon d‟enrayer la vague vers
la privatisation du style américain est d‟améliorer dès
maintenant notre système d‟indemnisation des
travailleurs et travailleuses. Alors que l‟assurance
privée a une attitude de « tuons-les doucement » envers
les organismes d‟indemnisation, nous devrions avoir
une attitude de « ressuscitons-les vigoureusement », afin
de les renouveler pour qu‟ils répondent adéquatement
aux besoins des travailleurs et travailleuses dans le
nouveau millénaire.
Les victimes d‟accidents et de maladies du travail ne
sont pas à vendre. L‟indemnisation des travailleurs et
travailleuses n‟existe pas pour le gain privé.
L‟indemnisation des travailleurs et travailleuses pour
les travailleurs et travailleuses… quelle excellente idée
pour l‟an 2000.
A FUN QUICK TEST OF INTELLIGENCE.
READ THIS SENTENCE:
FINISHED FILES ARE THE RESULT OF YEARS OF SCIENTIFIC STUDY
COMBINED WITH THE EXPERIENCE OF YEARS.
NOW COUNT ALOUD THE F'S IN THAT SENTENCE.
COUNT THEM ONLY ONCE. DO NOT GO BACK AND COUNT
THEM AGAIN.
(SEE ANSWER ON PAGE –15 )
NEVER LIE TO YOUR MOTHER!
John invited his mother over for dinner. During the meal, his mother couldn‟t help noticing how beautiful John‟s roommate was. She
had long been suspicious of a relationship between John and his roommate and this only made her more curious. Over the course of the
evening, while watching the two interact, she started to wonder if there was more between John and the roommate than met the eye.
Reading his mom‟s thoughts, John volunteered, “I know what you must be thinking, but I assure you, Julie and I are just roommates.”
About a week later, Julie came to John and said, “Ever since your mother came to dinner, I‟ve been unable to find the beautiful silver
gravy ladle. You don‟t suppose she took it, do you?”
John said, “Well, I doubt it, but I‟ll write her a letter just to be sure.” So he sat down and wrote:
“Dear Mother, I‟m not saying you „did‟ take a gravy ladle from my house, and I‟m not saying you „did not‟ take a gravy lade. Buth the
fact remains that one has been missing ever since you were here for dinner.”
Several days later, John received a letter from his mother which read:
“Dear Son,
I‟m not saying that you „do‟ sleep with Julie, and I‟m not saying that you „do not‟ sleep with Julie. But the fact remains that if she was
sleeping in her own bed, she would have found the gravy ladle by now. Love, Mom.
Lesson of the day – Don‟t lie to your Mother.
9
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Provincial Updates:
Focus on
PRIVATIZATION OF WCBs
BRITISH COLUMBIA
In BC privatization has not been an issue with
respect to the workers' compensation system
overall.
What the BC Board has done over the last few
years is move more and more in the direction of
using 'outside service providers' to fulfill many of
the functions previously handled within the Board.
Although in the beginning this practice raised
some hopes that outside service providers might
bring a measure of professional ethics and
integrity. As well they may bring a mix of human
compassion and respect into the system, long ago
discarded by Board staff. This has, for the most
part, not been the case.
What seems to be the more common result is that
many outside service providers very quickly
become WCB, or WCB / ICBC processing agents
who simply herd patients through Board dictated
programs to satisfy a predetermined result
provided by an adjudicator or rehab-consultant.
In one example an outside service provider in
North Vancouver designed an entire 'work
conditioning program' for the injured worker
around a previously ruled out diagnosis, but one
that better suited the Boards preferred end goal.
The 'mandatory program' included exercises the
patient was warned to specifically avoid by a
number of specialists.
To compound the problem the 'facility' was so
overcrowded that the exercise program designed
to be done in a specific order was impossible to
complete without waiting so long for the
necessary equipment that the intended purpose of
the exercise 'set' was lost. The program
10
coordinator's solution was to instruct patients to
ignore the order of exercise which she had been
previously instructed was important to adhere to,
and simply jump around to whatever station was
free until you had completed all the exercises.
Equipment was in poor repair and out of
calibration, with the same equipment being
drastically different in resistance while on the
same settings, and exercise stations were not
maintained at a safe distance from each other, or
from main traffic corridors.
In the end the program coordinator provided the
WCB with a report which was supportive of the
Board's previously expressed position on further
entitlement. Even though this was totally contrary
to the evidence provided during the program. As
a result, the injured worker was cut off benefits.
To add insult to injury, the agency altered file
records after completion of the program when
they became aware that the credibility of the
program had come into question.
Perhaps the most alarming factor related to the
above example and numerous others like it is that
this 'program coordinator', who has clearly
adopted the typical WCB attitude and practices,
was not some junior employee afraid for their job,
or subject to manipulation or bullying by the
WCB. This was a qualified physiotherapist and
the co-owner of the company.
Regardless of what you call it, there has been a
significant move to use 'private companies' to
provide WCB services and programs.
Unfortunately the general consensus of late is that
most have simply become off-premise divisions of
the Board operating with the same attitude
towards injured workers' as the Board has always
had.
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
'Outside service providers' should for the most
part be considered in the same light as one would
the WCB.
Injured workers subject to the involvement of
outside service providers directed by the WCB
should diligently maintain active control over
their program. They must ensure accurate records
are kept and agreed to, disputes should be noted in
writing at the time they occur and on an ongoing
basis, and workers should keep their own set of
records and demand copies of documentation
from program coordinators.
What is important to understand is that these
'outside service providers' must be 'approved' by
the WCB and often end up with their entire client
base being made up of injured workers.
In many cases the conduct of service providers
may be regulated by other professional
organizations such as the College of
Physiotherapists, College of Psychologists, etc.
They are subject to building code requirements
and safety regulations as well as any number of
other rules, regulations, and restrictions which
some tend to continually violate. Formal
complaints should be made to the appropriate
authority whenever any of these issues arise.
The bottom line is that service providers who
discard their personal and professional ethics and
operate on the basis of satisfying the Boards
wishes rather than in the best interest of their
patients, need to be identified, exposed, and
closed down, not just with respect to providing
services for injured workers. This type of
disregard for any accepted level of personal or
professional ethics has no place in the private
sector any more than it does in the workers'
compensation system.
ALBERTA
In Alberta, the question is not about whether the
Workers' Compensation Board is going to be
PRIVATIZED. It is a done deal. The big
question here is when will the Government move
to open free-market competition to WCB Alberta
monopoly stranglehold?
In Alberta, the philosophy is that privatization is a
cure all, to all that ails any government run
agency. This remarkably includes the very social
fabric that holds society together.
The burning question in Alberta is what form of
privatization will the Workers' Compensation
Board evolve into? And which province of
Canada will be next? I believe by the very actions
our government has taken thus far, it is prepared
to open the door to outright competition of WCB.
One should be aware that under Bill 16, which
gave the WCB awesome powers, where even the
Auditor General from the government side had
grave concerns of creating a potentially out of
control agency which would be above reproach.
(Carte/Blanch)
In fact, this Bill 16 was passed in June of 1995.
What is remarkable about this Bill is that the
Minister responsible for WCB was the author of
the Bill, which the government backed.
Amazingly, there was no major opposition to this
Bill, especially, and in particular, from unions and
injured workers associations. This Bill for all
intents and purposes set up a private organization
better called privatization.
So the rallying cry is going out across Canada to
the ramifications of this Alberta experience that
could snowball to a province near you!
So please join us, while there is still time to stop
this experiment in it's infancy. UNITED WE
STAND, DIVIDED WE FALL.
What has evolved is the Corporate name called
the "WCB-Alberta" which purportedly calls itself
a "non-profit mutual insurance corporation".
In fact, WCB-Alberta is it's own entity, where it
has free rain in it's business, where it can extort as
11
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
much money it wants from the employers. Not to
be outdone, it can steal money or not pay out
entitlements that are due to VICTIMS OF
WORKPLACE ACCIDENTS.
This "For-Profit" government agency is run by a
Board of Directors with ultimate control over all
WCB matters with a "safety clause" that the
government suggested in case of disaster, would
revert back to the government if it failed to
balance it's books and show it is viable without
government money.
There is no UNIVERSAL COVERAGE AND
ASSESSMENT in Alberta. It seems that the
multinational businesses in Alberta are only
paying token amounts of money in private deals
with WCB to not expose them on the exception
list of non-payers. It is the small businesses who
are paying the lions share of funding.
The WCB Board of Directors are still being
controlled by government appointment, thus far.
The government, in it's infinite wisdom,
relinquished all controls over the operations of
WCB.
In turn, WCB-Alberta has thrown the Meredith
Principle right out the window. Where it
intentionally only mentions one side of this
principle and that is the employer funding. One
only has to look as far as the 5 year strategic plan
1999-2003, to see that the mandate has drastically
been altered and broadened, even WCB's so called
core business has changed
The true test of WCB's blatant mishandling of
injured workers, is where the rubber meets the
road, and in reality, it is so prevalent that WCB
issues are one of the most pronounced problems
that MLA's in Alberta deal with.
To add to these corrupt practices, is the WCB's
significant OFF LOADING on to the Alberta
taxpayer system. The WCB have a systematic
denial (blanket denials) of the 20% of chronic
claims, thought would have cost 80% of the costs.
This highly offensive and unethical practice have
put pressures on already burdened services such as
Alberta Health, EI, CPP AISH, and what's left of
outreach programs that have helped the walking
wounded. (INJURED WORKERS).
12
ONTARIO
There is some talk about the WCB privatizing in
Ontario. We suspect that this is the goal of our
Tory government. The Tories believe in the
private spectrum.
Instead of convincing the public that it‟s a good
idea, they are denying it. We believe its being
discussed behind closed doors.
We are challenging privatization, by warning
people that if this happens, it would be as bad as it
is in the USA where it is privatized. We are
providing information and the use of the Alberta
study, which has shown that the public system is
less costly than private Insurance.
Privatization has already occurred in some areas
within the Ontario WCB. Medical rehab is being
provided by service providers and medical
institutions; Vocational rehab is the recent biggie
which is public knowledge; Initial adjudication is
happening in some cases; Claim file reviews and
overpayment/debt collections have gone to private
companies.
A private consulting firm was hired to determine
the "core business" of WCB. These were
determined to be developing interpretation of the
legislation and not much else. All other functions
can be privatized.
Privatization has no positive effects for injured
workers. Negative effects although mean more
company profits, less money to injured workers,
increased use of the court system, delays, expense
and stress to the injured worker.
Public system advantages are:
- assured coverage and less expense for
employers
- for injured workers it means more funds
available for benefits & services, an appeals
system, and better access for reform
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
-
for the public it means better protections if
injured, and less of a burden on taxpayers.
Powerful interests (the Insurance Companies) are
pushing for privatization, purely for profit. This is
not the interest of any one else - not even
businesses and certainly not injured workers.
NEWFOUNDLAND
Privatization of the Workers' Compensation
Commission in Newfoundland and Labrador is
not an issue at this time. To our knowledge, this
issue has never been addressed.
PRINCE EDWARD ISLAND
As an injured worker group representing a lot of
people on PEI, we are shocked to say the least that
the WCB is to possibly be privatized. We are not
entirely positive that this is starting to take form
on the island, but we do know something is in the
making. The WCB down here has released an
article whereas the workings of this no-fault
insurance organization has been scrutinized by all
parties.
A complete comprehensive study of the WCB is
taking place. Tenders have been sent out to have
a consulting company do they study.
This is a large step but what the consequences to
follow is anyone's guess to the outcome. In the
past several weeks, we have seen new doctors
progress reports, employer's reports and the
employee's report of the accident. Previously, we
as an injured worker never heard tell of objective
medical findings on our reports, questions such as
the word, recurrence usually baffles the minds of
our medical profession.
the presenting symptoms consistent with the
objective signs - yes/no?; Are the presenting
symptoms proportionate to the objective signs yes/no?; If not, are there possibly other factors
delaying recovery - yes/no?". These are only a
few things regarding the pilot medical progress
report. The report of the employers report is 3
pages and more complicated than before.
The workers report of injury is 5 pages in detail
and God help an injured worker who is not
educated in the workings of WCB. This could
really destroy their chances of getting benefits if
they did not get outside help from a group or
organization. It is so complicated that an
individual versed in these matters had a hard time
trying to understand the forms.
If this is the steps that the WCB all across Canada
are initiating, then the injured worker is being
dealt a very undeserving blow and something has
to be done. In the past few weeks, we have been
in contact with injured workers in the U.S.A. and
if we in Canada think we have problems we don't
compared to the horror stories that are heard from
injured workers there.
In closing we must insist on our given rights to
choose which doctor we want. WCB has to be
given the message they need to support us, do
away with the thoughts of private insurance
models. The medical profession has to be invited
to open forums of injured workers, explain what is
taking place in an injured workers life. Some
way, we must get rid of Board Doctors and have a
medical panel who is non-bias towards the injured
worker. At the same time, emphasize to our own
family doctors the importance of their role. We
really, really need and appreciate them more than
ever.
Some of the questions are: "Is this a recurrence of
a previous injury?; Is this a new injury or a
recurrence?; What are the objective physical
findings to substantiate the above answer?; Are
13
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NEWS & VIEWS
CLC CONVENTION PASSES
RESOLUTION IN SUPPORT OF
INJURED WORKERS
ORGANIZATIONS
We are very pleased to report that
we had an information table at he
CLC Convention in May. We asked
for support on resolutions in
support of injured and disabled
workers that came to the floor for a
vote.
Well – we were successful. Thanks
so much to our union friends across
the country!
This resolution was passed on
Friday morning. May 7th, 1999
WHEREAS injury and disability at
work is a major concern of all
working
people and their Unions; and
WHEREAS organizations of injured
workers share the same goals; and
WHEREAS many of the members of
injured workers' groups are or were
Union members;
THEREFORE BE IT RESOLVED that
the CLC support injured workers'
organizations and their national
umbrella group, the Canadian
Injured Workers' Alliance; and
THEREFORE BE IT FURTHER
RESOLVED that the CLC encourage
Federations of Labour, Labour
Councils and Affiliates to actively
support the organizing of injured
14
UNE RÉSOLUTION SOUTENANT DES
GROUPES DE
TRAVAILLEURS/TRAVAILLEUSES
BLESSÉ(E)S A ETÉ APPUYÉE PAR VOTE
DE LA CONVENTION CTC:
ATTENDU QUE les accidents et maladies du
travail constituent une grande préoccupation
pour tous les travailleurs et travailleuses
ainsi que leurs syndicats; et
ATTENDU QUE les organisations de victimes
d’accidents et de maladies du travail
partagent les mêmes objectifs; et
ATTENDU QUE plusieurs membres des
groupes de victimes d’accidents et de
maladies du travail sont ou étaient des
syndiqué(e)s;
PAR CONSÉQUENT, QU’IL SOIT RÉSOLU
QUE le CTC appuie les organisations de
victimes d’accidents et de maladies du travail
et leur organisme de coordination national,
l’Alliance des victimes d’accidents et de
maladies du travail; et
PAR CONSÉQUENT, QU’IL SOIT DE PLUS
RÉSOLU QUE le CTC encourage les
fédérations du travail, les conseils du travail
et leurs groupes affiliés à appuyer activement
l’organisation des victimes d’accidents et de
maladies du travail et de leurs groupes, et
que ces associations appuient financièrement
ces efforts quand cela est possible; et
PAR CONSÉQUENT, QU’IL SOIT
FINALEMENT RÉSOLU QUE le CTC
encourage les fédérations du travail, les
conseils du travail et leur groupes affiliés à
demander la participation des groupes de
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
workers and injured workers' groups
and to contribute financially
wherever possible to these
endeavours; and
victimes d’accidents et de maladies du travail
dans l’élaboration des politiques de travail en
matière d’indemnisation et de sécurité.
THEREFORE BE IT FINALLY
RESOLVED that the CLC encourage
Federations of Labour, Labour
Councils and Affiliates to seek the
input of injured workers groups in
the development of labour policy
around compensation and health
and safety.
Repetitive Motion Syndrome
Association
The Association for Repetitive Motion Syndrom
publishes a newsletter written by and for those
suffering from RMS. For more information
contact Stephanie Barnes, PO Box 471973,
Aurora, CO 80047.
U.S. Social Security/Workers Comp
Rules Change Withdrawn
The proposed social security and workers
compensation offset rules change (proposed by
SSA in the Federal Register in April 1998) is
"completely dead" according to SSA Baltimore
staff speaking at the recent meeting of the
examine introduction of competitive
workers' compensation market.
Hung Pham, MLA for Calgary-Montrose,
developed a private member's bill that passed first
reading the legislature on February 22. WCBAlberta stakeholders should be aware of the
implications of this proposed legislation.
International Association of industrial Accident
Boards and Commissions in Saint Lewis. Credit
for the successful derailment of this onerous rule
change goes to everyone involved in a massive
national letter writing campaign coordinated by
the Workplace Injury Litigation Group. SSA was
deluged with forceful, pointed, and credible letters
from injured workers, attorneys, labour leaders,
industrial accident board commissioner, state
legislators, state attorneys general members of
congress and other state and federal elected and
appointed officials. This is an example of how
the trial bar, working in conjunction with labour,
can successfully influence the federal rulemaking
process. Watch for future action on key issues as
they arise.
ALBERTA MLA Proposes legislation to
Bill 211 would establish a Select Special
Committee to examine introduction of
competition into the workers' compensation
insurance market in Alberta. The committee
would make recommendations to the legislature
after engaging in public consultation and
reviewing workers' compensation systems in other
jurisdictions. Once established, the committee
would have 12 months to report back to the
legislature.
15
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
FOCUS ON
FACTS
Taken from a Publication of the MFL Occupational Health Centre
Table 1
WHAT IS WORK ORGANIZATION?
Work organization is a broad concept with no strict
definition. It deals with the way work is organized
and managed. The following subjects are among
the basic elements of work organization.
Scheduling: This refers to work and rest
schedules, over-time, shift work, hours of work.
Job design: This includes the complexity of the
work, the pace of work, the skill and effort required,
and the degree of control the worker has over the
job.
Interpersonal issues: This would include the
relationships that a worker has with supervisors and
co-workers.
Career concerns: this includes job security and the
opportunity for advancement.
Organizational characteristics: This refers to the
broader corporate culture and the level of corporate
communications.
IMPROVING WORK ORGANIZATION
WHAT WORKS, WHAT DOESN'T.
Studies of programs intended to reorganize work
to reduce occupational stress have come to a
number of conclusion.
Successful programs:
- improve employee self-worth by recognizing
stress reactions as legitimate.
- allow worker groups to discuss problems and
develop plans for solutions.
- provide the needed economic and technical
resources for change.
Less successful programs:
- impose totally technical solutions
- direct attention away from difficult working
conditions by treating the symptoms
- allow management to maintain constant
control by limited awareness or stifling
discussion.
A FUN QUICK TEST OF INTELLIGENCE (ANSWER)
THERE ARE SIX F'S IN THE SENTENCE. ONE OF AVERAGE INTELLIGENCE FINDS THREE OF THEM. IF YOU SPOTTED FOUR,
YOU'RE ABOVE AVERAGE. IF YOU GOT FIVE, YOU CAN TURN YOU NOSE AT MOST ANYBODY.
IF YOU CAUGHT SIX, YOU ARE A GENIUS. THERE IS NO CATCH. MANY PEOPLE FORGET THE "OF'S".
THE HUMAN BRAIN TENDS TO SEE THEM AS V'S AND NOT F'S. PRETTY WEIRD, HUH? IT FOOLS AMOST EVERYBODY
Two college students went partying instead of studying for their physics final. So they skipped the exam and showed up afterwards telling the prof that they had a flat tire.
They asked if they could take the test the next day. The prof said okay, so they stayed up all night cramming, until they were pretty sure they could pass.
The prof assigned them to separate rooms for the final. Each kid shrugged and went off to his assigned location. The first question, for 5 points, was explain nuclear
fusion. Easy. The second question, for 95 points: Which tire was the flat one?
16
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT
Is about
Our Goals
SUPPORT
We are a national network of injured
worker's groups (IWG's) and we exist to
strengthen and support the work of local
and provincial IWG's across Canada.
INDEPENDENCE
We believe that injured workers should be
in control of their own destinies & Injured
Workers groups must be democratically
controlled by injured workers.
PARTNERSHIPS
We believe that we can best assist these
objectives by providing training and
educational resources in partnership with
provincial or territorial organizations of
injured workers and the trade union
movement at all levels.
INFORMATION SHARING
We believe that by sharing our stories and
our experience we can learn from each
other and become better educated and
exert more control over our lives.
To work towards a just system of compensation,
rehabilitation and re-employment in all of Canada.
To provide a national forum for debating issues
concerning injured workers at national conferences
and board workshops.
To gather and share information with groups across
Canada.
To improve the Occupational Health & Safety of
workers across Canada.
To identify and make available, educational and
training resources produced by the union movement
and other agencies, that focus on organizing and
maintaining effective injured worker groups.
To enhance the local base of the injured workers
movement through all our activities.
To form partnerships that will achieve common
goals.
To connect with the injured workers group nearest you
check out our web site at: www.ciwa.ca
and click on people and organizations
OR
Call the office at (807) 345-3429.
This Newsletter is intended to share information of interest to
injured workers, union activists and their supporters.
It provides a forum for sharing our experiences - so we can learn
from each other - in order to improve the lives of injured and
disabled workers and the system that is there to assist them.
Please help - by sharing your story with us.
Page 17
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
CIWA Highlights Newsletter
Description
An account of the resource
Articles about
Creator
An entity primarily responsible for making the resource
CIWA
Format
The file format, physical medium, or dimensions of the resource
PDF
Language
A language of the resource
English, French
Type
The nature or genre of the resource
Text
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Canadian Injured Workers Alliance
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
CIWA Highlights Newsletter Summer 1999
Description
An account of the resource
Articles about the Peer Support Project; WCB Privatization with Provincial comparisons; CLC convention resolution in support of Injured Workers Associations; work organization.
Creator
An entity primarily responsible for making the resource
CIWA
Date
A point or period of time associated with an event in the lifecycle of the resource
1999
Format
The file format, physical medium, or dimensions of the resource
PDF
Language
A language of the resource
English, French
Type
The nature or genre of the resource
Text
Subject
The topic of the resource
Labour and Labour Unions
-
https://digitalcollections.lakeheadu.ca/files/original/4697c112927f216d9c8a91d43ef74b5c.pdf
32418e8a411d41b92bcc64819f1f6430
PDF Text
Text
Focus on Benefits
We have seen major changes in Workers Compensation
benefits over the last ten years. Most of the provinces have
"reformed" their WC Acts which has led to reduced benefits
for work related injuries and diseases. Most have moved to a
projected wage loss plan to compensate for permanent
disability. This has led to severe reductions in the number of
injured workers receiving long term benefits. For example, in
Ontario there has been an 85% decrease since 1990 when
projected wage loss came into force.
In response to these changes, the CIWA/ACVAMT Steering
Committee held an interactive workshop in Alberta focusing
on WC Benefits in October of '99. We were joined by local
injured workers and labour reps. in our attempt to better
understand the impact of these changes. This issue of
HIGHLIGHTS captures much of what we found.
As well, we have our regular features including info on our
projects and activities, letters from injured workers and news
from south of the border. Read on.
The Steering Committee meets twice each year and plans to hold similar workshops at each
of it's meetings on various issues of importance to injured and disabled workers. We
welcome your participation when we are in your neighborhood. If interested, give us a call at
the CIWA/ACVAMT OFFICE at 807-345-3429 or EMAIL us at ciwa@norlink.net
Table of Contents
CIWA/ACVAMT
contacts
Visit our Web-site
at http://www.ciwa.ca
................. 2
News & Happenings ......................... 3
Projects & Activities ......................... 4
The History Of WC (Fr/Eng) ........... 5
Principles of WC (Fr/Eng) .......... 6 - 9
Provincial Benefit Comparisons 10 - 11
Violations of WC Principles ............ 12
Improving the System ..................... 13
Letter to the Editor .......................... 14
News from South of the Border ...... 15
CIWA Info ........................................ 16
Page 1
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PLEASE HELP ………… S U B S C R I B E !
Name:
________________________________
Organization: ________________________________
Address:
Date: ________________________________
Newsletter Subscription:
________________________________
________________________________
Postal Code
________________________________
Phone
________________________________
Fax
________________________________
E-Mail
________________________________
Web Site
________________________________
Injured Worker/Unemployed
$ 5.00 __________
Individuals
$ 10.00 __________
Organizations
$ 15.00 __________
Donations
$
__________
Total
$
____________
Thanks for Your SUPPORT`
Editor’s Note
This newsletter is for sharing and exchanging information. The views and opinions expressed here are those of the
individuals or groups making submissions. We take no responsibility for their accuracy or opinions.
L’ALLIANCE CANADIENNE DES VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, Ontario. P7B 6E3
Thunder Bay, Ontario. P7B 6R2
Phone: 807-345-3429
email: ciwa@norlink.net
Fax: 807-344-8683
CANADIAN INJURED WORKERS ALLIANCE
Web-site: www.ciwa.ca
Provincial Reps to the Steering Committee
BC … Craig McLachlan, North Vancouver
AB ... James Burke, Calgary
Calgary Injured Workers Assoc.
SK... Robert Lindsay, Regina
Western Injured Workers Society - Sask.
MB... Wayne Desiatnyk, Winnipeg
Injured Workers Assoc. of Manitoba
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l’ATTAQ
Page 2
NF... Ron Jesso, Cornerbrook NLIWA
Phil Brake, Labrador City
USWA
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Pictou County
ADVISORS…
Andy King, Occupational Health Clinic for
Ontario Workers
Orlando Buonastella &
Marion Endicott, Injured Workers Consultants
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
News & Happenings
Thanks to the Social Development
Partnership Program of HRDC for the
funding necessary to produce this
newsletter.
Workers Compensation The Manitoba government
has passed a law making
Board of Manitoba certain Manitoba Workers
We sure appreciate your help !!!
Special
Notice
Upcoming Events
February 2000
International RSI Awareness Day
Feb. 29/2000
www.ctdrn.org/rsiday
March 5,2000
CIWA/ACVAMT Interactive Workshop on
CPP Disability Benefits
Holiday Inn, St. John, Newfoundland
May 19 - 21, 2000
Compensation Board (WCB)
widows & widowers eligible
for a one-time cash
payment. If you received
Manitoba WCB survivor
benefits in the past and
those benefits ended
because you remarried or
entered a common-law
relationship - you may be
entitled to a special $83,000
payment.
To Former Manitoba
WCB Widows and
Widowers
For the Special
Payment information
package and
application form,
contact the Manitoba
WCB by telephone at
(204) 954-4321 within
WCB
Canda toll-free 1-800Workers Compensation 362-3340 or e-mail
Board of Manitoba
claims@wcb.mb.ca
International Injured Workers Conference,
Niagara Falls, NY
Contact: IwonyMary@aol.com
CANADIAN INJURED WORKERS ALLIANCE
Scholarships are available for persons
with disabilities attending university.
L’ALLIANCE CANADIENNE DES VICTIMES D’ACCIDENTS ET
DE MALADIES DU TRAVAIL
Phone us at the CIWA/ACVAMT office for more
information at
807-345-3429
Page 3
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
For more information on any of our projects, give us a call at: 807-345-3429
Look for the "How To" Guide to setting up
Peer Support Groups in your community.
Coming in early 2000.
"COMING TOGETHER" PROJECT
There is increasing pressure to reduce the
costs of Workers Compensation across
Canada. Injured and Disabled Workers are
often not included in the planning for
reforms and have often faced reduced
benefits and services as a result. By having
strong provincial groups, injured workers
across the country will have a larger role to
play in future reforms.
A NEW LOOK
We are still experimenting and looking for
suggestions for new looks for our newsletter.
A new name? Any suggestions?
ATTENTION:
PROVINCIAL INJURED WORKERS GROUPS
Is your Provincial Injured Worker Group
interested in developing a web site?
Need some help?
Two injured workers in B.C. have offered to
provide that help – free of charge.
Contact:
Craig McLachlan boardwarden@componet.com
Or Dann Buss - busstop@busstop.net
Page 4
The vision of Coming Together is to share our
experiences regarding the creation of
provincial organizations. We will share
information regarding our past successes
and failures at organizing at the provincial
level.
We will do this through interviewing 50
injured and disabled workers to collect their
experiences in their efforts to form
provincial organizations. We will then
develop a “how to” guide that includes
lessons learned from forming provincial
organizations, and an analysis of why some
are successful while others are not.
We then plan to host meetings in Provinces
where no provincial organization exists in
order to introduce the "how to guide" and to
host discussions about our experiences
working with other injured and disabled
workers' groups.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
“The History of Workers’ Compensation”
There are changes happening to our Workers
Compensation Systems in Canada. Historically,
Workers Compensation Boards were established in each
province to administer the System. Recently, some of
the Boards have undergone substantial changes,
including their names. New names include:
Workplace Health and Safety Compensation
Commission (two provinces)
Workplace Safety and Insurance Board (one
province)
The word “workers” is missing from both examples; in
Ontario, we are also missing the word “compensation.”
This is significant as it demonstrates a shift in
fundamental principles. This was done without public
debate or public consultation.
What are the principles of compensation in operation in
these new systems?
The employers are the “clients” because they
supposedly pay for the system;
The injured worker is the “customer,” but this
customer has no power to choose. They can’t say,
“no thanks to compensation, I’ll sue instead.” This
leaves no individual leverage. This customer is not
“always right.”
The client (the employer), on the other hand, is to be
served: a) to have his/her fund managed well to
lower his/her costs; b) to protect him/her from
lawsuits.
The employer’s interests are to be served at all costs.
This results in lowered benefits, reduced services,
and getting injured workers off of compensation as
fast as possible.
There is much talk and worrying about OVERcompensation and dependence: this is a way to
legitimize UNDER-compensation. The key feature in
this shift in principles is to place primary concern on the
financial preoccupations of employers and to ignore the
financial reality of injured workers. Is this what the
compensation system is supposed to be all about? No!
"Historique des organismes d’indemnisation des travailleurs et travailleuses"
Il y a des changements qui se produisent dans nos
systèmes d’indemnisation des travailleurs et
travailleuses au Canada. Historiquement, les organismes
d’indemnisation des travailleurs et travailleuses avaient
été instaurés dans chacune des provinces pour
administrer le système. Récemment, certains organismes
ont subi des transformations substantielles, y compris
dans leurs appellations. Parmi les nouvelles appellations
nous retrouvons :
Workplace Health and Safety Compensation
Commission (deux provinces)
Workplace Safety and Insurance Board
(Commission de la sécurité et de l'assurance des
travailleurs) (une province)
Le mot « workers » (travailleurs et travailleuses) est
absent dans ces deux appellations. En Ontario, le mot
« compensation » (indemnisation) est absent. Ceci est
significatif, car cela reflète un changement dans les
principes fondamentaux. Ceci a été fait sans débat
public ni consultation publique.
Quels sont les principes d’indemnisation à l’œuvre ici?
Les employeurs sont les clients parce que,
censément, c’est eux qui paient le système.
La victime d’un accident ou d’une maladie du
travail est la consommatrice, par contre cette
consommatrice n’a pas le pouvoir de choisir. Elle ne
peut pas dire : « non merci à l’indemnisation, je vais
plutôt poursuivre en justice ». Ceci n’accorde pas de
force individuelle. Cette consommatrice n’a pas
« toujours raison ».
Cependant, le client (l’employeur) doit être servi : a)
recevoir une bonne gestion de son fonds afin de
réduire les coûts; b) le protéger contre les
poursuites.
Les intérêts de l’employeur doivent être servis à tout
prix. Ceci se traduit par des prestations réduites,
moins de services et l’annulation des indemnités le
plus tôt possible.
On parle et on se préoccupe beaucoup de SURindemnisation et de dépendance. Ceci est une façon de
légitimer la SOUS-indemnisation. La principale
caractéristique de ce changement dans les principes est
de se préoccuper prioritairement de la situation
financière des employeurs et de ne pas tenir compte de
la réalité financière des victimes d’accidents et de
maladies du travail. Est-ce que le système
d’indemnisation est censé rimer avec cela? Non!
Page 5
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
“Principles of Workers Compensation”
Let’s review the basic principles the Canadian compensation systems were founded on. Provincially
implemented systems came about due to rising discontent (especially in Quebec at first) when workers were
being cast into the streets, forced to become dependent on other families and charity. This was found to be
unacceptable, but the courts were too slow and out of reach to deal with it.
Nova Scotia and Ontario were the first to have systems of compensation implemented in 1915;
Newfoundland was the last in 1950. All provincial systems were based primarily on the exhaustive study by
Sir William Meredith, carried out from 1910-1913. Meredith traveled the world, held endless meetings, and
thought. He came up with a system to protect workers and employers called the Historic Compromise:
Employers: would not get sued (significant), and social stability would be the result;
Workers: no fault system, no delays; non-adversarial, no harassment; an impartial,
independent public board;
Inquiry system: help the worker, give them the benefit of the doubt;
Employers to pay (as they are protected from lawsuits): the burden was not to fall on the
injured worker, their family, or society in general.
Payment was to occur for as long as the disability lasts;
Payment was to be based on the concept of lost wages.
SUMMARY POINTS FROM THE MEREDITH REPORT
No suing employers (brings about social stability and predictable costs);
No fault: quick, non-adversarial, balance of power;
Public/independent system;
Inquiry system (worker-friendly);
Employers pay into the system;
Works as long as there is a disability;
Workers will receive pay for lost wages.
To limit the period during which compensation is to be paid regardless of the duration of the
disability . . . is in my opinion, not only inconsistent with the principle upon which a true
compensation law is based, but (also) unjust to the injured workman for . . . he will be left
without earning power at a time when his need of an income will presumably be greater than
(before) he was injured.
Meredith, 1915
This is the essence of our reform. We are providing money to injured workers on a fairer
basis—the basis of actual need. Workers will be compensated for their reduced ability to
earn a living—and that’s what workers’ compensation is supposed to be about.
Ontario Liberal government on bringing in “deeming system,” 1990
Page 6
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
« Les principes de l’indemnisation des travailleurs et travailleuses »
Examinons les principes de base selon lesquels les systèmes d’indemnisation canadiens ont été établis. Les systèmes
provinciaux sont apparus à la suite d’un mécontentement grandissant (notamment au Québec au début) quand les
travailleurs et travailleuses étaient jeté-e-s à la rue, forcé-e-s de devenir à la charge d’autres familles et de la charité.
Ceci a été perçu comme inacceptable mais les tribunaux étaient trop lents et inaccessibles pour traiter de ce problème.
La Nouvelle-Écosse et l’Ontario ont été les premières provinces à instaurer des systèmes d’indemnisation en 1915;
Terre-Neuve a été la dernière en 1950. Tous les systèmes provinciaux ont été établis principalement d’après l’étude
exhaustive de William Meredith, réalisée entre 1910 et 1913. Meredith a voyagé partout dans le monde, a organisé
des rencontres interminables et a réfléchi. Il a conçu un système pour protéger les travailleurs et travailleuses ainsi
que les employeurs appelé le « compromis historique » :
Employeurs : ceux-ci ne seraient pas poursuivis en justice (un avantage non négligeable) et il en
résulterait la stabilité sociale.
Travailleurs et travailleuses : système sans responsabilité = pas de délais; pas de confrontation,
pas de harcèlement; un organisme impartial, indépendant et public.
Système d’enquête : aider le travailleur ou la travailleuse, lui accorder le bénéfice du doute.
Les employeurs paieraient (ils sont à l’abri des poursuites) : le fardeau ne devrait pas incomber à la
victime d’un accident ou d’une maladie du travail, ni à sa famille, ni à la société en général.
L’indemnisation devrait durer aussi longtemps que l’incapacité.
L’indemnisation devrait être établie sur la base du salaire perdu.
GRANDES LIGNES DU RAPPORT MEREDITH :
Pas de poursuites judiciaires des employeurs (ceci favorise la stabilité sociale et des coûts prévisibles).
Pas de responsabilité : célérité, pas de confrontation, équilibre des forces.
Système public et indépendant.
Système d’enquête qui soit favorable aux travailleurs et travailleuses.
Les employeurs contribuent au système.
En vigueur aussi longtemps que dure l’incapacité.
Travailleurs et travailleuses indemnisé-e-s pour le salaire perdu.
Limiter la période durant laquelle l’indemnisation doit avoir lieu sans égard à la durée de
l’incapacité est à mon avis non seulement incohérent avec le principe sur lequel une vraie loi
d’indemnisation est fondée, mais (également) injuste pour le travailleur accidenté, parce qu’il sera
laissé sans possibilité de revenu à un moment où son besoin (d’un revenu) sera vraisemblablement
plus grand qu’avant son accident du travail.
Meredith, 1915
Voilà l’essence de notre réforme. Nous donnons de l’argent aux victimes d’accidents et de maladies
du travail sur une base plus équitable, sur la base du besoin réel. Les travailleurs et travailleuses
sont indemnisé-e-s pour leur capacité réduite de gagner leur vie; c’est ce que l’indemnisation des
travailleurs et travailleuses est censée être.
Le gouvernement libéral d’Ontario lors de l’introduction du système d’évaluation (deeming system)
en 1990.
Page 7
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
On that fundamental principle of justice . . . we have an obligation to move heaven and earth
to put the injured worker in the position that the injured worker would have been in had it
not been for the accident.
In these days of social unrest . . . it would be the gravest mistake if questions as to the scope of
the proposed legislation was to be determined, not by consideration of what is just to the
working man, but of what he can be least put off with or if the legislature were to be deterred
from passing a law designed to do full justice, owing to groundless fears that disaster to the
industries of the province would follow from the enactment of it.
Meredith, Final Report, 1915
Meredith finished his report with the following statements:
1. Justice: do what is right;
2. Do not mix up compensation with employer concerns.
Meredith’s principles were all excellent principles. He was the head of the Conservative Party, whose
platform usually included a strong employer lobby. However, these were days of social unrest. Workers
WON this system, and the system has something to fear if they are sufficiently unhappy.
We don’t want to go back to suing. These principles have stayed more or less intact over the decades, until
recently. Improvements have been made on their foundation (i.e., 55% went up to 75% of net; rehab; cost of
living). These reflect general improvements in society as a whole. If we want to be legal about it, there
have been necessary corrections to keep the system more or less in line with what the courts would give.
Until recently, any reforms would be couched in similar language. We have an obligation to adhere to these
principles.
We now have a dramatic change whereby the system that was designed to take injured workers off the
streets is throwing them onto the streets again. Today, we want to examine where we are at in regard to the
fundamental principles of compensation in each province.
“Workers’ compensation is not a charity to be more or less generous depending on whether
or not these are economic good times.”
Meredith, 1915
Page 8
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Selon ce principe fondamental de justice, nous avons l’obligation de tout faire pour placer la
victime d’un accident ou d’une maladie du travail dans la position dans laquelle elle aurait
été si ce n’eut été de l’accident ou de la maladie du travail.
En cette époque de troubles sociaux, ce serait une erreur des plus grave si les questions
touchant la portée de la loi proposée devaient être décidées non par la considération de ce
qui est juste pour le travailleur, mais bien par ce qui le déroutera le moins, ou si la
législature devait être dissuadée d’adopter une loi visant à donner pleine justice, à cause de
craintes non fondées que ce serait désastreux pour les industries de la province en pareil cas.
Meredith, rapport final, 1915
Meredith a conclusion rapport par les déclarations suivantes :
1. Justice : faites ce qui est juste;
2. Ne confondez pas indemnisation et préoccupations des employeurs.
Les principes de Meredith étaient tous excellents. Il était à la tête du parti conservateur dont le programme
comportait habituellement de fortes pressions auprès du patronat. Cependant, c’était une époque de tensions
sociales. Les travailleurs et travailleuses ont mérité ce système et le système a quelque chose à craindre si
ces personnes sont assez mécontentes.
Nous ne voulons pas retourner aux poursuites judiciaires. Ces principes sont demeurés plus ou moins intacts
au cours des décennies, soit jusqu’à récemment. On a fait des améliorations grâce à ces principes : on est
passé de 55 % à 75 % du salaire brut; la réadaptation; l’indexation au coût de la vie. Ceci reflète les
améliorations générales de la société dans son ensemble. Si nous voulons en parler sur le plan juridique, il y
a eu des ajustements nécessaires pour garder le système plus ou moins en accord avec ce que les tribunaux
accorderaient. Jusqu’à récemment, toute réforme serait formulée en pareils termes. Nous avons l’obligation
d’adhérer à ces principes.
Nous avons maintenant un changement radical selon lequel le système qui avait été conçu pour sortir les
victimes du travail de la rue est en train de les retourner à la rue. Aujourd’hui, nous voulons examiner où
nous en sommes quant aux principes fondamentaux d’indemnisation de chaque province.
« L’indemnisation des travailleurs et travailleuses n’est pas un système de charité dans
lequel on est plus ou moins généreux selon le contexte économique. »
Meredith, 1915
Page 9
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PROVINCIAL WORKERS' COMPENSATION BENEFITS - PRESENT COMPARISONS
NF
BASE RATE
Net
benefits - 80%
NS
PEI
NB
QC
ON
MB
75% Net 85% Net 85% Net
95% Net
85% of
90% of Net
85%
Net
after 30
days
CEILING ON INSURED EARNINGS - Not to exceed maximum Annual Earnings up to
$31,800
$44,600
$50,500
Approx.
$54,000
ARE BENEFITS INDEXED
Only for
Cost of
No
Yes -- based
full EEL
living
on NBIAE
(estimate (2%)
d
economic
loss)
TIME LIMIT ON FULL BENEFITS
No-Not until No
Regular
depends
maximu
benefits
on
m
usually paid
medical
medical
until able to
informati recovery
RTW
on
BENEFITS FOR A PERMANENT INJURY
Wage
Wage
Deemed
LTD benefits
loss with
loss
Wage
pd. Monthly deeming
Loss
- regular
minus
deemed and
then only
85% of
difference
UPON RETURN TO WORK
Loss of
Top up at Benefits
Benefits
benefits - 85% of
Stop
cease unless
- partial
loss of
wage loss
earnings
benefits stop
WHEN JOB LOST
Re-injury ?
on old
claim
No
benefits
WHEN DISABILITY WORSENS
Re-injury Hard
Reclaim
fight for
evaluated
return to
benefits
Page 10
SK
AB
BC
90% of
Net
90%
Net
75% gross
Based on
$48,000
gross
Based
on
$45,600
Based on
$56,900
Yes
Very
limited
On
Pensions
only
Yes -consumer
price
index
100%
cost of
living
Stats.
Can.- CPI
based on
6 months
No
Yes
(medical
guides are
used)
6 weeks,
then
average
earnings
No
Varies
with
medical
opinion
1 year
based on
provisions
Lump
Sum for
Permanent
Impairme
nt
Deemed
earnings,
NEL for
pain and
suffering
Deeming
on PPD
Wage
loss
Pension
&
Pension,
wage loss
Benefits
stopped or
earnings
deducted
Earnings
deducted
Wage loss,
less
deeming
No benefits,
unless proven
accidentrelated
No
benefits,
unless
proven
accidentrelated
No
benefits,
unless
proven
accidentrelated
Benefits may
be adjusted.
May be
entitled to
PPI increase.
New claim
at CSST,
usually
refused
Deteriorat
ion must
be
significant
economic
loss
supplem
ent
Deeming
: even
though
WCB
cannot
deem
wages
since
1994
Benefits
stopped
-- ELS
Wage loss
stopped,
functional
pension
continues
Wage Loss
Less
Deeming
Non
Benefits
No
benefits
Reassessment
Reevaluate
Reopening
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NF
NS
PEI
NB
CPP /QPP REDUCTION TO WC BENEFITS
75% WC 50%
100% lost CPP
reclaimed lost
associated to
injury, WCB
reduced
BENEFITS REDUCED BY
CPP,
Negotia Collateral
Prov.
ted
Benefits
pensions, contract
company takes
pensions
priority
AFTER AGE 65
Possibilit CPP
y of 2
plus 5%
years
tops up
lump
sum
QC
ON
MB
SK
AB
BC
Combined
not to
exceed
full
benefits
Yes 100%
(dollar for
dollar)
Yes -- full
reduction
Yes,
50% of
CPP
contributi
on
No-after
June 1,
1995
No
except :
for
survivors
Any
material
change of
circumsta
nce
Any
income
Yes:
re-assess
ments
(RTW,
projected
pay
raise)
Lack of
cooperation
25%
reduction
every year
Paltry
retirement
award
WCB
pension
Annuity
begins
after
disabled
for two
years
Reducing
WCB
pension
Injured
before
50, for
life, after
50, 1/15
reduction
/ year)
No, but
policy is
becoming
tougher &
tougher
Yes (cost
of living,
net comp.
of 85%,
retirement
award,
etc.
No
No
No-- just
not
paying
Not yet
Over Compensa
tion
Competiti
on
Competit
ion,
unfunded
workers
are lazy &
cheaters
N/A
None
Preexisting
condition
N/A
Blue cross,
life insurance,
savings,
RRSP's
Benefits
packages
No perm.
comp.
after 65,
no actual
wage loss
Pain and
suffering,
loss of
benefits
package
(i.e., dental,
vision)
Company
Benefits
Pensions,
beg for
homecare
Level of
benefits,
overpayments,
CPP, "family
income",
survivors
benefits
Level of
Benefits,
lack of
retirement
benefits
Injured
worker cut
off due to
fake and
unsuitable
RTW
Interpretati
on of
doctor's
reports
Supreme
Court:
injured
workers
cannot
get
proper
medical
care
Cut
benefits,
Lost
earnings
potential
Entire
system
(Royal
Commiss
ion
Report),
Death
benefits
Vacation pay,
bonuses,
overtime, sick
leave, EI, etc.
Benefits
cease -- 5%
pension pd.
To off-set
reduced CPP
benefits due
to injury.
HAVE BENEFITS BEEN CUT RECENTLY
No
No
Yes
Yes -- 3 day
wait period;
related
expenses;
pension
lowered to
85%
WHAT WERE THE REASONS FOR CUTS
WC
Harder to
Unfunded
unfunded
get long
liability;
liability
term
make more
benefits
after injury
NOT COMPENSATED
Home
Pension
care,
and
special
drug
company plan
perks
loss
Benefits
cease
Pain &
suffering,
mental
stress,
chronic
pain
ISSUES BEING CONTESTED
Consulting
CPP -Several
Doctors,
benefits
reports,
increased
protection
of privacy
benefit
plan,
pain &
suffering
Page 11
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Page 12
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Violations of the Principles of Compensation
In our workshop, we identified violations of the original principles of Workers' Compensation as laid
out by Meredith as follows:
1. BASE AND CEILING: in each province,
practices violate the principle of “workers will
receive pay for lost wages.”
2. INDEXATION: ideal would be full indexation
of cost-of-living upheld. Lowered levels of
compensation violate the principle of wage loss
replacement. When compensation doesn’t cover
workplace pensions or dental plans, it violates
the principle of wage loss replacement. Cost of
living protection was intended to do the
following:
∙ Full wage loss protection;
∙ Compensates the injured worker for as long
as the disability lasts;
∙ Requires the employer to pay, rather than
transferring the cost to society.
Therefore, reduced cost of living protection also
violates the principle of wage loss replacement.
3. TIME LIMITS: violates the principles in each
province in which compensation systems cut
people off before they are recovered. We must
examine the role of the medical establishment in
this regard.
4. PERMANENT: in those provinces where there
is wage loss and deeming, the principles of
wage loss replacement and “as long as there is a
disability” are violated.
5. RETURNING TO WORK: where workers’
compensation benefits are discontinued because
a disabled worker is receiving wages, the
principle of “as long as there is a disability” is
violated; also wage loss replacement is violated
in cases where the injured worker was deemed
at a lower paying job.
6. JOB LOSS: where the WCB takes no
responsibility, the principle “as long as
disability lasts” is violated. It also violates the
principle of non-burden to the family and
society.
7. WORSENING: in provinces where injured
workers must prove significant “worsening” or
deterioration, the principles of “as long as there
is a disability” and non-burden to the family and
society are violated.
8. CPP: in each province except for Alberta and
British Columbia (with the exception of
survivors benefits), the principle of “the
employer pays” is violated. The employers end
up, in effect, being subsidized.
9. REDUCTIONS: in provinces where benefits
are reduced due to the injured worker receiving
other forms of income (such as provincial
pensions, company pensions, vacation pay,
bonuses, overtime, sick leave, EI, or any change
in one’s material circumstances), the principle
of wage loss replacement is violated. These
pensions, etc. may be/have been part of the
worker’s salary and benefit package, lending to
their overall quality of life.
10. BENEFITS END AT AGE 65: reductions
violate the principle “as long as there is a
disability.” Also violates the principle of
“employers pay into the system” (employers are
effectively transferring their responsibilities).
11. CUTS: unfunded liability violates the principle
of “employers pay.” It gives the message that
economic considerations (in the life of an
injured worker) are not relevant.
12. EXCUSES: operating on the premise that
workers are fundamentally lazy and need to be
pushed back to work/off compensation violates
the principles of “to be paid as long as the
disability lasts” and “not to be adversarial.”
13. NOT COMPENSATED: failing to
compensate injured workers for “non-wage”
benefits lost after injury (i.e., company pension,
drug and dental family plans, life insurance,
RRSP contributions), as well as general pain
and suffering, violates the principles of “as long
as there is disability,” “employers pay,” and
“non-burden to the family and society.”
14. OTHER: in cases where survivors or death
benefits are lacking, the principle of employers
paying into the system is violated. The worker’s
lost wages are also not compensated to the
surviving family members: a portion could be
beneficial in at least covering burial costs, etc.
Page 13
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Improving the System: How to improve our benefits
Participants responded to the following four
questions from their respective regions:
1. What successes have we had, in the past, in
improving benefits? What was done to
achieve success?
2. What plans are presently in place to address
these issues in your province?
3. What do we want to change in our benefit
structure? What are our goals?
4. How can we achieve our goals?
Eastern Canada:
1. Successes: the lobbying of injured workers
and labour has resulted in chronic pain being
recognized as injury. Workers Compensation
denial of benefits have opened the door to
suing employers. This is with the assistance
of injured workers, as well as politicians and
legal advocates.
2. Plans: lobby for legislation changes and
benefits increases; upcoming court case
(CPP).
3. Goals: want to work toward fair
compensation for loss of earnings, getting rid
of the ceiling on earnings, and not offsetting
CPP.
4. How? Organize injured workers groups and
work with CIWA/ACVAMT, have closer
relations with labour, educate the general
public, get support from public service
organizations and churches.
Central Canada:
1. Successes: a) Supplemental Benefits: a joint
public campaign that enhanced benefits to
more than 10,000 injured workers to a tune of
$50,000,000 annually; b) $200 monthly
increase in pension benefits for unemployed
injured workers who were injured prior to
Page 14
1990; c) full cost of living in 1985 was
initiated by injured workers demonstrating at
the opening of the legislature session; d) CPP
benefits not deducted from WCB benefits in
Alberta.
2. Plans: call for independent inquiry of the
Alberta WCB; continue with the current
campaign to save chronic pain compensation;
organize a campaign to prevent abuse (of
injured workers) within the returning to work
process (i.e., demeaning work); integrate CPP
and compensation benefits; continue with the
favourable changes that have occurred in
Manitoba’s Workers’ Compensation Act.
3. Goals: want to work toward Just
Compensation; use the Meredith Principles;
obtain job security or full compensation for
injured workers.
4. How? Organize public forums and
demonstrations, work to increase awareness,
form working coalitions (i.e., with labour,
injured workers groups, advocates, present
government or members of the opposition),
create a crisis, conduct long-term planning,
and continue sharing information.
Western Canada:
Using the BC Royal Commission as an example:
1. Successes: none; in fact, after two years the
result has been possible loss of the benefits we
already have.
2. Plans: canvassing government and the WCB
Board of Directors.
3. Goals: to apply the procedures, policies, and
legislation that has been published.
4. How? Demonstrate to the WCB and
government that they have already recognized
the deficiencies within the system.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Letters to the Editor
(from our Web Site)
Dear Editor!
Dear Editor:
My name is Djuro Maljkovic and I am an injured
worker for a long, long time. I was injured in 1975
working in the Lincoln Electric Co. in Toronto. In
spite of my back injury that never got better, I worked
for Hamburg Dental Lab., until 1987 when I re-injured
my lower back and injured my upper back. I went
back on full benefits from (then WCB) now WSIB. I
was tortured by WCB endless times. I even had a
nervous breakdown. My marriage fell apart, and I was
on the verge of killing my self.
I'm an injured worker and have tried every possible
way to get my benefits from the Workers'
Compensation Board of Alberta. It has been
impossible. I want to let you know a little about my
injury.
I moved to the Province of Quebec, thinking that all of
my problems will stay behind, but it wasn't like that.
Problem with WSIB followed me and got even more
complicated! Because I have had two claim numbers,
my file ended up in the Complex Case Unit in
Toronto, and a decision was rendered in my favour in
1992.
Some time in 1996, I was contacted by a Claims
Adjudicator in Ottawa. He told me that I was
overpaid, and that I must pay back $7,000 dollars. I
contacted Roy Careless in Hamilton, Ont. to represent
me and he took $300 dollars from me and did nothing.
So, I hired a lawyer - Mrs. Foy in Kingston, Ont. from
"Neligan Power" based in Ottawa. She gave me the
run-a-round on $100 an hour, raised to $200 an hour
without any decision or appeal. Then, I hired Bill
Johnston from Ciw. Consultants (Canadian Injured
Workers' Consultants) based on 1000 Huron St.,
London, Ont. He took $400 dollars, a so-called
"RETAINER" and I never heard from him again.
I started working in a "sandblasting and painting"
company in November, 1980. In 1985, the Alberta
Health and Safety Department sent a team of three
specialists to my workplace. After a week working
there, they left and we (the workers) never heard about
the results of the inspection. The Health and Safety
Department told the Company's Management that the
sand used in the process contained a high grade of
Silicon Oxide. I quit my Job in 1988, three years after
the inspection was carried out. I did not know I was
taking with me an "acute silicosis". I looked for
another job and worked one more year in Ontario.
Then I felt very ill, my health was ruined. I quit my
job there and returned to Alberta. I remained working
for another year until August 1991, when I had to quit
my job for good.
The Workers' Compensation Board made their
calculation and gave me an "Award" of $322.28 per
month. Then, they told me to go back to a job where I
would have no contact with airborne, or any thing that
would aggravate my health.
I think that I hit the wall. I don't know what to do? I
asked (before of any previous actions I had taken) for
assistance from the Workers' Advisor and I was
refused. Please, can you help me? I can't go through
misery again! I would rather end up dead!
My problem was not only respiratory. My physical
impairment, restricted my ability to do my job. Any
physical activity creates a major problem for me.
Seeing that there was no solution, I wrote to the
International Labour Office (ILO). The answer was
"The Canadian Government has ratified none of the
ILO conventions", up to date. They supplied me with
the related Convention's copies. I followed up by
writing letters without any result.
Yours truly!
Djuro (George) Maljkovic
I don't know if my story and opinion is of your
interest. I let you have them anyway.
Luis A. Bachmann
Edmonton, Alberta
Page 15
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NEWS FROM SOUTH OF THE BOARDER
(REPRINTED WITH PERMISSION FROM THE NATIONAL WORKPLACE INJURY LITIGATOR, A NEWSLETTER FROM DENVER, COLORADO)
Insurance CEO Compensation Skyrockets
The average 1997 CEO salary in
a publicly held insurance
company was $1,399,459,
according to a recent study by the
Firemark Group and SNL
Securities. So what?, you might
say, jaded by endless "dot com"
stories of absurd bonanzas. But
available salary documents don't
tell the whole story of executive
compensation. Bonuses and
stock options now comprise a
huge portion of the standard
package. And some CEOs may
draw multiple salaries from
separately incorporated
companies within insurer
"groups" or "families".
The reported compensation
figures - i.e. everything but
unexercised stock options - for
the top ten most highly
compensated insurance CEOs for
1997 ranged from $19,573,910 to
$4,919,337, for an average of
$7,826,656. The average percent
increase from 1996 to 1997 for
this "top ten" was over 200%!
The largest, typically unreported,
component of insurance CEO
compensation, however, is
unexercised stock option. When
the above figures were "option
adjusted" to include this value,
they ranged from $175,046,554
(Sanford Weill of Travelers) to
$10,215,700 - a truly amazing
average of $35,820,089!
The "Crystal Report", a periodical
which tracks executive
compensation, recently produced
an interesting statistic along
similar lines regarding HMO
CEO compensation. It found
that, adjusting for size and
profitability of a company, CEOs
for HMOs and healthcare
companies make 66% more than
the average CEO of any company
of similar size. This is occurring
notwithstanding the relatively
poor performance lately by
HMOs and the healthcare
industry.
Lower Premiums Mean Higher Profits, Not Higher Benefits
According to the Missouri Department of Insurance,
that state continues to be on the forefront of lower
premium costs to employers and higher profits to
insurers. For every premium dollar collected in
1998, only 58.7¢ was paid or reserved on workers'
compensation benefits. This Loss Ratio is expected
to allow insurers to earn a profit ratio of 26¢ per
premium dollar collected, after the operating
expenses are deducted, for the second year in a row.
"Relief from workers comp costs continues
unabated for Missouri's business community and
workers," said Keith Wenzel, the state's insurance
director.
Ironically, however, benefits to injured workers or
their families haven't appreciable increased since
1980, other than for the annual adjustment to the
maximum benefits available to the highest wage
earners.
Of note and significance to other states faced with
reform is what occurred in Missouri following
Page 16
significant reforms in 1993. Through deregulation,
elimination of the monopoly upon rate making, and
open market competition between insurers,
employers have received lower costs for workers'
compensation and benefits have not been
emasculated for injured workers. Missouri's five
year experience could be a model for those states
facing future reform efforts, as substantial
regression of workers' benefits has thus far been
avoided.
It is thus possible for meaningful financial savings
to be secured by employers, and not from cutting
benefits to injured workers, but by focusing reform
on insurers and their ability to compete. By opening
up the market and by creating a competitive
insurance company for which the state "guaranteed"
the reserves, over 164 insurers have filed rate
reduction requests through June, 1999 alone.
Editor's Note: We wonder if increased
competition means it's harder for an injured
worker to get benefits?
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT
Is about
Our Goals
SUPPORT
We are a national network of injured
worker's groups (IWG's) and we exist to
strengthen and support the work of local
and provincial IWG's across Canada.
INDEPENDENCE
We believe that injured workers should be
in control of their own destinies & Injured
Workers groups must be democratically
controlled by injured workers.
PARTNERSHIPS
We believe that we can best assist these
objectives by providing training and
educational resources in partnership with
provincial or territorial organizations of
injured workers and the trade union
movement at all levels.
INFORMATION SHARING
We believe that by sharing our stories and
our experience we can learn from each
other and become better educated and
exert more control over our lives.
To work towards a just system of
compensation, rehabilitation and
re-employment in all of Canada.
To provide a national forum for
debating issues concerning
injured workers at national
conferences and board
workshops.
To gather and share information
with groups across Canada.
To improve the Occupational
Health & Safety of workers across
Canada.
To identify and make available,
educational and training
resources produced by the union
movement and other agencies,
that focus on organizing and
maintaining effective injured
worker groups.
To enhance the local base of the
injured workers movement
through all our activities.
To form partnerships that will
achieve common goals.
To connect with the injured workers group nearest you
check out our web site at: www.ciwa.ca
and click on people and organizations
OR
Call the office at (807) 345-3429
This Newsletter is intended to share information of interest to injured workers, union activists
and their supporters.
It provides a forum for sharing our experiences - so we can learn from each other - in order to
improve the lives of injured and disabled workers and the system that is there to assist them.
Please help - by sharing your story with us.
Printed by CUPE 87
Page 17
�
Dublin Core
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Title
A name given to the resource
Canadian Injured Workers Alliance
Dublin Core
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Title
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CIWA Highlights Newsletter Winter 1999
Description
An account of the resource
Articles about the "Coming Together" Project; the history of Workers' Compensation; the principles of Workers Compensation; comparisons of Provincial Workers' Compensation Benefits; violations on the principles of compensation; CEO compensation; lower premiums mean higher profits; Letters to the Editor- WSIB, Health and Safety.
Creator
An entity primarily responsible for making the resource
CIWA
Date
A point or period of time associated with an event in the lifecycle of the resource
1999
Format
The file format, physical medium, or dimensions of the resource
PDF
Language
A language of the resource
English, French
Type
The nature or genre of the resource
Text
Subject
The topic of the resource
Labour and Labour Unions
-
https://digitalcollections.lakeheadu.ca/files/original/13a0e106a3edd44cadaf3e4a51aa8900.pdf
5e3e8f6f6c9c32b2f3086670ac23d6ae
PDF Text
Text
CANADIAN PUBLICATION MAIL SALES AGREEMENT #1685422
Focus on Canada Pension Plan
We are pleased to bring you our Spring 2000 Newsletter. There has been
a lot happening across the country (and around the world) and we hope
to give you the Highlights.
The special focus of this issue is on Canada Pension Plan - Disability
(CPP-D) benefits and how they fit with WCB benefits. A number of the
provincial and local injured workers organizations have CPP-D as a
priority issue and are working with their partner organizations to address
this issue.
As well, we have facts on disability, tips on running a good meeting and
letters to the editor. Last but not least is a wonderful poem by an injured
worker describing his feelings at one of our past conferences. We hope
the information in this newsletter proves useful to you.
Please read on.
Our next issue of Highlights will feature Repetitive Strain Injury (RSI) with a focus on women's
working conditions.
We love to hear from you. Please send us your experiences with RSI for the next newsletter.
Visit our Web-site at http://www.ciwa.ca
Table of Contents
CIWA/ACVAMT contacts ....................... 2
News & Happenings ............................ 3
Funding Internet Access ....................... 4
Projects & Activities .......................... 5, 6
Integration of CPP-D and WCB .............. 7
Provincial Comparisons .................... 8, 9
Provinciaux Comparaisons (Fr) ...... 10, 11
Conference in Nfld.............................. 12
Letter to the Editor ............................ 13
Tips on Running a Good Meeting ......... 14
Poem................................................. 15
CIWA Info........................................... 16
Page 1
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PLEASE HELP ………… S U B S C R I B E !
Name:
________________________________
Organization: ________________________________
Address:
Date: ________________________________
Newsletter Subscription:
________________________________
________________________________
Postal Code
________________________________
Phone
________________________________
Fax
________________________________
E-Mail
________________________________
Web Site
________________________________
Injured Worker/Unemployed
$ 5.00 __________
Individuals
$ 10.00 __________
Organizations
$ 15.00 __________
Donations
$
__________
Total
$
__________
THANKS for Your SUPPORT`
Editor’s Note
This newsletter is for sharing and exchanging information. The views and opinions expressed here are those of the
individuals or groups making submissions. We take no responsibility for their accuracy or opinions.
PROVINCIAL REPS TO THE STEERING COMMITTEE
BC … Craig McLachlan, North Vancouver
COMPONET
AB ... James Burke, Calgary
Alberta Network of Injured Workers
SK ... Robert Lindsay, Regina
Western Injured Workers Society.
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l’ATTAQ
NF... Patricia Dodd, Mount Pearl
NLIWA
Phil Brake, Labrador City
USWA
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Pictou County
ADVISORS…
Andy King, Occupational Health Clinic for
Ontario Workers
Orlando Buonastella &
Marion Endicott, Injured Workers Consultants
L’ALLIANCE CANADIENNE DES VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL
MAILING ADDRESS:
CANADIAN INJURED WORKERS ALLIANCE
STREET ADDRESS
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, Ontario. P7B 6E3
Thunder Bay, Ontario. P7B 6R2
Phone: 807-345-3429
email: ciwa@norlink.net
Fax: 807-344-8683
Web-site: www.ciwa.ca
Page 2
�l’Alliance Canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
1-877-787-7010
News & Happenings
Thanks to the Social Development
Partnership Program of HRDC for the
funding necessary to produce this
newsletter.
We sure appreciate your help !!!
Upcoming Events
APRIL 28, 2000.
NATIONAL DAY OF MOURNING
Check with your local Injured Worker Group
and join in the events.
May 19 - 21, 2000
International Injured Workers Conference,
Niagara Falls, NY
Contact: IwonyMary@aol.com
November 17 - 19, 2000.
"Disability & Human Rights" Conference
hosted by the CLC
The Queen Elizabeth Hotel,
Montreal, Quebec
WORKERS WIN ONE
Florida Supreme Court puts dent in workers'
comp shield employers have had since 1987.
Excerpt from the Miami Daily Business Review March 17, 2000
Almost 15 years ago, the late Florida Supreme
Court Justice James C. Adkins warned the states
workers' compensation laws were being applied so
unfairly that employers enjoyed "a license to maim
and kill."
This month, a new Supreme Court moved to
revoke that license by allowing the widow of a
Gainesville area chemical worker to take his tort
lawsuit to a jury. The March 2 opinion reversed a
1st District Court of Appeal decision and receded
from decades of previous ruling by Florida judges.
"It is a very important decision," Miami lawyer
Ramon Malca said. "It opens up the opportunity
for plaintiffs to go forward in similar cases in
greater numbers."
Editor’s note: We are seeing more and more injured
workers and family members pursuing a remedy in the
courts. It may be time our legislators take note and restore
some Justice to Injured Workers.
NEWS FROM AUSTRALIA
Workers' Compensation VIC: The Labour Government has proposed a new crime of Industrial
Manslaughter, with fines for corporations of up to $5 million as well as jail terms for Directors
and Senior Executives of up to 5 years. Courts will also be able to order Corporations undertake
community service projects as part of the sentencing disposition.
3
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
INDUSTRY MINISTER INVITES URBAN
LE MINISTRE DE L'INDUSTRIE INVITE LES
COMMUNITIES TO SUBMIT PROPOSALS FOR
PUBLIC INTERNET ACCESS SITE FUNDING
COLLECTIVITÉS URBAINES À PRÉSENTER DE
DEMANDES DE FINANCEMENT DE CENTRES
PUBLICS D'ACCÈSS À INTERNET
John Manley, Minister of Industry, invites urban
and rural communities across Canada interested in
establishing public Internet access sites to submit
proposals to the Community Access Program
(CAP) on or before Wednesday, May 31, 2000.
Canadian organizations - such as educational
institutions, public libraries, community
organizations, and municipal and territorial
governments - are encouraged to submit
proposals. CAP offers matching funds of up to
$17,000 per site to successful applicants. The
community funds can include cash as estimates of
the value of ""in kind" contributions such as
facilities, equipment and staffing of their public
access sites.
For more information, please contact:
Community Access Program
Industry Canada
1-800-268-6608
E-mail: comaccess@ic.gc.ca
Web Site: http://cap.ic.gc.ca
M. John Manley, ministre de l'Industrie du
Canada, a invité aujourd'hui les collectivités
urbaines et rurales du Canada souhaitant établir
des centres public d'accès à Internet à présenter
des demandes en ce sens au Programme d'accès
communautaire (PAC) d'ici le mercredi 31, Mai
2000.
Les organismes canadiens, tels que les
établissements d'enseignement, les organismes
communautaires, les bibliothèques publiques, les
administrations municipales et territoriales, sont
encouragés à présenter de propositions. Le PAC
versera des fonds de contrepartie maximums de
17 000 $ par centre aux groupes dont les
demandes seront retenues. La part de la
collectivité peut comprendre de l'argent comptant
ou des contributions no financières telles que des
installations, du matériel et du personnel.
Renseignements:
Programme d'accès communautaire
Industrie Canada
1 800 268 6608
Courriel: comacces@ic.gc.ca
Site Web: http://pac.ic.gc.ca
CORRECTION
In our last issue, an error was discovered in the
PROVINCIAL WORKERS' COMPENSATION
BENEFITS - PRESENT COMPARISONS (Chart) /
PRESTATIONS D'INDEMNISATION DES
TRAVAILEUSE ET DES TRAVAILLEURS
PROVINCIAUX - COMPARIAISONS ACTUELLES
THE BASE RATE / TAUX DE BASE FOR
QUEBEC SHOULD READ 90%
AND NOT 95%.
PLEASE ACCEPT OUR APOLOGIES FOR THIS ERROR.
Page 4
The "How To" Guide for setting
up Peer Support Groups is now
here!
"People Helping People"
Order yours today.
Call Toll Free: 1-877-787-7010
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
INJURED WORKERS COMING
TOGETHER IN NEW
BRUNSWICK
LES VICTIMES DU TRAVAIL
S’UNISSENT AU NOUVEAUBRUNSWICK
The New Brunswick Federation of Labour gave
injured workers in the province of New Brunswick a
much-needed boost in March. On March 19, injured
workers and family members from the Fredericton
area, met to discuss the problems they are having with
workers' compensation. After the meeting, they
formed a Steering Committee to plan their future.
There is a distinct possibility that they will start a new
injured workers' group because of this meeting.
La Fédération du travail du Nouveau-Brunswick a donné
en mars un bon coup de pouce aux victimes d’accidents
et de maladies du travail de la province. Le 19 mars, des
victimes du travail et des membres de leurs familles de la
région de Fredericton se sont rencontrés pour discuter de
leurs problèmes touchant l’indemnisation des travailleurs
et travailleuses. À la suite de cette rencontre, ces
personnes ont mis sur pied un comité d’organisation pour
planifier leur avenir. Il est possible que ces gens fondent
un nouveau groupe de victimes d’accidents et de
maladies du travail à la suite de cette rencontre.
For the following two days, March 20 and 21, the
Federation of Labour held a seminar on injured
worker's issues. Union leaders from around the
province gathered to hear presentations on the "Plight
of the Injured Worker", "Deeming" and "Where do we
go from here?" The seminar is a direct result of the
Resolutions passed at the CLC convention held in
Toronto last year. It is safe to
say that organized labour in the province has a better
picture of what it is like to be on compensation. It is
not as easy as some workers think!
Wednesday, March 22, the Union Centre in Moncton
graciously allowed us to use a meeting room. We had
a meeting that evening similar to the one we had in
Fredericton. This time, twenty-three people were
present. Again, they formed a Steering Committee
with plans to have a follow-up meeting.
The CBC Radio, the local radio stations and
newspapers were all interested in our story. We did
receive good press coverage.
Injured workers are on the move in New Brunswick!
We are Coming Together!
Editor’s note: Our visit to N.B. was part of our current
project, "Coming Together". One project goal is to help start
more provincial injured workers organizations.
Au cours des deux jours suivants, soit les 20 et 21 mars,
la Fédération du travail a tenu un colloque sur les
problèmes touchant les victimes du travail. Des
dirigeantes et dirigeants syndicaux de toute la province se
sont réunis pour entendre des présentations sur le sort des
victimes d’accidents et de maladies du travail, sur leur
système d’évaluation et sur leur avenir. Ce colloque
découle directement des résolutions adoptées au congrès
du CTC tenu à Toronto l’année dernière. On peut dire
que le mouvement syndical de cette province a une
meilleure idée de ce que c’est que d’être prestataire de la
CAT. Ce n’est pas aussi facile que certains travailleurs et
travailleuses croient.
Le mercredi 22 mars, le Union Centre à Moncton nous a
autorisés à utiliser gracieusement une salle de réunions.
Nous avons organisé ce soir-là une rencontre semblable à
celle que nous avions tenue à Fredericton. À cette
occasion, 23 personnes y ont participé. Là encore, elles
ont mis sur pied un comité d’organisation pour donner
suite à cette rencontre.
Radio-Canada, les stations de radio locales et les
journaux se sont tous montrés intéressés par notre
situation. Nous avons reçu une bonne couverture
médiatique.
Les victimes d’accidents et de maladies du travail passent
à l’action au Nouveau-Brunswick. Nous nous unissons!
Page 5
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
REPORT FROM THE CLC WINTER SCHOOL
On behalf of Ken Kawchuk and myself we thank
CIWA for the sponsorship to attend the Canadian
Labour Congress (CLC) Winter School Training
Classes. The weeklong course was held in Port Elgin,
Ontario, from February 13 to 18, 2000. We both were
enrolled in the Leadership Training Course. It is not
often enough that Injured Workers get sponsorship for
anything. We must take advantage of these
opportunities.
It was great to see my brother Ken once again. We
met a couple of years ago at a CIWA Speaker’s
Bureau Workshop in Orillia. We didn’t room together
this time but we spent a lot of time together outside
the classroom. If you are ever in Port Elgin stop by
and visit Ralphies - Live Bait Shop, it was a favorite
of Ken’s. Ken sure likes that live bait.
Anyway, the CLC instructors were great. I always
enjoy listening to the instructor’s insight on the issues
and topics of the courses. The course content is
always good but the instructors sure can add to the
classroom setting. There is something about Port
Elgin that is conducive to learning. Sure they feed
you well, but there is something else. Actually, there
are a number of things that inspire you to seek
knowledge and share conservation with everyone
while you are there. I am much more confident in
myself as I gain knowledge and I am better able to
pass it on others.
I was also very impressed with Ken. Ken is very
active with the Thunder Bay Injured Workers Group,
in particular with the peer-helping project. We talked
a lot about the project and the progress being made in
reaching out and assisting our injured brothers and
sisters. Ken Kawchuk is an inspiration to all and an
example that Injured Workers have a great deal to
offer if given a chance. Great work my brother, and
keep your head held high and who knows maybe a
Ralphies will open up in Thunder Bay. Again thanks
to CIWA.
Mike Lawson, Windsor Injured Workers
Editor’s note: The CLC provided us with scholarships so four injured worker activists could attend a weeklong
course at the CLC Winter Schools. Our thanks go out to the CLC and Hassan Yussuff, Exec. Vice-President, for their
support.
FACTS ABOUT DISABILITY IN
CANADA
In 1997, direct payroll costs for disability in
Canada - including workers' compensation and
short and long-term disability - were $11 billion.
In B.C. alone, direct and indirect costs of workers
with disabilities being displaced from the
workplace total $3.6 billion a year.
This translates to about nine cents of every dollar
earned, representing an annual cost of about
$2,500 per working person in B.C.
If left unchecked, it's estimated that direct and
indirect costs of disability in Canada could rise to
$30.5 billion by the year 2006.
Studies reveal that employers pay 35 percent of
the total direct and indirect costs of disability,
while workers and their families shoulder 27
percent of the total.
The financial loss to workers is profound. For
example, for a worker who is disabled at age 35,
previously earning $50,000 per year and forced to
go on social assistance, the loss-of-earnings to
Page 6
retirement age is estimated at $799,000.
Last year, persons with disabilities represented a
2.3 percent participation rate in Canada's labour
force, a further decline from an already low 2.7
percent the year before.
In a 1999 study of one of the nation's primary
industries, the direct cost of disability to employers
in the pulp and paper industry was more than
$2,000 per employee.
That figure translates directly to the bottom line
adding between $4.50 to $7.25 per tonne in
disability-related costs to pulp and paper products.
Studies show that without intervention, there is
only a 50 percent chance of a person with a
disability returning to the job after a six-month
absence, declining to 20 percent after a year and
to just 10 percent after a two-year absence.
At any given time, depending on the occupation
involved, 8 - 12 percent of the work force in
Canada is off the job due to injury and is receiving
either worker's compensation, long-term disability
or weekly indemnity. Billions of dollars are lost
�each year in benefit payments and lost
Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
productivity.
INTEGRATION OF CANADA PENSION PLAN AND WORKERS
COMPENSATION BENEFITS
There has been both confusion and
controversy about the overlap of the
two main disability programs for
injured and disabled workers in
much of Canada. Both the Workers
Compensation Boards (WCB) and
the Canada Pension Plan (CPP)
provide benefits to workers who
become disabled. There are
similarities in both programs but
there are many differences as well.
Many workers have struggled to
understand how these two systems
work in conjunction with each
other.
province has responded to these
pressures in different ways. The
Alberta WCB has declared that they
are the first payor and do not deduct
CPP from a worker’s WCB benefits.
B.C. and the Yukon likewise don’t
deduct CPP (with some exceptions.)
As we move across the country, we
see that some provinces like
Saskatchewan and Nova Scotia
subtract 50% of CPP benefits while
Newfoundland deducts 75% of net
CPP benefits.
It becomes even more complex as
we look at the CPP child benefit.
process were the worker is deemed
to be able to do a certain job and
that deemed wage is subtracted
from the disabled workers pension.
She/he also qualifies for CPPDisability benefits and is
determined to be unable to work.
The WCB then reduces the workers
pension further by the amount
received from CPP. She/he is
deemed to both be able to work –
benefits reduced – and deemed to be
unable to work – benefits reduced a
second time. Is this the opposite of
double dipping?
As the pro business/global
As governments continue to
trade agenda has swept
shift the costs of workplace
North America, both
injury and disease from
In the big picture, WCB premiums have
systems have come under
employers and the Workers
been going down while CPP premiums
attack as ―expensive social
Compensation systems to
are going up and fewer injured workers
programs.‖ This has
other social programs and
are receiving long term benefits from
resulted in pressure to
to the individual disabled
WCB.
reduce costs to business
workers, we wonder about
and the shifting of these
the founding principles of
costs on to others. There has been a
Some provinces see that this has
Workers Compensation. It seems
significant shift of costs from the
nothing to do with WCB and allow
the ―Historic Compromise‖ is being
WCB to CPP and to the disabled
the family to keep these benefits.
broken. This is leading more
worker and their family.
Others like Ontario and Manitoba
workers to pursue legal action in the
want to extract every dollar possible
courts. Is this the type of system
In the big picture, WCB premiums
from any source and deduct dollar
Canadians want? We think not.
have been going down while CPP
for dollar from the WCB benefits
What ever happened to Justice
premiums are going up and fewer
paid.
Speedily Delivered?
injured workers are receiving long
term benefits from WCB.
In Ontario it has reached the level of
ridiculous. Permanently injured
Workers Compensation is a
workers who are unemployed are
provincial program and each
subject to ―deeming.‖ This is the
The charts on the following pages deal with CPP-D and how they are integrated with WCB
benefits. The information in the charts was gathered as part of an interactive workshop that
CIWA/ACVAMT hosted in St. John's, Newfoundland on March 6, 2000.
Page 7
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PROVINCIAL CPP - PRESENT COMPARISONS
NF
NS
PEI
NB
1. Is WCB offset by CPP (RRQ in Québec)
Yes, by 75% of Yes, by Yes
Yes {WCA
net
50%
Sec.38.10(1)}, 1
2. Exceptions
Yes, children’s
portion not
clawed back;
prior to 1984,
no clawbacks
No
None that
we know of
Yes:
a). CPP child benefit;
b). CPP benefits
received for a
personal medical
condition NOT
related to the work
injury.
3. WCB’s source of authority (re: CPP/RRQ)
Prov. Gov.
IW’s
A policy was Legislation and
legislation.
give the enacted
policy {WCA
WCB and
right to
called
38.10(1) and
employers
the
collateral
Policy #21-230}
lobbied to
WCB
benefits; 2
reduce
employer’s
premiums.
4. Does WCB compensate for decrease in CPP (RRQ)?
Only if the
Yes
Not sure
Yes {WCA 38.21injured worker
Guaranteed
can prove loss
Supplement)} 3
of pension at 65
years old
QC
ON
SK
AB
BC
No, it’s the
RRQ that won’t
give benefits if
full comp by
WCB
Yes
Yes, by
50 %
No
No
Yes, when
reduced comp
is received
from (WCB)—
CSST—IW can
receive RRQ
Yes,
before
1990. Not
dollar for
dollar.
Yes,
child
benefits
are not
N/A
Yes, part
reduction
for
widows
N/A
The Act
and Board
Policy
Legislat
ion
Themselves
(WCB)
Workers’
Comp
No
Yes,
10% of
WCB
benefits
placed
into
annuity
for age
65
No
No
Yes
Yes
Yes
N/A
No
Yes
Yes
N/A
Yes,
Yes--
Yes,
Yes,
No
5. Does WCB insist that injured workers apply for CPP (RRQ) benefits?
4
No, but they
No
Yes
No
continue to send
letters to
recommend it
6. If lump sum from CPP (RRQ) is received, must IW pay back WCB?
5
Yes
Yes
Yes. However, IW No, but the
only pays back
opposite will
proportion related
be done
to workplace
directly by the
injury.6
WCB
7. Ceiling on WCB benefits? If so, what?
Yes, $39,300
Yes
Yes,
Yes, in 1999 it was Yes, 50,500$
1
2
3
NB
PEI
NB
4
NB
NF
6
NB
5
Page 8
deducted
legislation
WHSCC will reduce benefits by same proportion that IW receives from CPP with respect to the workplace injury.
Also an exchange of information policy was put into place giving both WCB and CPP and other government agencies the
right to exchange this information. Whether this is legal depends on this policy being taken to court.
IW’s receiving loss of earnings benefits who suffer a reduction in their CPP retirement benefits at age 65, because of time
spent on compensation, are covered by a 5% Guaranteed supplement. An actual loss of CPP retirement benefits, because
of time spent on compensation, must be demonstrated (Policy 21-240).
No, but WHSCC insists you keep them informed of any changes in your income, including CPP benefits.
Yes, in full, or over 3 years – if IW can prove hardship, WCB will consider a longer repayment
If an overpayment situation is established, WHSCC will correct the situation by either withholding or reducing benefits.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NF
NS
PEI
$36,200
NB
$44,600; in 2000 it
is $45,100
8. Who pays tax on retro CPP (RRQ) benefits paid to WCB?
Yes.
Injured Worker, ProIf retro CPP
However, IW
but Revenue
rated
benefits are paid
only pays
Canada will
back 2
back in lump sum
back
adjust the tax
years
to the WHSCC,
proportion
7
return to reflect
related to
the retro period
workplace
QC
in 1999
ON
$59,200
SK
$48,000
AB
$48,500
BC
$57,000
N/A
Injured
Worker
Injured
Worker
Injured
Worker
N/A
12
13
14
19
20
21
injury.
9. What excuses are given to support integration of CPP (RRQ) and WCB benefits?
8
9
10
11
Legislation
10. What do you think of integrating CPP (RRQ) and WCB?
15
16
17
18
Not sure
7
NB
8
NF
NB
10
QC
11
ON
12
SK
13
AB
14
BC
15
NF
9
16
NB
17
QC
ON
18
19
SK
AB
21
BC
20
WHSCC will reimburse the IW an amount which, in the opinion of the Commission, is equivalent to the income tax paid
by the worker on the retro CPP benefits paid to the Commission (Policy 21-235). If paid back in installments, the IW
must take responsibility for the income tax.
Incentive to go back to work; employer funded as well so claw-back is justified.
Injured Worker should not earn/receive more than what they were when they were working
Arguments from RRQ: no double compensation, no stacking, over compensation
Stacking, over-compensation is disincentive to return to work
Stacking/earning an income
Can’t take more money than you earned as a worker
Injured Workers should not receive more $ from compensation than from wages
CPP paid by employee & employer. Should be provided to the IW to compensate for loss of holiday pay, pension, raises,
not being able to return to work only to list a few.
Meredith’s ―Historic Compromise‖ stated employers pay seeing as they are protected from lawsuits. The burden was not
to fall on the injured worker, their family or society overall. CPP and WCB should not be integrated!
Two different systems; different contribution structure
The fact they have already lost all their other benefits, pensions, and wages, etc. Plus, CPP is a separate plan. All costs
of injuries should be paid by employers.
It’s 2 different entities
Should not be touched—separate entities. WCB: employer pays to insure employees. CPP: worker pays.
Separate plans—injured worker supported (CPP) vs. employer funded (WCB). CPP evens out the incidental losses not
covered by WCB.
Page 9
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
RRQ/CPP PROVINCIAUX - COMPARAISONS ACTUELLES
Terre-Neuve
N.-É.
Î.-P.-É.
NouveauBrunswick
Québec
1. WCB/CSST compensée par RPC (RRQ au Québec)
22
23
Oui, 75 %
Oui, 50 % Oui
du montant
net
2. Exceptions
24
26
Non
Aucune à
Oui :
notre
a)
connaisprestation
sance
RPC pour
enfants;
Ontario
Saskatche
wan
Alberta
Oui
Oui, 50 %
Non
Non
Non, avant
1990,
lésions, non
$ pour $
Oui, les
prestations
pour
enfants ne
sont pas
déduites
S.O.
Oui,
réduction
partielle
pour les
veuves;
%/année
Intervenant-e-s
(WCB)
Loi sur
l’indemnisa
tion des
travailleurs et
travailleuses
25
3. Source d’autorité de WCB/CSST (a.s.d. RPC/RRQ)
27
28
Les
Législation Législation
victimes
et politique
du travail
{LAT
don-nent
38.10(1) et
le droit à
politique n°
la WCB.
21-230}
Législation
et politique
de la
Commission
C.-B.
4. La WCB/CSST compense-t-elle pour la réduction du RPC/RRQ?
29
30
31
Oui
Incertain
Non
Non
Non
Non
5. La WCB/CSST insiste-t-elle pour qu’on demande les prestations du RPC/RRQ?
32
33
Non
Oui
Non
Oui
Oui
Oui
S.O.
6. Si la victimes du travail touche un montant forfaitaire du RPC/RRQ, doit-elle rembourser la WCB/CSST?
34
35
Oui
Oui
Non, mais
Non
Oui
Oui
S.O.
le contraire
sera fait
directement
par la
22
NB
Oui {LAT, Art. 38.10(1)}, la CSSIAT réduira les prestations dans la même proportion que la victime du travail reçoit du
RPC en ce qui concerne la lésion professionnelle
23
QC Non. Le RRQ ne donne pas de prestation s’il y a pleine indemnisation par la CSST.
24
TN Oui, la partie pour les enfants n’est pas récupérée; avant 1984, aucune récupération
25
NB b) Prestations RPC reçues pour condition médicale personnelle SANS LIEN avec la lésion professionnelle.
26
QC Oui, quand une indem-nisation réduite est fournie par la CSST, la victime peut recevoir le RRQ.
27
TN Législation provinciale; pression exercée sur la WCB et sur les employeurs pour réduire les cotisations des employeurs.
28
I.P.É Une politique a été promulguée : prestations accessoires; on a égale-ment promulgué une politique d’échange
d’information, accordant à la WCB, au RPC et à d’autres organismes gouvernemen taux le droit d’échanger cette
information. On saura si cette politique est légale si elle est contestée devant les tribunaux.
29
TN Seulement si la victime du travail peut démontrer la perte de la pension à 65 ans
30
TN Oui {LAT 38.21-Supplément garanti} Les victimes du travail qui touchent des prestations pour perte de revenu et qui
subissent une réduction de leurs prestations du RPC à 65 ans à cause de l’indemnisation sont couvertes par un supplément
garanti de 5 %; il faut démontrer la perte réelle de prestations du RPC par suite de l’indemnisation (politique n° 21240).
31
SK Oui, 10 % des prestations WCB déposés dans une rente jusqu’à l’âge de 65 ans
32
TN Non, mais on continue d’envoyer des lettres pour recommander cela.
33
NB Non, mais la CSSIAT insiste pour qu’on la renseigne sur tout changement dans votre revenu, y compris les prestations
du RPC.
34
TN Oui, au complet ou sur 3 ans; si la victime peut démontrer des difficultés, la WCB prendra en considération un
remboursement prolongé.
35
NB Oui, cependant la victime ne rembourse que la proportion reliée à la lésion professionnelle. Si on démontre qu’il y a eu
versement en trop, la CSSIAT corrigera la situation en retenant ou en réduisant les prestations.
Page 10
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Terre-Neuve
N.-É.
Î.-P.-É.
NouveauBrunswick
Québec
Ontario
Saskatche
wan
Alberta
C.-B.
CSST.
7. Y a-t-il un plafond pour les prestations WCB/CSST; si oui, de combien?
Oui,
Oui
Oui,
Oui ; en
Oui,
Oui,
Oui,
Oui,
39 300 $
36 200 $
1999 :
50 500 $ en 59 200 $
48 000 $
48 500 $
44 600 $;
1999
en 2000 :
45 100 $
8. Qui paie l’impôt sur les prestations rétroactives du RPC/RRQ versées à la WCB/CSST?
36
37
RéparLa victime
S.O.
Victime du
Victime
Victime du
tition sur
du travail
travail
du travail
travail
les 2
doit les
années
réclamer.
précédentes
9. Quelles excuses donne-t-on pour justifier l’intégration des prestations du RPC/RRQ et de la WCB/
CSST?
Motivation à
Législation La victime
Arguments Le cumul
Cumul et
On ne peut
retourner au
du travail
du RRQ :
des indemgagner un pas toucher
travail;
ne doit pas
aucune
nités est une revenu.
plus
l’employeur
toucher
indemnisa- démotid’argent
est
plus que ce tion double, vation pour
que ce
également
qu’elle
aucun
retour-ner au
qu’on a
financé, de
recevait
cumul des
travail.
gagné au
sorte que la
quand elle
indem-nités
travail.
récupétravaillait.
ration est
justifiée.
10. Que pensez-vous de l’intégration du RPC/RRQ et de la WCB/CSST?
38
39
40
Incertain
Deux
Il s’agit de 41
systèmes
deux
distincts;
entités
une
distinctes.
structure de
cotisation
distincte
36
Oui,
57 000 $
S.O.
Les
victimes du
travail ne
doivent pas
toucher
plus
d’argent de
l’indemnisation que
du salaire.
42
La victime du travail, mais Revenu Canada ajuste la déclaration d’impôt pour tenir compte de la période de rétroactivité.
Si les prestations rétroactives du RPC sont remboursées en montant forfaitaire à la CSSIAT, la CSSIAT rembourse la
victime du travail une somme qui, selon la Commission, correspond à l’impôt payé par la personne sur les prestations du
RPC versées à la Commission (politique n° 21-235). Si le remboursement se fait par versements, la victime du travail
assume la responsabilité de l’impôt.
38
TN Le RPC est payé par les employés et par l’employeur. Il doit être versé à la victime du travail pour compenser la perte de
congés payés, de la rente de retraite, des hausses de salaire et pour ne pas pouvoir retourner au travail, pour ne nommer
que ces raisons.
39
NB Dans « Historic Compromise » de Meredith, il est dit que les employeurs paient puisqu’ils sont protégés contre les
poursuites judiciaires. Le fardeau ne doit pas reposer ni sur la victime du travail ni sur sa famille ni sur la société dans son
ensemble. Le RPC et la CAT ne doivent pas être intégrés!
40
ON Le fait que ces personnes ont déjà perdu toutes les autres prestations, rentes de retraite, salaires, etc. Le RPC est un
régime distinct. Tous les frais reliés aux lésions doivent être payés par les employeurs.
41
AB Il ne faut pas toucher à cela.— Ce sont des entités distinctes. WCB : l’employeur paie pour assurer les employés. RPC :
les employés paient.
42
C.B. Ce sont des régimes distincts : le RPC qui est financé par la victime du travail par rapport à la WCB qui est financée par
les employeurs. Le RPC compense les pertes fortuites non couvertes par la WCB.
37
TN
NB
Page 11
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
FEDERATION OF LABOUR HOSTS CONFERENCE IN NEWFOUNDLAND
LA FEDERATION OF LABOUR ORGANISE UN COLLOQUE A TERRE-NEUVE
The Newfoundland & Labrador Federation of
Labour hosted a conference in St. John's, NF on
March 10-12. The agenda was prepared around
Occupational Health & Safety and Workers'
Compensation as a training session within the
labour movement.
The Newfoundland & Labrador Injured Workers
Association (NLIWA) was incorporated in 1993
as a non-profit peer group to provide peer
support and information to enable injured workers
to help themselves.
La Newfoundland & Labrador Federation of Labour a
organisé un colloque à St. John's du 10 au 12 mars.
Le programme prévoyait une session de formation à
l’intérieur du mouvement ouvrier sur la santé-sécurité
au travail et sur l’indemnisation des travailleurs et
travailleuses.
La Newfoundland & Labrador Injured Workers
Association (NLIWA) a été incorporée en 1993 en tant
que groupe affinitaire sans but lucratif afin de fournir
de l’entraide et de l’information permettant aux
victimes d’accidents et de maladies du travail de
s’aider elles-mêmes.
At that time, the impression was that Labour was
not a necessary link that injured workers needed.
Varied opinions steered the group that injured
workers had to face it alone. Our group quite
quickly recognized our mandate had to expand &
include major lobbying of government.
À cette époque, on avait l’impression que le
mouvement syndical ne constituait pas un lien
nécessaire pour les victimes du travail. Plusieurs
étaient d’avis que les victimes d’accidents et de
maladies du travail devaient se débrouiller par ellesmêmes. Notre groupe a vite compris que notre mandat
devait s’élargir pour inclure des pressions politiques
majeures sur le gouvernement.
As of our last executive election in November,
1999, we decided it was time to refocus! At that
time we approached Labour and we realized the
goal was the same … ensure the rights of injured
workers.
Depuis notre dernière élection du conseil
d’administration, en novembre 1999, nous avons
décidé qu’il fallait repenser notre action. Nous avons
alors abordé les syndicats pour constater que le but
était le même, soit protéger les droits des victimes
d’accidents et de maladies du travail.
The invitation to attend the conference on behalf
of the NLIWA enabled us to see first hand the
interest from the Labour in attendance. The
welcome was overwhelming!
L’invitation de participer au colloque au nom de la
NLIWA nous a permis de constater directement
l’intérêt des syndicats. L’accueil fut extraordinaire!
During the conference, we realized there were
many opportunities to provide ongoing
information through our shared concerns and
experiences. We had many hands & hearts
extended to continue contact with the individuals
there for needed changes. There were many
expressions of interest to attend our monthly
meetings, where injured workers come together,
to support our efforts.
This has been one of the most positive
experiences of our groups' existence and the
people we met and information shared brought
new life to the importance of working with Labour.
We are committed to the injured workers of
Newfoundland & Labrador and will continue to
build this bridge with Labour and it is an
experience we now look forward to.
Page 12
Au cours de ce colloque, nous avons compris qu’il y
avait beaucoup d’occasions de fournir de l’information
continue par le biais de nos préoccupations et
expériences partagées. Il y avait beaucoup de bras et
de cœurs ouverts prêts à maintenir le contact avec les
personnes qui étaient là pour opérer les changements
qui s’imposent. On a manifesté beaucoup d’intérêt
pour participer à nos rencontres mensuelles où des
victimes du travail se réunissent pour appuyer nos
efforts.
Cette expérience fut parmi les plus positives de toute
l’existence de notre groupe; les gens que nous avons
rencontrés et l’information qui a été partagée ont
donné un nouveau sens à l’importance de collaborer
avec les syndicats.
Nous nous sommes engagés envers les victimes
d’accidents et de maladies du travail de Terre-Neuve
et du Labrador, et nous continuerons de bâtir ce pont
avec les syndicats. C’est une expérience à laquelle
nous aspirons.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Letters to the Editor
(from our Web Site)
WCB cuts 1999 employer premiums rates 20 percent.
Winnipeg - For the "third" year in a row, Manitoba employers will pay less for their WCB coverage. CEO
Pat Jacobsen said "For 1999, the premium cut will result in cost savings for Manitoba will be ($28) million.
(WCB of Manitoba news release.)
Dear Editor,
I’m responding to the above press release.
Don't need a PhD to figure out where all the
savings come from? All these CEO's and
people in senior positions at the WCB, the
Review Board and Appeal Commission are
mostly ex-company people, put
in their positions to serve the best interests of
the Corporations and Businesses who pay
WCB premiums. The company that I worked
for in Manitoba have been abusing and lying
to the WCB of Manitoba for decades, they
threatened and abused hundreds of Injured
Workers not to report injuries that happened
on the job or to claim WCB benefits.
My wife is a Filipino and I spent almost three
years living in the Philippines, not lying on
sunny beaches but travelling around and
watching. Canadian Mining Companies
(Placer Dome) destroyed enormous areas of
land and rivers with deadly chemical spills. It
was documented in the Canadian press, then
forgotten and covered up. It’s easy to bribe
government officials in Third World countries.
Many other Canadian and foreign companies
operate in the Philippines, the clean, friendly
image they like to project is all PR and pure
rubbish.
Big companies in Canada, especially in the
mining industry, commit enormous
environmental and safety abuses of their
workers. These companies are so powerful
and influential and have so many pals and
cronies in the Government and Media that
their acts of destruction and abuse go on
year in year out without any real action being
taken against them. Token fines are handed
out to abusers to appease unions and media
people, the WCB Act is abused and broken
on a regular basis.
WCB boards across the country are stacked
like the senate with Corporation and
Company cronies and lap dogs. Workers in
general are intimidated and threatened not to
report work place injuries or claim WCB
benefits. Most workers are afraid to lose
their jobs and will do as they are told. In the
Global Casino, workers are used and abused
and dumped when the profits don’t meet the
expectations of the Corporate Elites.
The federal government, as corrupt and
rotten as the one before them, line their own
pockets and reduce and scrap all systems
and programs that made Canada the
greatest country in the world. We now have
a four year dictatorship, scraps are thrown to
the people in the form of tax cuts at election
time and the game goes on once more.
Sorry to ramble on! It’s the nature of the
beast!
Yours Truly
Raymond George Hughes
Editor’s note: We received a series of
correspondence from Raymond Hughes. His
experience certainly gives one pause to reflect on the
connections and struggles workers face at home and
abroad.
Page 13
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
HOW TO RUN A GOOD MEETING
Here are some tips on how to run a meeting:
Don't compete with group members. Give
their ideas precedence over yours.
Listen to everyone. Paraphrase, but don't
judge.
Don't put anyone on the defensive. Assume
that everyone's ideas have value.
Control the dominant people without
alienating them.
Realize that your interest and alertness are
contagious.
Keep all participants informed about where
they are and what's expected of them. Keep
notes on flip charts or a board that everyone
can see.
Check with the person who owns the problem
to find out if an idea is worth pursuing or if a
proposed solution is satisfactory.
Give others a turn at running the meeting.
Those who learn to lead, learn how to
participate.
USE YOUR BRAIN TO CUT STRESS
Relieve stress by understanding which brain
hemisphere is stressed.
or organizing. The emotional right brain will
calm down.
If you feel depressed or emotionally overwrought,
your stress is in the right hemisphere - the
creative, emotional, holistic side.
If you feel time-stressed and overburdened, the
left hemisphere is involved. Switch to your right
brain by singing or playing a sport.
What to do: Switch to your matter-of-fact left
hemisphere by doing math, writing factual prose
Page 14
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
A POEM
WRITTEN BY FRANCISCO BRAVO, AN INJURED WORKER AT OUR CONFERENCE IN 1992
Different accents and injuries have met.
In the hard nest of reality,
In the struggle for recognition…
Some with a funny way of walking.
Others have been guided by the immaculate
white of a metal cane.
Because, in a work place their vision has died. In Silence
Few are moaning, because their pain is alive.
Many tears, women and men have let go
Because of a dictatorial system not there to care.
Yes, indifferent to "human legitimacy".
And they were created to Help!!!
Huge hotel rooms, "Our convention"
Filled with love, understanding and care
Not forgetting compassion.
"Relations with Labour", "Politics and funding",
"Immigrants", "First Generation Canadians", "The
Voice of the Marginalized", "Rehabilitation"
But in the place, Human beings limping their way
to meetings …
So many condemned for life, to the silence of a
cold wheelchair.
Missing some innocent game that a little one in
their lives wanted to play …
Difference arms or hands that someone has to
welcome with,
because of some advanced machinery
A dirty trick has been played in their lives.
How about the brother or sister that can not even
breathe because of some toxin in the air,
We were the ones to build up their offices,
Also their homes …
World of Progress!
World of love …
Carpenters, Plumbers, Electricians, Mechanics,
Nurses, Life-guards, Labourers
Yes, the list is long …
But Remember
"It is in your mind" …
"You are born that way" …
Painkillers, muscles relaxers, inhalers
Only God knows what else …
Our true bread
With deep sadness I can say
Many, many injured workers have ended their
lives
Because the Law in this system
Has its door closed …
They were brothers and sisters
As we all here are
Just workers as you and I …
Injured workers of Canada
Its time to join hands,
Yes, join what's left of our strength.
Let's change our pain and frustration
Into a very strong voice,
Voice to yield loud,
"The truth one more time has been raped!"
…It is time for changes!
Others looking healthier
because their injury is hidden deep.
We are not the black sheep of society!
We are human beings that not long ago
Part of society we have built...
With sadness and frustration I have seen,
How, some so called counselor,
behind their fancy oak desk,
with authority have said:
"Come on its all in your head"
and remember we are also workers …
Let's Keep Together, that
With our love and understanding
With our hands as one
A New System we can create
Yes, a better road
For the new worker to come …
Many, many times
Page 15
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Our Goals
CIWA/ACVAMT
Is about
To work towards a just
SUPPORT
We are a national network of
injured worker's groups (IWG's)
and we exist to strengthen and
support the work of local and
provincial IWG's across Canada.
INDEPENDENCE
We believe that injured workers
should be in control of their own
destinies & Injured Workers
Groups must be democratically
controlled by injured workers.
PARTNERSHIPS
We believe that we can best
assist these objectives by
providing training and
educational resources in
partnership with provincial or
territorial organizations of injured
workers and the trade union
movement at all levels.
INFORMATION SHARING
We believe that by sharing our
stories and our experience we
can learn from each other and
become better educated and
exert more control over our lives.
system of compensation,
rehabilitation and reemployment in all of
Canada.
To provide a national forum
for debating issues
concerning injured workers
at national conferences and
board workshops.
To gather and share
information with groups
across Canada.
To improve the
Occupational Health &
Safety of workers across
Canada.
To identify and make
available, educational and
training resources produced
by the union movement
and other agencies, that
focus on organizing and
maintaining effective
injured worker groups.
To enhance the local base
of the injured workers
movement through all our
activities.
To form partnerships that
will achieve common goals.
Publications
Available
The VOICE OF INJURED WORKER
PLAIN TALK
HOW TO IMPROVE RELATIONS
BETWEEN INJURED WORKERS &
ORGANIZED LABOUR
REPORT ON RELATIONS WITH
LABOUR SESSION AT CIWA
NATIONAL CONFERENCE, REGINA
1992
RETURNING TO WORK
VOC REHAB & RE-EMPLOYMENT
FROM THE INJURED WORKER'S
PERSPECTIVE
INJURED WORKERS … ON THE
MOVE
VIDEOS & WORKBOOKS
SURVIVORS, 1997
TOGETHER WE CAN WIN, 1997
PEER HELPER TRAINING MANUAL,
2000
LE COMBAT QUOTIDIEN DES
VICTIMES DU TRAVAIL, 1999
To find out more, please contact us at:
CIWA/ACVAMT
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, ON P7B 6E3
Ph: 807-345-3429
Fx: 807-344-8683
Toll Free: 1-877-787-7010
Connect with an injured workers group near you.
Check out our web site at: www.ciwa.ca
and click on "Who to Contact"
OR
Call our office at (807) 345-3429 or Toll Free at 1-877-787-7010
This Newsletter is intended to share information of interest to injured workers, union activists and their
supporters.
It provides a forum for sharing our experiences - so we can learn from each other - in order to improve the lives
of injured and disabled workers and the system that is there to assist them.
Please help - by sharing your story with us.
Printed by CUPE 87
Page 16
�
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Title
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Canadian Injured Workers Alliance
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CIWA Highlights Newsletter Spring 2000
Description
An account of the resource
Articles about Canada Pension Plan - Disability (CPP-D) benefits; Worker's Compensation news; Integration of Canada Pension Plan and Workers Compensation Benefits; Provincial CPP. Internet Access proposals; Injured Workers coming together in New Brunswick; report from the CLC Winter School; facts about disability in Canada"; Federation of Labour Conference in Newfoundland. Letter to the Editor- WCB cuts; tips to cut stress and how to run a good meeting.
Creator
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CIWA
Date
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2000
Format
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PDF
Language
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English, French
Type
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Text
Subject
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Labour and Labour Unions
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CANADIAN PUBLICATION MAIL SALES AGREEMENT #1685422
Focus on Repetitive Strain Injury (RSI)
This is a special issue of "Highlights" featuring articles on RSI with a focus on
Women's Work.
RSI is becoming a very big issue. We need to concentrate more of our time and
energy on RSI. In Newfoundland, claims for RSI have increased by 84% since
1994. In Quebec, from 1987 - 1990, the number of claims rose by more than
300%. In the United States, the number of claims for RSI was almost 10 times
higher in 1991 than it was in 1981.
Many experts say that soon, half of all claims for work injuries will be related to
RSI. Workers are telling us it is becoming more difficult to gain entitlement for
a repetitive strain injury. WCB's are bringing in "normal healing times". If
you're not better in 6 weeks, you must be non-cooperative and are cut off
benefits.
We need to educate ourselves and the public about this epidemic. This issue of
"Highlights" is a start.
As well, we have news and happenings from across the country and around the
world.
Please read on.
Our next issue of Highlights will focus on Experience Rating.
We would love to hear from you. Please send us your thoughts & experiences for the
next newsletter.
Visit our Web-site at http://www.ciwa.ca
Table of Contents
CIWA/ACVAMT contacts ......................
News & Happenings ............................
Projects ...............................................
Female Workers/Machines (Fr/Eng)... 5 -
2
3
4
6
Women, RSI and Compensation(Fr/Eng) .......7 - 12
News & Happenings ..................... 13 - 15
CIWA Info .......................................... 16
Page 1
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PLEASE HELP ………… S U B S C R I B E !
Name:
________________________________
Organization: ________________________________
Address:
Date: ________________________________
Newsletter Subscription:
________________________________
________________________________
Postal Code
________________________________
Phone
________________________________
Fax
________________________________
E-Mail
________________________________
Web Site
________________________________
Injured Worker/Unemployed
$ 5.00 __________
Individuals
$ 10.00 __________
Organizations
$ 15.00 __________
Donations
$
__________
Total
$
__________
THANKS for Your SUPPORT!
Editor’s Note
This newsletter is for sharing and exchanging information. The views and opinions expressed here are those of the
individuals or groups making submissions. We take no responsibility for their accuracy or opinions.
PROVINCIAL REPS TO THE STEERING COMMITTEE
BC … Craig McLachlan, North Vancouver
COMPONET
SK ... Robert Lindsay, Regina
Western Injured Workers Society.
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l’ATTAQ
NF... Patricia Dodd, Mount Pearl
NLIWA
Phil Brake, Labrador City
USWA
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Pictou County
ADVISORS…
Andy King, Occupational Health Clinic for
Ontario Workers
Orlando Buonastella &
Marion Endicott, Injured Workers Consultants
L’ALLIANCE CANADIENNE DES VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL
MAILING ADDRESS:
CANADIAN INJURED WORKERS ALLIANCE
STREET ADDRESS
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, Ontario. P7B 6E3
Thunder Bay, Ontario. P7B 6R2
Phone: 807-345-3429
email: ciwa@norlink.net
Fax: 807-344-8683
Web-site: www.ciwa.ca
Toll Free 1-877-787-7010
Page 2
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
News & Happenings
Thanks to the Social Development
Partnership Program of HRDC for the
funding necessary to produce this
newsletter.
We sure appreciate your help !!!
LABOUR AND INJURED WORKERS
ORGANIZING IN OREGON
Activists for Injured Workers
CONFERENCE
Saturday July 22, 2000
Chemeketa Community College
Salem, OR 97309
Upcoming Events
TOPICS
*
What to do when you are injured on the job
*
Injured worker organizing
*
Political considerations
*
Dealing with denials
*
The role of the Ombudsman
*
Appeals
July 22, 2000.
For more registration forms or questions, contact
Bonnie Jeglin or Bob Rossi at (800) 452-2146.
"Activists for Injured Workers"
Conference
hosted by the OPEU/CPIW
Salem, Oregon, USA
September 29 - October 1, 2000.
"The Millenium and Beyond"
ONIWG Conference
hosted by the Ontario Network of Injured
Workers Groups
The C.A.W. Education Centre
Port Elgin, Ontario
November 17 - 19, 2000.
"Disability & Human Rights" Conference
hosted by the CLC
The Queen Elizabeth Hotel,
Montreal, Quebec
CORRECTION - CPP CHARTS - Spring Issue:
NFLD - Ceiling on WCB Benefits showed
$39,300
Should be $45,500
COMMITTEE TO PROTECT INJURED WORKERS
OREGON PUBLIC EMPLOYEES UNION, SEIU LOCAL 503
News from BC
The queue in disability awards at the WCB in
British Columbia is now up to two years and
people waiting for rehabilitation is also backed up.
What happened to the $14 million surplus again
this year? Injured and disabled workers are
having to wait for their pensions even longer even
though interest is accumulating.
FINANCIAL PROGRAMS DIRECTORY
Neads has just launched the on-line version of the
National Directory of Financial Assistance
Programs for Post-Secondary Students With
Disabilities. This directory is a comprehensive
guide to funding for college and university studies
and describes programs that are available across
Canada.
To explore the financial aid directory, visit the web
site - www.neads.ca and select the NEADS Online
Resource Centre (NORC) from the home page.
3
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
CIWA/ACVAMT Projects
People Helping People
The result of our Peer Support Pilot
Project, People Helping People (71
pages) lists the steps to starting up and
maintaining support groups for injured
workers, family members, widows and
widowers. By working in small groups,
we can share experiences, concerns and
fears. We can support each other in
learning to adjust to life with a
disability. The triumphs and trials of
four injured workers’ support groups
were collected and included in this
resource. In this way, others can learn
from their experiences, and apply them
to starting new groups and committees
or strengthening existing ones.
We have already received some very
positive feedback on People Helping
People. Don't delay……
Order your copy today!
Corporations & Institutions:
Full price: $25
Unions & Non-Profits:
25% off: $18.75
Injured & Unemployed Workers
50% off: $12.50
Page 4
Youth Project
For a number of years, injured workers have
been saying that we need to go into high
schools and educate young people about the
hazards in the workplace and the rights they
have available to protect themselves as well as
their co-workers. Many have also said that
they would never want to see their children
become injured workers and suffer through the
same experiences as they have.
Their concerns are justified. The injury rate
for workers aged 15 to 24 is thirty-five per
cent (35%) higher than for any other age
group. In Ontario, fifteen (15) workers
between the ages of 15 and 24 died in 1998,
and fifty (50) young workers are hurt every
day on the job. Seventy-five per cent (75%)
of injured workers with a permanent injury are
unemployed. The Canadian Injured Workers
Alliance is concerned about these statistics,
and proposed a Youth Project as a result.
Our Youth Project aims to educate young
people on workplace accident prevention and
post-accident issues. Throughout the project,
we will develop a model workshop, resource
package and peer support model to reach out
to young workers. The models will be tested
at high schools and Youth Employment Centres
in at least three communities across Ontario.
We then hope to host a number of training
sessions across Ontario and across Canada for
representatives from local injured workers
groups on how to deliver the workshop to their
local high schools and youth groups.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
The Youth Project officially kicked off during
A SPECIAL THANKS
TO THE USWA, CAW, & THE WORKERS' HEALTH
AND SAFETY CENTRE FOR THEIR CONTRIBUTIONS
WHICH HELPED ENABLE US TO START THE YOUTH
PROJECT.
June, 2000. We continue to welcome financial
When the Female Worker
Becomes a Machine…
How many female workers today still have the
impression of turning into machines as soon as
they set foot into the plant? Surely hundreds and
hundreds of thousands.
How could it be
otherwise when they are required to fulfil their
tasks at insane performance levels, to meet
paces that you can hardly watch without getting
dizzy?
contributions to this initiative and urge
interested parties to contact our office for
more information. We also welcome injured
workers—especially young injured workers—to
contact our office and get involved:
877-787-7010 (toll-free).
is not obvious that a work tempo is imposed on
them, however, such is the case. The number of
items scanned is timed and their productivity is
rated by their employers using these same
scanning devices. We have also noticed, with the
introduction of scanners in the supermarkets, a
Work Paces in Manufacturing Plants
The inhuman work pace is, in manufacturing
plants, the daily reality of many women. One
only needs to think about sewing machine
operators, assemblers, packagers and all those
who work on assembly lines operating at a rate
over which they have no control, to realize that
women’s work conditions are still determined by
the quest for profits.
Employers remain
insensitive to the hazards that can be brought on
by the work conditions they impose on women.
Work Paces in Other Areas
Many claimed that the new technologies would
reduce the constraints linked to certain kinds of
tasks. If it’s true that work has put on new faces
with the development of new technologies, it is
also true that these technologiesthat some
boast
as
having
enhanced
work
conditionsunfortunately have had, in some
instances, the effect of worsening them. The
cashier job is a good example of this reality.
These workers who formerly had to manually
enter the price of each item into the cash register
now use optical scanners. At first glance, one
could think that their work conditions have
improved since they have been relieved of
punching in prices. Maybe we need to look
closer at this change before drawing a positive
conclusion. When you observe these cashiers, it
Page 5
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Quand la travailleuse devient
machine…
Combien de travailleuses ont encore aujourd’hui
l’impression de se transformer en machine dès
leur arrivée à l’usine? Sans doute des centaines
et des centaines de milliers. Comment pourrait-til en être autrement quand on leur demande
d’exécuter leurs tâches à un rythme démentiel,
de rencontrer des cadences qu’on a du mal à
regarder sans être étourdi-e?
Les cadences dans les milieux
manufacturiers
La cadence de travail inhumaine est, dans les
milieux manufacturiers, la réalité quotidienne de
nombreuses femmes. On a qu’à penser aux
opératrices de machine à coudre, aux
assembleuses, aux emballeuses et à toutes celles
qui travaillent sur des chaînes de montage qui
fonctionnent à une vitesse sur laquelle elles n’ont
aucun contrôle, pour réaliser que les conditions
de travail des femmes sont encore conditionnées
par l’appétit de profit de leurs employeurs, qui
demeurent insensibles aux dangers que peuvent
a cutback in personnel, hence an increase in the
workload of each cashier. Such is the case also
with telephone operators who are timed for the
number of seconds they take to answer a
request.
It then appears that the development of new
technologies has allowed, in many cases, greater
control for employers over the female workers
rather than greater control of these workers over
their jobs.
Work Paces are Hazardous
Work paces present obvious hazards to health.
They increase the risk of work-related injury and
disease by forcing female workers to overuse
their limbs and by having them repeat the same
motions at a frantic pace, week after week, year
after year.
These workers see their health
deteriorate. In fact, the faster the assembly line
is, the faster their health will deteriorate.
Who Should Go Faster?
Female workers should slow down. Employers are
the ones who should go faster! They should
indeed speed up the process of improving work
conditions and by making them safer. Not only
do performance levels need to slow down, but
Page 6
présenter les conditions de travail qu’ils imposent
aux travailleuses.
Les cadences dans les autres milieux
Plusieurs prétendaient que les nouvelles
technologies allaient réduire les contraintes
reliées à certains types de tâches. S’il est vrai
que le travail a revêti de nouveaux visages avec
le développement de nouvelles technologies, il
est également vrai que ces technologies, que
certains nous présentent comme ayant amélioré
les conditions de travail, ont malheureusement,
en certaines occasions, eu pour effet de les
empirer. L’emploi de caissière constitue une
bonne illustration de cette réalité.
Ces
travailleuses qui devaient auparavant poinçonner
le prix de chacun des items sur la caisse
enregistreuse, ont dorénavant à leur disposition
des lecteurs optiques.
À première vue, on
pourrait penser que leurs conditions de travail se
sont améliorées puisqu’on les a libérées de la
tâche du poinçonnage. Peut-être faut-il jeter un
regard un peu plus attentif sur cette modification
avant d’en faire un bilan trop positif? Bien que
quand on les regarde il ne soit évident qu’on
jobs need to be modified in order to respect the
human body’s limitations. It is urgent to change
the situation so that female workers stop getting
sick from work. Workers are not machines!
Liane Flibotte
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
impose une cadence de travail à ces femmes,
c’est pourtant le cas. Elles voient maintenant le
nombre d’items passés à la caisse chronométré et
leur productivité évaluée par leurs employeurs à
l’aide des lecteurs optiques.
On a aussi
remarqué, avec l’entrée des lecteurs optiques
dans les super marchés, une diminution du
personnel et donc une augmentation de la tâche
de chaque caissière. C’est également le cas des
téléphonistes qui voient, elles aussi, le nombre de
secondes qu’elles prennent pour répondre à une
demande d’un-e abonné-e, chronométré.
Il semble donc que le développement de
nouvelles technologies ait permis, dans plusieurs
cas, un plus grand contrôle des employeurs sur
les travailleuses plutôt qu’un plus grand contrôle
des travailleuses sur leur travail.
Les cadences sont dangereuses
Les cadences présentent des dangers certains
pour la santé. Elles augmentent les risques
d’accidents et de maladies du travail en forçant
les travailleuses à sur-utiliser leurs membres et
en leur faisant répéter, à un rythme effréné,
semaine après semaine, année après année, les
mêmes mouvements. Les travailleuses voient
donc leur santé se dégrader au même rythme
que celui de la chaîne de montage.
Qui devrait aller plus vite?
Les travailleuses devraient ralentir. C’est aux
employeurs d’aller plus vite! Ils doivent en effet,
accélérer le processus d’amélioration et
d’assainissement des conditions de travail. Il faut
non seulement que les cadences ralentissent, il
faut de plus, que les tâches soient modifiées de
manière à ce qu’elles respectent les limites du
corps humain. Il est urgent que la situation
change de façon à ce que les travailleuses n’aient
plus à se rendre malades au travail. On n’est pas
des machines!
Liane Flibotte
Special payments for remarried spouses - ALBERTA
Remarried widows and widowers whose spouses died du to
PRE-1982 work injured, and whose pensions stopped
because of remarriage, are eligible for a special one-time
payment. Effective March 23, 2000, each eligible surviving
spouse who applies for this benefit will receive a lump sum
payment of $80,000 Canadian. For more information,
contact 1-877-454-4443 or (780) 498-3850 within
Edmonton.
85 PER CENT WANT FINES AND JAIL TERMS
FOR EXECUTIVES WHO IGNORE JOB SAFETY
A large majority of Canadians want a law that
would set fines and jail terms for corporate
executives who are found responsible for
workplace accidents that could have been
avoided.
A public opinion poll released this week shows
that 85 per cent of Canadians would advise their
Members of Parliament to vote for such a law.
The idea of holding corporate executives and
directors criminally responsible for action or lack
of action on job safety is gaining broad support.
Page 7
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Women, RSI and Compensation
Excerpt from One-eyed Science: Occupational Health and Women Workers, by Karen Messing (1999)
Philadelphia: Temple University Press
I have chosen to examine
work-related musculoskeletal
disorders (MSDs) as my first
case study of sexism in
occupational health research
for two reasons. First, MSDs
are an important problem for
women, the most common
women’s health problem, so it
is important to prevent this
suffering. Second, MSDs are
the majority of cases of
occupational disease, so they
have been well studied by
scientists. And since they
occur among women and
men, it is interesting to see
how gender is handled in
research and compensation
of work-related MSDs. We
can see that scientists have
not always been fair to
women. As a result, although
both women and men
encounter obstacles when
trying to use scientific studies
to support their compensation
claims, women encounter
difficulties not usually seen by
men.
Musculoskeletal disorders
include inflammations of
muscles and tendons such as
tendinitis and bursitis, some
cases of osteoarthritis,
various types of back
problems, and tendon sheath
inflammations such as carpal
tunnel syndrome. They may
be associated with a single,
well-defined event but they
usually build up over many
years from repeated injury to
the same tendon, muscle or
nerve. In the scientific and
Page 8
popular press, subcategories
of these disorders are called
repetitive strain injury (RSI),
cumulative trauma disorders
(CTDs) or soft tissue
disorders.
Workers describe great
difficulty in getting their
employers, physicians,
co-workers and even families
to believe them when they
have MSDs. Coworkers told
us about a woman who
worked for twenty years in the
cookie factory before making
a claim. She was proud that
she had never been late or
absent. However, when the
repetitive motions she made
while wrapping small cakes
finally caused shoulder pain
which made her unable to
work, the company contested
her compensation case with
scientific testimony that she
was not ill. Her friends
described her distress: How
could the company for whom
she had done honest work for
so long call her a liar?
Identifying the causes
Is it harder to define MSDs
when the injured worker is a
woman? It is certainly easier
to identify an injury when it
occurs as a result of a
well-defined event. If a
worker lifts a heavy weight
and wrenches his back,
resulting in acute pain and
possible torn ligaments, the
case is clearer than when a
worker feels more and more
chronic pain until it becomes
unbearable. Given the
different tasks of men and
women, the first situation is
more likely to occur with
men’s jobs and the second
with women’s. In this sense,
it is easy to see why one-third
of women’s compensated
injuries (but only about 6% of
women workers) are in the
health care sector: apart from
the fact that health care
workers are unionized and
sensitive to health issues, it is
primarily in that sector that
women lift heavy weights all
at once. Therefore,
compensation may be more
accessible for those workers.
Unlike infectious diseases,
where a single causal agent
(germ) can sometimes be
isolated, movements and
postures are not easy to
analyze. Physical risk factors
considered in relation to
musculoskeletal disorders
have usually included a
number of repetitions, time
between repetitions (cycle
length), position of limbs
during repetition, forces
involved, rest periods, and
years of exposure. It was
found that the combination of
high force and high repetition
was especially apt to produce
the wrist disorder known as
carpal tunnel syndrome.
Repetition was more
important than force.
The role of repetition is hard
to isolate and repetitive
movements are hard to
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
define. As a union
representative assigned to
defending occupational health
claims said: “What is a
repetitive movement? I ... ask
everyone and even the
doctors can’t tell us. I say to
people in my union, 'You’ll
see, you’ll ask your doctor, he
doesn’t want you to do
repetitive movements.' How
many times are you allowed
to do that movement? The
doctor doesn’t want to answer
that one.”
Difficulties in making
cause-effect
associations
with a work cycle of less than
ten seconds, they did not
exert a large force each time.
It would seem logical that, if
work is related to MSDs,
part-time workers should have
fewer MSDs than their
full-time colleagues. But
part-timers may not do the
same tasks as full-timers with
the same job title. For
example, our study of bank
tellers found high levels of
back and leg and foot pain
which we had reason to
associate with prolonged
standing, as well as neck and
shoulder pain associated with
reaching. We found no
difference in pain reporting
between full-time and
part-time tellers. We
understood this because
during our observations we
had noticed that full-time
workers spent proportionately
less time at direct customer
service than part-time
workers. In fact, part-timers
were brought in to cover peak
hours when there were more
factories whose data they
analyze, and interpretation of
data can be a problem for
them.
These complexities mean that
epidemiologists may have
difficulty relating current
movements to current
illnesses. They often result in
great difficulty for the worker
who wants a change in her
work station or is claiming
compensation. Four of these
complexities are found more
often in women’s jobs.
Women are more likely to be
found in broad, catch-all job
definitions, to work part time
and to have work stations
poorly adapted to their size.
They are less likely to be
promoted out of repetitive
work, and therefore more
likely to have to develop
strategies to work while
feeling pain.
The rather fuzzy definitions of
diseases and of possible
causes are very different from
what is found among
accidents that are easily
recognized. Waters are
muddied by personal
contributory factors and the
Politics and science
“logical” associations are not
Controversy has grown
always found. For example,
around the relationship
repeated wrist movements
between
are not
repetitive work
always
When a construction worker falls off a scaffolding and breaks his
and injuries.
associated
leg, there is not much doubt that there is an injury, nor that injury
The fact that
with wrist
is
related
to
something
that
happened
on
the
job.
Links
are
harder
tendinitis and
disorders,
to make between repetitive movements and MSDs.
other MSDs
part-time
can be
workers do
customers.
Also,
part-timers
multicausal has caused some
not always have fewer
were less involved in the bank
scientists to insist on personal
problems than full-time, risk of
procedures, so they were not
factors like diabetes and
a disorder does not always
assigned
to
some
tasks
which
pregnancy to the exclusion of
increase with number of years
were done sitting down, such
occupation. Some scientists
of exposure. Quite often,
as entering transactions in the
maintain that there is no such
doctors have testified that an
bank’s
account
or
controlling
thing as repetitive strain injury
injury could not be related to
currency
reserves.
We
would
and that it is a “neurosis.” A
working conditions. Several
not have been able to
review of over 750
female post-office workers
interpret this contradiction had
repetitive-injury claims in
were refused compensation in
we
not
spent
hours
observing
California found that insurers
Québec because, although
the tellers at work. We know
were more likely to delay or
they manipulated thousands
epidemiologists who have
deny claims for repetitive
of pounds of mail each day
never been inside the
Page 9
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
strain injuries than for any
other injury or illness.
Women who do repetitive,
boring tasks are more likely to
have MSDs than other
workers. How can we tell
whether the MSDs are due to
the repetition (physical) or the
boredom (psychological) or a
combination of both? The
question may appear trivial,
since the pain is caused by
the job in any case, but it has
practical implications: it is
infinitely harder to gain
compensation for
boredom-induced injury than
for physical injury.
Personal factors and
MSDs
The fact that aging women
tend to have more
musculoskeletal problems has
not escaped the notice of
those who look at
menopausal women with
suspicion. At the 1994
meeting of the International
Ergonomics Association, a
doctor harangued a plenary
session for several minutes,
asserting that it had been
scientifically proven that all
(sic) carpal tunnel symptoms
among older women were due
to menopause. At a meeting
of union health and safety
representatives, one
described personal conditions
which could be spoken of as
causes of MSD and used to
block compensation:
arthroses (actually sometimes
due to work), age and
menopause. “A woman
developed a tenosynovitis and
we lost at the appeal board.
[They said] she hadn’t done
enough repetitive movements,
that wasn’t the cause and the
company doctor came to tell
us that it was because she
was close to menopause and
it was due to that. She packs
25,000 boxes a day” (a cycle
time of less than 2 seconds).
However, the problems of
younger women can also be
attributed to hormones. “If
you’re a young woman and
you were pregnant during the
year or the year before and
you have problems with
carpal tunnel they will often
say it’s because you have had
pregnancies. And they will
often bring in a doctor who will
say that a woman who has
had a child this year or the
year before, it’s common, it’s
normal that that would be the
cause of her carpal tunnel.”
According to workers,
menopause and pregnancy
are often brought up in
compensation hearings as the
“true” cause of injuries. Since
most older women are
menopausal and very many
younger women have had
recent pregnancies, it seems
to be rather easy to attribute
women’s MSDs to personal
rather than occupational
factors.
Conclusions
Examining the research on
musculoskeletal problems is a
good way to understand some
of the reason for delay in
identifying and compensating
women’s occupational health
problems. Of course, it is not
easy for men to be
compensated for MSDs and
those intervening in
compensation cases often
interpret scientific evidence
any which way in order to
make their points. But
women still have a
disadvantage in the research
and in the judicial system.
Some of the disadvantage
comes from outright sexism,
such as we can see in relation
to menopause. Much more of
it comes from the nature of
jobs usually assigned to
women, in which dramatic,
easily identified dangers are
rare. In a context of
employer-worker opposition
where each side will jump on
weaknesses in the case made
by the other, women and
women’s jobs make an easier
target.
Les troubles musculo-squelettiques
Messing, K.2000. La santé des travailleuses: La science est-elle aveugle? Éditions du remue-ménage
(Montréal) avec Octarès (Toulouse).
Il y a deux raisons pour
lesquelles mon premier
exemple du sexisme à
l'œuvre dans la recherche en
Page 10
santé au travail portera ici sur
les troubles musculosquelettiques. Premièrement,
les troubles musculo-
squelettiques constituent un
problème important chez les
femmes — le problème
numéro un — et il faut le
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
prévenir. Deuxièmement, les
troubles musculosquelettiques constituent la
majorité des cas de maladie
professionnelle, ce qui signifie
qu'ils ont fait l'objet de
nombreuses études. Comme
ils touchent autant les
hommes que les femmes, ils
représentent le cas idéal pour
vérifier si l'on tient compte des
disparités sexuelles dans la
recherche et l'indemnisation.
Nous avons vu que les
scientifiques ne sont pas
toujours équitables à l'endroit
des femmes. Par conséquent,
bien que tous les travailleurs
doivent surmonter des
obstacles lorsqu'ils essaient
d'appuyer leur demande
d'indemnisation sur des
études scientifiques, les
femmes éprouvent à cet
égard des difficultés
particulières.
Les troubles musculosquelettiques (TMS)
comprennent l'inflammation
des muscles et des tendons,
telles les tendinites et les
bursites, certains cas
d'arthrose, divers types de
maux de dos et le syndrome
du canal carpien. Ces
troubles peuvent être
associés à un traumatisme,
mais la plupart du temps ils
sont causés par des lésions
répétées au fil des ans aux
mêmes tendons, muscles ou
nerfs. Dans les revues
scientifiques et les médias, on
fait référence aux lésions
attribuables au travail répétitif
(LATR) et aux troubles des
tissus mous. Dans ce
chapitre, je me concentrerai
sur les LATR puisqu'il s'agit
d'un problème fréquent chez
les travailleuses.
Les travailleurs ont parfois
beaucoup de mal à
convaincre leur employeur,
les médecins, leurs collègues
et leur famille que leur
maladie est bien réelle. Ses
collègues nous ont parlé
d'une femme qui travaillait
depuis vingt ans dans une
fabrique de gâteaux
lorsqu'elle a fait une demande
d'indemnisation. Elle était
fière de n'avoir jamais été en
retard ni absente. Cependant,
les mouvements répétitifs
qu'elle effectuait en emballant
de petits gâteaux ont fini par
lui causer des douleurs à
l'épaule qui l'empêchaient de
travailler. Son employeur a
contesté sa demande
d'indemnisation en s'appuyant
sur des preuves scientifiques.
Ses collègues comprenaient
sa détresse : comment
l'entreprise pour laquelle elle
avait travaillé honnêtement
pendant tant d'années
pouvait-elle la traiter de
menteuse ?
Identifier les causes
Est-il plus difficile de définir
les TMS chez les
travailleuses? Il est
certainement plus facile de
déceler une lésion lorsqu'elle
résulte d'un événement bien
délimité. Si un travailleur ou
une travailleuse soulève une
lourde charge, se blesse le
dos, ressent de vives
douleurs et a
vraisemblablement des
ligaments déchirés, la
situation est plus claire que
s'ils éprouvent des douleurs
chroniques qui augmentent
graduellement jusqu'à devenir
intolérables. Compte tenu des
différences entre les tâches
assignées aux hommes et
aux femmes, il est fort
probable que le premier
scénario se réalise chez les
travailleurs et le deuxième,
chez les travailleuses. Dans
cette perspective, on
comprend facilement
pourquoi le tiers des lésions
indemnisées chez les
travailleuses se produit dans
le secteur de la santé (où se
retrouvent 6 % des
travailleuses) : mis à part le
fait que les travailleuses dans
ce domaine sont syndiquées
et sensibilisées aux questions
de santé, c'est surtout dans
ce secteur que les femmes
soulèvent des poids lourds.
Par conséquent, il est sans
doute plus facile pour ces
travailleuses d'être
indemnisées.
Contrairement à ce qui se
passe dans le cas des
maladies infectieuses, où un
seul agent (un microbe) peut
parfois être isolé, les
mouvements et les postures à
l'origine des TMS ne sont pas
simples à analyser.
Généralement, les facteurs de
risque ayant un lien avec les
LATR sont le nombre de
répétitions, la durée du cycle
de travail, la posture, la force
déployée, les périodes de
repos et les années
d'exposition Ils ont constaté
qu'une grande force
combinée à une répétition
intense est particulièrement
susceptible de produire le
problème au poignet connu
sous le nom de syndrome du
canal carpien. Dans ce cas, la
répétition était un facteur
beaucoup plus important que
la force. On a cependant
refusé d'indemniser plusieurs
employées des bureaux de
Page 11
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
poste du Québec qui
manipulaient des milliers de
kilos de courrier par jour
suivant un cycle de moins de
dix secondes, sous prétexte
que chaque mouvement ne
nécessitait pas une très
grande force.
Il est difficile d'isoler le rôle de
la répétition, et les
mouvements répétitifs sont
difficiles à définir. Comme le
mentionnait une
représentante syndicale
responsable des demandes
des travailleurs qui réclament
des indemnités: “ C'est quoi
un geste répétitif ? Je
demande à tout le monde, et
même les médecins ne
peuvent pas répondre. Je dis
aux gens chez moi : “Vous
allez voir, demandez à votre
médecin, il ne voudra pas que
vous fassiez des gestes
répétitifs. Mais combien de
fois on peut faire ce gestelà ?” Le médecin ne veut
même pas répondre. Je suis
dépassée par ça. ”
Établir des liens de
cause à effet
Comparons les définitions
plutôt floues de ces maladies
et leurs causes probables
avec des accidents reconnus
sans problème. Lorsqu'un
travailleur de la construction
tombe du haut d'un
échafaudage et se fracture la
jambe, il est assez convaincu
qu'il s'est blessé et que sa
blessure a trait à son travail. Il
est plus difficile de relier les
TMS aux mouvements
répétitifs : des facteurs
personnels peuvent entrer en
ligne de compte et les
relations “ logiques ” entre les
Page 12
causes et les effets ne sont
pas toujours confirmées.
Ainsi, les mouvements
répétitifs du poignet ne sont
pas toujours associés à des
problèmes au poignet, les
travailleurs à temps partiel
n'ont pas toujours moins de
problèmes que les travailleurs
à temps plein, le risque de
développer une lésion
n'augmente pas toujours avec
les années d'exposition. Il
arrive souvent que des
médecins affirment au tribunal
qu'une lésion donnée ne peut
être reliée aux conditions de
travail qui sont décrites.
Il semblerait logique que les
personnes travaillant à temps
partiel développent moins de
TMS que celles qui travaillent
à temps plein. Or il se peut
fort bien que, tout en ayant le
même titre de poste, les
travailleurs à temps partiel
n'effectuent pas les mêmes
tâches que les travailleurs à
temps plein. Par exemple,
nous avons constaté que les
caissières de banque
éprouvent de nombreuses
douleurs au dos, aux jambes
et aux pieds — douleurs qu'il
avait lieu d'associer au fait de
rester debout pendant de
longues périodes —, ainsi que
des malaises au cou et à
l'épaule associés à des
mouvements d'extension. De
plus, les employées à temps
partiel signalaient le même
niveau de douleur que les
employées à temps plein. Nos
observations nous ont permis
de comprendre pourquoi :
toutes proportions gardées,
les caissières travaillant à
temps plein passaient moins
de temps au service à la
clientèle. Les caissières à
temps partiel étaient
embauchées pour travailler
pendant les périodes de
pointe où il y a plus de clients.
De plus, elles effectuaient
moins d'opérations bancaires
— l'entrée des opérations
dans le compte de la banque
ou le contrôle des réserves de
devises par exemple — un
travail qui leur aurait permis
de s'asseoir. Nous n'aurions
pas su comment interpréter
cette apparente contradiction
si nous n'avions pas observé
le travail de ces femmes
pendant plusieurs heures.
Nous savons qu'il y a des
chercheurs qui ne sont jamais
entrés dans les usines qu'ils
analysent et qui éprouvent
des difficultés à interpréter
leurs résultats.
Ces facteurs complexes
réunis font qu'il peut être
délicat pour les
épidémiologistes d'établir une
relation entre les mouvements
présents et les maladies
présentes. Résultat: la
travailleuse ou le travailleur
risque de ne pas réussir à
faire modifier son poste de
travail ou à être indemnisé.
Parmi ces facteurs, quatre
sont plus typiques des
emplois féminins : les
femmes sont davantage
susceptibles d'occuper des
emplois dont la définition est
générale et fourre-tout, de
travailler à temps partiel et
dans des postes mal adaptés
à leur taille. Elles sont moins
susceptibles d'obtenir des
promotions qui leur
permettront d'échapper au
travail répétitif et, par
conséquent, elles sont plus
susceptibles de développer
des stratégies pour continuer
de travailler en prévenant la
douleur. Courville et ses
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
collaborateurs ont fait un
description émouvante des
travailleuses de l'industrie de
la volaille qui continuent de
travailler malgré la douleur —
ce qui est le lot de plusieurs
travailleuses.
Politique et science
Le lien entre le travail répétitif
et les lésions professionnelles
est l'objet d'une controverse
grandissante. Le fait que les
tendinites et autres TMS
puissent avoir des causes
multiples a amené des
chercheurs à affirmer que des
facteurs personnels comme le
diabète et la grossesse
justifiaient l'exclusion de
certains emplois. Selon
certains scientifiques, les
LATR n'existent pas, il s'agit
d'une “ névrose ”. L'examen
de plus de 750 demandes
d'indemnisation pour cause
de LATR en Californie révèle
que les assureurs ont plus
tendance à reporter ou à
refuser les demandes pour ce
genre de problème que pour
toute autre lésion ou maladie.
Les femmes qui effectuent
des tâches répétitives et
ennuyeuses sont plus
susceptibles de souffrir de
TMS que les autres
travailleuses. Comment
déterminer alors si les TMS
sont dus à la répétition
(physique), à l'ennui
(psychologique) ou à une
combinaison des deux
facteurs ? La question peut
sembler sans intérêt, puisque
dans tous les cas la douleur
est due au travail, mais elle a
des implications au niveau
pratique : il est infiniment plus
difficile d'être indemnisé pour
une lésion causée par l'ennui
que pour une lésion ayant une
cause physique.
Hormones et TMS
Le fait que les femmes plus
âgées soient davantage
susceptibles de développer
des TMS n'a pas échappé à
l'attention de ceux qui
considèrent que la
ménopause prédispose à la
maladie. Lors d'une plénière
au congrès de 1994 de
l'Association internationale
d'ergonomie, un médecin a
harangué l'auditoire, affirmant
qu'il avait été scientifiquement
prouvé que tous les
symptômes du syndrome du
canal carpien chez les
femmes plus âgées étaient
dus à la ménopause. Durant
une réunion de représentants
syndicaux sur la santé et
sécurité au travail, un de
ceux-ci a énuméré les
facteurs personnels parfois
considérés comme la cause
des TMS et pouvant être
invoqués pour refuser
d'indemniser les travailleurs et
les travailleuses : l'arthrose
(maladie des articulations,
parfois due au travail), l'âge et
la ménopause. “ Chez nous
c'est l'empaquetage des
boîtes électriques. Dans un
cas que j'ai traité, une fille
avait développé une
tenosynovite [inflammation de
la gaine du tendon]. On a
perdu au Bureau de révision :
elle n'aurait pas fait assez de
mouvements répétitifs, ça ne
dépendait pas de ça. Le
médecin de la compagnie est
venu dire qu'elle approche de
la ménopause et que c'est dû
à ça. Elle empaquette 25 000
boîtes par jour [un cycle de
moins de deux secondes],
mais il n'y a pas de
mouvements répétitifs."
Selon les travailleuses, la
ménopause et la grossesse
sont souvent invoquées
comme étant les “ vraies ”
causes des lésions lors des
audiences sur les demandes
d'indemnisation. Puisque les
plus âgées sont à la
ménopause et que les plus
jeunes viennent souvent
d'accoucher, il semble plus
commode d'attribuer les TMS
des femmes à des facteurs
personnels plutôt qu'à des
facteurs professionnels.
Conclusion
Lorsqu'on examine les travaux
scientifiques portant sur les
TMS, on comprend mieux
pourquoi les autorités ont tardé
à reconnaître les problèmes de
santé des travailleuses et à les
indemniser. Bien entendu, il
n'est pas particulièrement facile
pour les hommes d'être
indemnisés pour des TMS et,
dans les causes
d'indemnisation, les témoins
interprètent souvent les
données scientifiques à leur
avantage. Les femmes sont
cependant désavantagées par
la recherche et le système
juridique. Cette situation est en
partie attribuable à des
attitudes sexistes (telles celles
qui se révèlent dans les études
impliquant la ménopause).
Mais elle s'explique surtout par
la nature des emplois
traditionnellement féminins, où
les dangers spectaculaires et
facilement identifiables sont
rares. Dans un contexte qui
oppose employeur et employé,
où chacun profite de la
moindre faiblesse dans
l'argumentation de l'autre, les
Page 13
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
femmes et les emplois féminins
Page 14
sont des cibles plus faciles.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Alberta Government
Contradicted by New Work
Absence Statistics.
(Absences Due to Illness and
Disability Highest in 10 Years.)
New figures acquired by the Alberta
Federation of Labour (AFL) show that in
1998, work absence due to illness, injury and
disability was at its highest level in a decade.
This contradicts the Alberta government and
WCB claim that Alberta workplaces are safer
than ever. The statistics released by the AFL
suggest that many Alberta workers are
getting injured at work but not receiving the
WCB benefits they deserve.
"Workers are getting hurt more now than at
any time during the past ten years. More
workers are getting hurt and they are missing
more days," says AFL President Audrey
Cormack.
"What this tells us is that WCB’s boast about
record low time-loss claims needs to be
viewed with suspicion," adds Cormack.
"They have a credibility gap."
The real reason for the discrepancy, suggests
Cormack, is that government and WCB policy
hasn’t improved safety in workplaces, but has
instead discouraged the reporting of
accidents to the WCB. "Employers now have
a built in motivation to hide WCB claims. And
with self-regulation, there is no one in the
field making sure employers obey the law,"
notes Cormack.
Le gouvernement de l’Alberta
est contredit par les récentes
statistiques sur l’absentéisme au
travail.
Les absences attribuables aux
maladies et incapacités sont les plus
élevées en dix ans.
De nouvelles données acquises par l’Alberta
Federation of Labour (AFL) (fédération du travail
de l’Alberta) indiquent qu’en 1998, l’absentéisme
au travail attribuable aux maladies, accidents et
incapacités était à son niveau le plus élevé depuis
une décennie. Ceci vient en contradiction des
dires du gouvernement albertain et de la WCB à
l’effet que les lieux de travail de l’Alberta sont
plus sûrs que jamais. Les statistiques émises
laissent entendre que plusieurs travailleuses et
travailleurs albertains sont accidentés au travail
mais ne touchent pas les prestations
d’indemnisation auxquelles ces personnes ont
droit.
« Plus de travailleuses et de travailleurs se
blessent maintenant qu’auparavant depuis les dix
dernières années. Plus de travailleuses et de
travailleurs se blessent et sont absents plus
souvent », dit Audrey Cormack, présidente de
l’AFL.
« Ce que ceci nous indique, c’est que les
déclarations de la WCB au sujet de faibles
réclamations record pour perte de temps doivent
être évaluées avec suspicion, » d’ajouter
Cormack. Ces gens manquent de crédibilité.
La vraie raison de cet écart, a dit Cormack, c’est
que la politique du gouvernement et de la WCB
n’a pas amélioré la sécurité au travail, mais a
plutôt découragé le signalement des accidents à
la WCB. « Les employeurs sont maintenant
motivés à dissimuler les réclamations auprès de
la WCB. Grâce à l’autoréglementation, il n’y a
personne sur le terrain pour veiller à ce que les
employeurs obéissent à la loi, » déclare Cormack.
Editor’s note: Good show to Audrey Cormack and the
AFL!! We need to expose the media spin that the
governments and WCB's are putting on accident stats these
days.
Note du rédacteur : Bravo à Audrey Cormack et à l’AFL!!
Nous devons exposer aux médias les manèges auxquels se
livrent de nos jours les gouvernements et les organismes
d’indemnisation au sujet des statistiques sur les accidents.
Page 15
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
WORKING WOMEN FACE UNIQUE ON-THE-JOB STRESS
Women now make up almost half of America's
work force, and like men, they often suffer from
job-related stress. But some of the sources of a
woman's stress are unique to their gender, as are
some of the work-related health hazards,
according to a report in the Journal of the
American Medical Women's Association.
"With women constituting nearly half (46%) of
today's work force, researchers are starting to
identify occupational stress and health risks that
are unique to women," according to Dr. Wendy
Chavkin, editor-in-chief of the journal. "Many
female-dominated occupations, such as
healthcare, cleaning and teaching, are fraught with
hazards that are often overlooked," she said in a
statement issued by the journal.
Occupation stress can come from working
conditions themselves, such as overload, poor
interpersonal relations and physical working
conditions, as well as from job-related factors like
discrimination, lack of opportunity for
advancement, and boredom, Swanson stated. Both
men and women face many of these stressors, but
working women also face unique difficulties that
can cause additional stress.
Women can also face unique physical stressors at
work. For example, Dr. Jeanne Mager Stellman of
Columbia University in New York reports that
"many women experience repetitive strain
injuries, such as carpal tunnel syndrome, at a rate
that far exceeds that of men." She notes that this is
often due to operating assembly-line machinery,
and that women in industrial jobs may face
physical injury because they work with machinery
or tools designed for men, who are larger.
"The most effective way of reducing occupational
stress is to eliminate the stressors through
organizational and job redesign interventions,"
writes Swanson. These can include allowing
workers to participate more in decision making,
clarifying job responsibilities, expanding
opportunities for promotion, and providing more
family support programs that help both men and
women cope with work-life issues, such as child
care.
Editor’s note: This is an except from an article that
appeared Friday, May 12, 2000 on the web site of:
http://dailynews.yahoo.com
BOSSES TO FACE THE LAW OVER KILLER ACCIDENTS IN BRITAIN
By Andrea Babbington - May 23, 2000
Bosses of businesses responsible for fatal
accidents will be made easier to prosecute under
new plans to be unveiled today. Home Secretary
Jack Straw is to announce to the House of
Commons new laws aimed at bringing more
killers to account.
The proposals come amid growing unease about
executives from large corporations escaping
charges over major accidents. Victims and
relatives of those killed in the Paddington rail
Page 16
crash were furious when it was revealed earlier
this month that no charges would be brought.
Thirty one people died when two trains collided
outside the London station last October. But the
Crown Prosecution Service concluded there was
insufficient evidence to bring cases to court.
Under present law, prosecutions for corporate
manslaughter are very unlikely to succeed unless
made against one man or very small companies.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
This is because the law requires proof that a
director or other executive had "controlling"
responsibility and was grossly negligent. But
changes making them individually responsible for
public safety and liable to prosecution if their
conduct fell below what could be reasonably
expected may be included in the package of
measures being unveiled by Mr. Straw.
Union leaders yesterday called for the introduction
of a law of corporate killing to crack down on
"callous or ignorant" employers in charge of
dangerous workplaces. Although deaths at work
have plunged by 90 per cent since 1974, an
average of five people are killed every week at
work, the TUC reported.
Editor’s note: It’s good to see that the British Labour
Party is moving to hold employers more accountable.
CRIMINAL LIABILITY FOR
EMPLOYERS
RESPONSABILITÉ CRIMINELLE
Alexa McDonough has introduced a private
member's bill, Bill C-259, to amend the
criminal code to provide for criminal liability
of corporations, directors and officers where
the corporation "permits or fails to take all
reasonable steps to provide safe working
conditions for its employees".
Alexa McDonough a présenté un projet de loi
d’initiative parlementaire, le projet de loi C259, afin d’amender le code criminel et de
prévoir la responsabilité criminelle pour les
entreprises, les dirigeants et les cadres qui
« négligent de prendre toutes les dispositions
raisonnables pour assurer des conditions de
travail sécuritaires à leurs employés ».
This private member's bill is in line with the
recommendations of the Inquiry into the
Westray Disaster.
This is an important
initiative. Every one is encouraged to contact
their elected government official and express
their views.
POUR LES EMPLOYEURS
Ce projet de loi d’initiative parlementaire
concorde avec les recommandations de
l'enquête sur la tragédie de la mine Westray.
Il s'agit d'une initiative importante. Chacun
est encouragé à communiquer avec son
député pour exprimer son point de vue.
Injuries Australia
We have been in touch recently with Bill Weston,
President of Injuries Australia, a national
organization in Australia. They were formed when
three organizations representing injured workers,
people injured in auto accidents and survivors,
came together. It was begun two years ago with
the help of the Australian Plaintiffs Assoc.
on the edge. There are many people suffering
from poor treatment by the system in Australia and
too many are committing suicide.
Injuries Australia are interested in connecting with
other groups. You can get in touch by sending an
e-mail to Bill at mail@injuriesaustralia.com.au
Among other things, they operate an injuries help
line and have done a lot of counseling with people
Page 17
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Our Goals
CIWA/ACVAMT
Is about
To work towards a just
SUPPORT
We are a national network of
injured worker's groups (IWG's)
and we exist to strengthen and
support the work of local and
provincial IWG's across Canada.
INDEPENDENCE
We believe that injured workers
should be in control of their own
destinies & Injured Workers
Groups must be democratically
controlled by injured workers.
PARTNERSHIPS
We believe that we can best
assist these objectives by
providing training and
educational resources in
partnership with provincial or
territorial organizations of injured
workers and the trade union
movement at all levels.
INFORMATION SHARING
We believe that by sharing our
stories and our experience we
can learn from each other and
become better educated and
exert more control over our lives.
system of compensation,
rehabilitation and reemployment in all of
Canada.
To provide a national forum
for debating issues
concerning injured workers
at national conferences and
board workshops.
To gather and share
information with groups
across Canada.
To improve the
Occupational Health &
Safety of workers across
Canada.
To identify and make
available, educational and
training resources produced
by the union movement
and other agencies, that
focus on organizing and
maintaining effective
injured worker groups.
To enhance the local base
of the injured workers
movement through all our
activities.
To form partnerships that
will achieve common goals.
Publications
Available
The VOICE OF INJURED WORKER
PLAIN TALK
HOW TO IMPROVE RELATIONS
BETWEEN INJURED WORKERS &
ORGANIZED LABOUR
REPORT ON RELATIONS WITH
LABOUR SESSION AT CIWA
NATIONAL CONFERENCE, REGINA
1992
RETURNING TO WORK
VOC REHAB & RE-EMPLOYMENT
FROM THE INJURED WORKER'S
PERSPECTIVE
INJURED WORKERS … ON THE
MOVE
VIDEOS & WORKBOOKS
SURVIVORS, 1997
TOGETHER WE CAN WIN, 1997
PEER HELPER TRAINING MANUAL,
2000 - "PEOPLE HELPING PEOPLE"
LE COMBAT QUOTIDIEN DES
VICTIMES DU TRAVAIL, 1999
To find out more, please contact us at:
CIWA/ACVAMT
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, ON P7B 6E3
Ph: 807-345-3429
Fx: 807-344-8683
Toll Free: 1-877-787-7010
Connect with an injured workers group near you.
Check out our web site at: www.ciwa.ca
and click on "Who to Contact"
OR
Call our office at (807) 345-3429 or Toll Free at 1-877-787-7010
This Newsletter is intended to share information of interest to injured workers, union activists and their supporters.
It provides a forum for sharing our experiences - so we can learn from each other - in order to improve the lives of
injured and disabled workers and the system that is there to assist them.
Please help - by sharing your story with us.
Printed by CUPE 87 / Imprimé par le SCFP 87
Page 18
�
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Canadian Injured Workers Alliance
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CIWA Highlights Newsletter Summer 2000
Description
An account of the resource
Articles about Repetitive Strain Injury (RSI);
"When the Female Worker Becomes a Machine..."; "Women, RSI and Compensation"; "Working Women Face Unique On-the-Job Stress"; work absence report in Alberta; "Criminal Liability for Employers". Updates for Peer Support Pilot Project "People Helping People"; Youth Project.
Creator
An entity primarily responsible for making the resource
CIWA
Date
A point or period of time associated with an event in the lifecycle of the resource
2000
Format
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PDF
Language
A language of the resource
English, French
Type
The nature or genre of the resource
Text
Subject
The topic of the resource
Labour and Labour Unions
-
https://digitalcollections.lakeheadu.ca/files/original/54c620627de9fb5ee6d66e7f88a9b06f.pdf
9cde571219372c6ad00c7aff1b137b7a
PDF Text
Text
CANADIAN PUBLICATION MAIL SALES AGREEMENT #1685422
Focus on Experience Rating
As you probably know, we have adopted the practice of focusing each
issue of this newsletter, "Highlights", on one specific issue or area of the
Workers' Compensation System in Canada. This allows us to explore one
area in more depth and analysis as well comparing provincial similarities
and differences. This issue focuses on Experience Rating.
We are seeing most provinces expanding their Experience Rating
Programs in the name of incentives for Health & Safety. Does Experience
Rating actually promote Health & Safety? There is no conclusive proof that
it does. But there is proof that some employers are receiving multi-million
dollar rebates through these programs. Could that be the real reason these
programs are expanding? You be the judge.
Check out what people from across the country have to say in our
Provincial Comparisons. Don't miss the news and happenings sections and
updates on our projects and activities. And most important, share your
experiences with us.
Our next issue of Highlights will focus on the Openness or secrets of the
Workers' Compensation System.
We would love to hear from you. Please send us your thoughts & experiences for
the next newsletter.
Visit our Web-site at http://www.ciwa.ca
Table of Contents
CIWA/ACVAMT contacts ...................... 2
News & Happenings ............................ 3
Projects ............................................... 3
Interesting Articles ................................ 4
Do We Care? (Fr/Eng) ...................... 5 - 8
Provincial Comparison Charts (Fr/Eng)9 - 15
CIWA/ACVAMT Info ............................ 16
Page 1
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PLEASE HELP ………… S U B S C R I B E !
Name:
________________________________
Organization: ________________________________
Date: ________________________________
Newsletter Subscription:
________________________________
Highlights is published 4 times per year
________________________________
Injured Worker/Unemployed
$ 5.00 __________
Postal Code
________________________________
Individuals
$ 10.00 __________
Phone
________________________________
Organizations
$ 15.00 __________
Fax
________________________________
Donations
$
__________
E-Mail
________________________________
Total
$
__________
Web Site
________________________________
THANKS for Your SUPPORT!
Address:
Editor’s Note
This newsletter is for sharing and exchanging information. The views and opinions expressed here are those of the
individuals or groups making submissions. We take no responsibility for their accuracy or opinions.
PROVINCIAL REPS TO THE STEERING COMMITTEE
BC … Craig McLachlan, North Vancouver
COMPONET
SK ... Robert Lindsay, Regina
Western Injured Workers Society.
MB… Vincent Boyce, Winnipeg
Injured Workers Association of Manitoba
ON... Joan Crevar, Hamilton
Ontario Network of Injured Workers Groups
QC... Liane Flibotte, Montreal
l’ATTAQ
NF... Patricia Dodd, Mount Pearl
NLIWA
Phil Brake, Labrador City
USWA
NB... Wendy McGee, Saint John
St. John Labour Community Services Inc.
NS... Dave MacKenzie, Pictou County
Pictou County Injured Workers Association
YT… Robert A. King, Whitehorse
Yukon Injured Workers Alliance
ADVISORS…
Andy King, Occupational Health Clinic for
Ontario Workers
Orlando Buonastella &
Marion Endicott, Injured Workers Consultants
NATIONAL COORDINATOR …
Steve Mantis, Canadian Injured Workers Alliance
L’ALLIANCE CANADIENNE DES VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL
MAILING ADDRESS:
CANADIAN INJURED WORKERS ALLIANCE
STREET ADDRESS
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, Ontario. P7B 6E3
Thunder Bay, Ontario. P7B 6R2
Phone: 807-345-3429
email: ciwa@norlink.net
Fax: 807-344-8683
Web-site: www.ciwa.ca
Page 2
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Toll Free 1-877-787-7010
News & Happenings
Thanks to the Social Development Partnership
Program of HRDC for the funding necessary
to produce this newsletter.
STAFF CHANGES
We sure appreciate your help !!!
We have had a change of staff over the summer.
Corinne Yantha, the Executive Assistant, has moved
to Timmins, Ontario and is now teaching secondary
school there.
Upcoming Events
We want to thank Corinne for her hard work and
dedication to justice for injured workers. We wish her
the best in Timmins. We will miss her.
November 17 - 20, 2000.
"Unions Mobilizing for Disability Rights"
hosted by the CLC
The Queen Elizabeth Hotel
Montreal, Quebec
We also want to welcome Melanie MacEachern as our
newest staff member. Melanie started work with us
on Labour Day and will be assuming many of
Corinne's previous responsibilities including
maintaining our web site. So the cheerful voice you
may hear when calling our office belongs to Melanie.
CIWA/ACVAMT Projects
Youth Project Report
UPDATE:
The Youth Project is coming together very well. Following is a
summary of what has been happening at the various test sites.
Background
Our Youth Project aims to educate young people on workplace
accident prevention and post-accident issues. Throughout the
project, we will develop a model workshop, resource package
and peer support model to reach out to young workers.
Thunder Bay
Has it's first four presentation test dates set for October and
November, 2000.
Cornwall
In Cornwall, Ms. Beate Wildraut is presently recruiting more
youth to present. She has contacted the high schools in her
area for possible presentation sites.
OSHAWA
In Oshawa, Mr. Rick Williams has test sites lined up and will be
booking the sites in the near future.
Ontario is very excited about this project and believes that we
will be able to reach many more young people than do the
existing programs.
NEWSFLASH:
Mr. Don Hall from the Ministry of Labour who has responsibility
for the Young Workers Health and Safety Advisory Council in
Note that Ross Singleton is the ONIWG representative on that
council.
We need you!
For the second phase of this project, we are planning on
training 42 members from injured workers groups across
Ontario . The training will occur in the winter of 2001. In the
third phase, we plan to take the training across the country in
the spring of 2001.
These members will be trained:
i)
to recruit young people as volunteers
ii)
to arrange presentations in schools
iii)
to deliver the presentations
Page 3
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
For more information or to sign up for the training sessions, phone Melanie
at the CIWA/ACVAMT office at 1-877-787-7010.
Page 4
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
W.C.B. STILL ROLLING IN DOUGH!
Read all about it! Ontario WCB 1999 Annual Report now out!
http://www.wsib.on.ca/wsib/wsibsite.nsf/Public/AnnualReports
In spite of reducing employers' premiums by 6.6%
(p.14) to an average rate lower than it has been since
1985, our corporate workers' compensation board
(the Ontario WSIB) collected a 4.4% increase in total
premiums and a 6.8% increase in investment income
(p.17). Even after generous increases in the salaries
of its executives (e.g. salaries of Chair /
Pres.>$1,000,000 per year), and an unfortunate 3.6%
increase in the number of allowed lost time injury
claims (p.23), the Board still had an excess of revenue
over expenses in the amount of $904 Million (p.26).
In a private insurance system, that would be profit,
which explains the interest in privatization from some
quarters.
Compared to inflation, as measured by a 2.4%
increase in the Consumer Price Index, that's still a
healthy increase. Unfortunately, that was due in part
to the losses suffered by most permanently disabled
injured workers who only received a 0.2% increase in
their compensation this year, much less than the
increase in their cost of living. It seems about time to
give some consideration to the financial well being of
injured workers, the people this is all about.
This is just a brief review - take a look for yourself. A
lot of information is available online. It will be
interesting to see other people's analysis.
Injured Workers' Consultants/John McKinnon
U.S. WORKERS LACK BASIC FREEDOM OF ASSOCIATION
RIGHTS
In a report released today, Human Rights Watch (HRW)
finds that U.S. workers lack the basic rights to organize,
bargain and strike required by universal human rights
norms. The result of a yearlong study, the report concludes
that U.S. labor laws allow employers to fire, harass, and
intimidate with impunity, workers trying to form unions; to
refuse to bargain with them seriously when they do form
unions; and to nullify their right to strike by permanently
replacing them. What is more, tens of millions of workers
lack even the inadequate coverage U.S. labor laws provide,
including most farm workers, various types of contingent
workers, and public workers in many states.
You can get a copy of the HRW report on the web. Just go
to www.hrw.org and click on "'Deck is Stacked' Against
U.S. Workers," one of the lead items under "Breaking
News."
LETTER TO THE EDITOR
"Lost at Sea"
I am writing to let you know about a memorial project
for a little known occupational tragedy that occurred
off Lockeport, Nova Scotia in March, 1961.
Seventeen fishermen, in three boats, were lost in a
late winter storm, leaving 65 children fatherless in a
town of 1,000. I have a special link to this tragedy
because our family lived in Lockeport in the early
1950's, when my father was the United Church
minister there. He and my mother knew the
fishermen and their families well. Laurie Swim, a
prominent Canadian quilter and fabric artist who grew
up in Lockeport, has sparked the memorial project.
She is working with community members there, on a
quilt which will contain images of fishing and of the
lost fishermen. Some of the fishermen's survivors are
involved. Many of you may know of Laure's recent,
very moving, fabric mural commemorating the deaths
of five Italian-Canadian workers in the 1960 Hogg's
Hollow disaster in Toronto. This mural was unveiled
at Toronto city Hall on the Worker's Day of Mourning,
April 28, 2000 and has been on display recently in the
lobby at the Workplace Safety and Insurance Board
(formerly WCB).
So many of us, even activists in health and safety,
probably go to the market to buy fish without thinking
Page 5
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
about the incredible dangers and suffering that have
marked that industry though the years.
Alec Farquhar, Director, Ontario O.W.A.
DO WE CARE HOW COMPENSATION BOARDS ARE
FUNDED?
YES WE DO !
All across the country, provincial Worker
Compensation Boards are quietly transforming
the financing of their system from one based on
collective employer liability to one based on
individual employer liability.
The implications, for those who rely on
the WCB for benefits and services after a
workplace injury or illness, are profound. The
effect of this transformation is nothing short of
financial and emotional disaster for many, many
injured workers.
The transformation is occurring primarily
under the guise of what is generally known as
experience rating. In the mid-80's and through
the 90's this system was introduced and
expanded for the stated purpose of improving
workplace health and safety. Simply put, the
idea is that where an individual company has
fewer and less serious injuries, than expected
for that kind of industry, it will receive a rebate.
Where the record shows a poorer than expected
health and safety record, the company will pay a
surcharge. The measure for the rebate or
surcharge is the number of accidents reported to
the WCB and the duration of the injured workers
time on benefits.
While this method of measuring may
promote improved working conditions, there is
no clear evidence that it does so. What workers
know is that it certainly promotes employer
claims management behaviour.
Claims management includes the following negative elements:
Employer failure to report accidents.
Pressure on workers not to report accidents (often with an offer to maintain the worker on
regular wages).
Creation of worker peer pressure not to report accidents (through rewards to accident-free units
of workers).
Conversion of lost-time claims to non-lost-time (or shortened lost-time) through:
direct salary payment;
offers of inappropriate suitable or modified work;
direct contact with the injured workers treating doctor to influence quick return
to work; and
regular challenges to injured workers entitlements regardless of the merit of the
claim.
Readers across the country will have
stories of what has happened to them and to
others under claims management practices.
Through experience rating, the system
is shifting, away from administrating a legislated
right of injured workers, to an adversarial
battleground where well-resourced companies
engage private investigators, video cameras,
lawyers, medical clinics and more, to fight the
unlucky soul who was injured at work. Aided by
Page 6
the dominance of corporate thinking (the current
neo-liberal ideology), the aggressive activity of
employers and their high powered consultants is
increasingly pushing Compensation Boards to
see employers as their clients. The Boards
increasingly see themselves as administering an
employer based insurance plan and they are
adopting the practices of private insurance.
Forgotten is the injured worker--except
as an undesired expenditure. Forgotten is the
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
bargain that was struck in 1915. In 1915
injured workers gave up their Right to Sue in
exchange for the Right to No-fault
Compensation which was to be paid quickly, by
an independent Board, for as long as the
disability lasted.
Page 7
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
LE FINANCEMENT DES ORGANISMES
D’INDEMNISATION NOUS PRÉOCCUPE-IL? OUI!
Partout au pays, les organismes provinciaux
d’indemnisation des travailleuses et travailleurs
accidentés sont en train de transformer en douce le
financement de leur système basé sur la
responsabilité collective des employeurs en un
mécanisme basé sur la responsabilité individuelle des
employeurs.
Les implications pour les personnes qui
dépendent de la CSST (ou de la CAT, de la CSAT, de
la WCB, selon la province) pour des prestations et
services à la suite d’un accident ou d’une maladie du
travail sont d’une grande portée. L’effet de cette
transformation n’est rien de moins qu’un désastre
financier et émotionnel pour plusieurs victimes du
travail.
Cette transformation s’opère principalement
sous le couvert de ce qui s’appelle couramment la
« fixation de taux particuliers ». Au milieu des années
80 et à travers les années 90, on a introduit et étendu
ce système dans le but avoué d’améliorer la santé et
la sécurité au travail. En termes simples, quand une
entreprise connaît moins d’accidents, ainsi que des
accidents moins graves, que prévu pour cette
catégorie d’industrie, elle reçoit un rabais. Quand les
dossiers indiquent une fiche de santé-sécurité moins
bonne que prévu, l’entreprise paie alors une
surcharge. La mesure pour le rabais ou la surcharge
est le nombre d’accidents signalés à la CSST (ou CAT,
CSAT, WCB, selon la province) et la durée des
prestations pour la victime du travail.
Même si cette méthode de mesurer peut
favoriser de meilleures conditions de travail, il n’y a
pas de preuve claire que c’est en effet le cas. Ce que
les travailleurs et travailleuses savent, c’est que ce
système favorise sûrement un comportement de
traitement des réclamations chez les employeurs.
Le traitement des réclamations comprend les éléments négatifs suivants :
Le défaut de l’employeur de signaler les accidents.
Des pressions sur les travailleurs et travailleuses pour qu’ils et elles ne signalent pas les accidents (souvent
avec l’offre de maintenir le salaire régulier de cette personne).
La création de pressions par les collègues pour ne pas signaler les accidents (au moyen de primes pour les
unités de travail sans accident).
La conversion des réclamations pour temps perdu en temps non perdu (ou en moins de temps perdu) au
moyen de :
versements directs du salaire;
offres inopportunes de « travail convenable ou modifié »;
contacts directs avec le médecin traitant de la victime du travail pour favoriser un retour
rapide au travail; et
atteintes constantes aux droits de la victime d’un accident ou d’une maladie du travail sans
égard au mérite de la réclamation.
Les lecteurs et lectrices d’un bout à l’autre du
pays peuvent raconter ce qui leur est arrivé ainsi qu’à
d’autres personnes dans le cadre des pratiques de
traitement des réclamations.
Grâce à la fixation de taux particuliers, le
système est en voie de se transformer
d’administration d’un droit prévu par la loi en faveur
des victimes du travail en un champ de bataille, où
des entreprises bien nanties ont recours à des
enquêteurs privés, des caméras vidéo, des avocats,
des cliniques médicales et plus pour combattre la
pauvre victime qui a subi une lésion au travail.
Soutenue par la domination de la mentalité
d’entreprise (l’actuelle idéologie néo-libérale), l’activité
agressive des employeurs et de leurs puissants
Page 8
consultants force de plus en plus les organismes
d’indemnisation à percevoir les employeurs comme
leurs « clients ». Ces organismes se voient de plus en
plus comme des administrateurs d’un régime
d’assurance établi par les employeurs et adoptent les
pratiques de l’assurance privée.
La victime du travail est oubliée sauf
comme dépense indésirable. Le marché conclu en
1915 est relégué aux oubliettes. En 1915, les victimes
d’accidents et de maladies du travail ont cédé leur
droit de poursuivre en justice pour le droit à
l’indemnisation sans égard à la responsabilité, laquelle
indemnité devait être versée rapidement par un
organisme indépendant aussi longtemps que durerait
l’invalidité.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Today, employers are paying lower and lower rates and are receiving rebates and they continue
to be protected from being sued. Employers are enjoying excellent financial protection from the costs of
injury to their employees. Injured workers, on the other hand, are increasingly confronted with an
unhelpful Board and with financial distress, but still have no right to sue their employer.
In the meantime improved Health and Safety at the workplace is all but forgotten.
It is clear that as the system shifts increasingly to individual employer liability, workers can expect
decreasing assistance from their WCB's. Under these circumstances the terrible fact is that increasing
numbers of injured workers will chose themselves not to put in claims. Injured workers will unwittingly
take part in the destruction of the compensation system. How can we stop this shift of the Workers
Compensation System to an Employer Insurance System?
CIWA is interested in hearing your views and stories about the effects of Experience Rating about
the shift to individual employer liability. We are interested in hearing what is happening in the Provinces
and Territories to eliminate experience rating and/or to prevent its negative impacts. A recent submission
to the Ontario WCB on the matter made a few points which may be of interest :
1.
Any rebates must be used for Health and
Safety initiatives.
2.
No rebate to the company unless workers
can confidentially verify claims statistics
used to determine the rebate.
3.
All workers and injured workers associated
with a particular company to be informed
of a rebate to the company and be able to
appeal it.
4.
WCB monitor return-to-work situations to
ensure genuine assistance and long-term
security for injured workers.
5.
Do not mix incentives for Health and
Safety and Return-to-Work.
6.
Provide subsidies, not incentives, to
employers for Health and Safety
Improvements and Return-to-Work
workplace modifications.
7.
Limited employer rights of appeal. (Since
experience rating/individual liability
promotes antagonism to a workers claim,
employers must be limited to appealing
accident recognition and some return-towork issues and even in these cases, the
Board must ensure that there are merits to
the appeal rather than simple cost-driven
behaviour.)
8.
There must be extensive public hearings
on the use and expansion of experience
rating. The expansion of experience rating
system represents a shift away from one of
the fundamental principles of the system:
collective liability. The collective liability
system protects employers (especially
smaller employers) from unplanned costs
and protects workers from adversarial
involvement of their employer. The shift
should not occur without public scrutiny
and submissions.
Whatever proposals labour and injured
worker groups may have, it seems that the starting
point should be to make it very clear to
Compensation Boards that we do have an interest
in this topic, a keen interest. Whether it is public
hearings, paper consultations, focus groups or
application to specific situations, injured workers
and labour want to participate in any and all
discussions about experience rating and funding of
our compensation systems.
Page 9
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Aujourd’hui, les employeurs paient des primes de plus en plus basses tout en recevant des rabais; ils
continuent d’être protégés contre les poursuites. Les employeurs jouissent d’une excellente protection financière
contre les coûts des lésions subies par leurs employés. D’autre part, les victimes du travail affrontent de plus en plus
un organisme d’indemnisation peu obligeant ainsi que des difficultés financières toujours sans le droit de
poursuivre l’employeur en justice.
Entre-temps, la santé et la sécurité améliorées au travail sont presque oubliées.
Il est évident qu’à mesure que le système évolue de plus en plus vers la responsabilité individuelle des
employeurs, les travailleurs et travailleuses peuvent s’attendre de recevoir une aide décroissante de la CSST (ou de la
CAT, de la CSAT, de la WCB, selon la province). En pareilles circonstances, le fait atroce est que de plus en plus de
victimes du travail décideront elles-mêmes de ne pas faire de réclamation. Les victimes du travail participeront
involontairement à la destruction du système d’indemnisation. Comment pouvons-nous arrêter cette transformation
du système d’indemnisation des travailleurs et travailleuses en un système d’assurance par l’employeur?
L’ACVAMT aimerait connaître votre opinion et vos anecdotes au sujet des effets des taux particuliers et du
changement en faveur de la responsabilité individuelle des employeurs. Nous désirons savoir ce qui se fait dans les
provinces et territoires pour éliminer les taux particuliers et/ou pour prévenir ses effets négatifs. Une proposition faite
récemment à la CSAT d’Ontario sur cette question a soulevé certains points qui pourraient vous intéresser :
1.
Tous rabais doivent servir aux initiatives de
santé et sécurité.
2.
Aucun rabais pour l’entreprise à moins que les
travailleurs et travailleuses puissent vérifier
confidentiellement les statistiques de
réclamations utilisées pour déterminer ces
rabais.
3.
Tous les employés et victimes d’accidents et
de maladies du travail associés à une
entreprise particulière doivent être informés
d’un rabais consenti à l’entreprise et doivent
pouvoir en appeler.
4.
Que la CSAT suive les cas de retour au travail
pour assurer une aide authentique et la
sécurité à long terme pour les victimes
d’accidents et de maladies du travail.
5.
Ne pas confondre les récompenses pour la
santé-sécurité avec le retour au travail.
6.
Fournir des subventions, et non des
récompenses, aux employeurs pour améliorer
la santé et la sécurité ainsi que pour modifier
le lieu du travail lors d’un retour au travail.
7.
Limiter le droit d’appel des employeurs. (Vu
que la fixation de taux particuliers et la
responsabilité individuelle favorisent
l’opposition à la réclamation d’un employé ou
d’une employée, les employeurs doivent être
limités dans leur appel de la reconnaissance
d’un accident et de certains cas de retour au
travail; même dans ces cas, la CSAT doit
Page 10
s’assurer que l’appel est justifié plutôt que
d’être motivée simplement par les coûts.)
8.
Il doit y avoir des audiences publiques
poussées sur l’utilisation et l’expansion de la
fixation de taux particuliers. L’expansion du
système de taux particuliers représente un
écartement d’un des principes fondamentaux
du système : la responsabilité collective. Le
système de responsabilité collective protège
les employeurs (surtout les plus petits) contre
les coûts imprévus, et protège les travailleurs
et travailleuses contre l’implication
contradictoire de leur employeur. Le
changement ne doit pas se produire sans
examen public ni propositions
Qu’importent les propositions que puissent
faire le monde ouvrier et les groupes de victimes
d’accidents et de maladies du travail, il nous paraît que
le point de départ devrait être de faire savoir très
clairement aux organismes d’indemnisation des
travailleurs et travailleuses que nous avons un intérêt
dans cette question voire un vif intérêt. Qu’il
s’agisse d’enquêtes publiques, de consultations sur
papier, de groupes de discussion ou d’applications à
des situations spécifiques, les victimes du travail et le
monde ouvrier veulent prendre part à toute discussion
touchant la fixation de taux particuliers et le
financement de nos systèmes d’indemnisation.
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
PROVINCIAL COMPARISONS ON "EXPERIENCE RATING" NF
NS
PEI
NB
QC
ON
MB
SK
AB
YT
BC
1.
IS THERE A SYSTEM OF REBATES; LOWERED RATES TO INDIVIDUAL OR EMPLOYERS; OR ANY OTHER DIRECT FINANCIAL INCENTIVE TO EMPLOYERS
TO REDUCE THE NUMBER AND COST OF WORKPLACE ACCIDENTS?
YES
YES
YES
YES
YES - to be in
YES
YES
NO
YES
effect 2001
2. IF SO, WHAT IS THE SYSTEM CALLED? (E.G. IN ONTARIO IT IS CALLED "EXPERIENCE RATING")
"1999 Experience
Experience Rating
Experience
Premium reduction & PIR - "Partners in
Rating."
Rating
rebates.
Injury Reduction"
QC - A mix of class based and personalized rating - most frequent retrospective rating for big industries.
NF - As well "Worksafe Plan" - separate from Experience Rating.
BC - Premium Modification System (PRM) & ER2000
3.
HOW DOES THIS SYSTEM WORK?
Based on
Based on no lost
claims costs.
time accidents.
NF - The concept is "reward & penalize" employers. It is compulsory to the firms who qualify; to qualify WHSCC uses a process based on history of the firm,
i.e. claims cost, assessment premiums & payroll. Differences also exist in how cost allocations & debt recovery are included in rate calculations; also,
variations in administrative costs can be a factor in assessment rate differences.
AB - Employers who have put a priority on reducing injuries and managing claims receive higher rebates to reflect their contribution.
YT - Attempts have been made, but so far, both employers' and employees' groups have managed to prevent implementation.
BC - Calculating on employers claims cost performance relative to its rate group.
A) IS IT BASED ON ACTUAL COSTS OF CLAIMS COMPARED TO PREMIUMS PAID?
YES
NO
YES
NO
MB - It is based on a combination of direct claim cost & pooled system costs.
B) ARE COSTS PRORATED OVER 3 YEARS? OR OTHER # OF YEARS?
YES
YES.
NO
YES
YES - 5 years
YES
Not sure.
YES
Not sure.
Don't know
YES
YES 3
years
NF - It is prorated over three years, for example 2000 rates were set based on 1996,97,98, and 1999 is considered a lag year, so when setting 2001 rates it will
be 1997,98,99 and 2000 will be the lag year. So yearly the rates can change lower or higher etc.
YES
C) IS THE ACCIDENT FREQUENCY CONSIDERED IN THE PROGRAM?
NO
NO
NF - Employer would consider reflection in rates & surcharges.
NO
D) IS A HEALTH AND SAFETY AUDIT PART OF THE PROGRAM?
No sure.
NO
Not sure.
NF - NF has approx. 5000 employers - this would be an administrative nightmare.
YES
Not sure.
YES
NO
Not sure.
YES
NO
E) CAN EMPLOYERS BOTH RECEIVE REBATES AND BE CHARGED EXTRA THROUGH THE PROGRAM?
Page
11
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NF
NS
PEI
NB
QC
ON
MB
SK
AB
YT
BC
NO - Not both in
YES
NO
Not sure.
YES
NO
YES
same year.
NF - Employers wouldn't get rebates & penalties in the same year. It would be one or the other, it can change yearly with new history.
Types of claims excluded from the rating are: industrial disease, third party, denied claims, overpayments and interest paid in delays in receiving payments.
Also excluded are administrative costs, OH&S costs, known future liabilities and estimated liabilities.
BC - Employers can earn up to a 50% discount off of their base premium rate or a 100% surcharge.
YES
4.
YES
5.
YES
6.
NO
7.
F) ARE INJURED WORKERS PRESSURED TO RETURN TO WORK TOO SOON? DETAILS?
YES
YES
YES
YES
YES
YES
YES
MB - Possibly. The rating system does not include those claims that are under two weeks. Therefore it would go without saying that an employer would try to get workers back to
work as quickly as possible.
ON - I.W. is deemed uncooperative if not accept placement offer from employer.
SK - Shoved into rehab real quick and back to work real quick in a program that's not monitored. Then the I.W. is laid off.
AB - Most IW's in Alberta are pressured to return to work before they are physically able.
BC - This is one of the most prominent complaints.
IS THERE A PROBLEM WITH UNDER OR NON-REPORTING OF ACCIDENTS IN YOUR PROVINCE?
YES
YES
YES
YES
YES
YES
NO
YES
DO EMPLOYERS BENEFIT IF THEY DON'T REPORT AN ACCIDENT?
NO
YES
YES
YES
YES
YES
NO
YES
IN YOUR EXPERIENCE, DOES THIS FINANCIAL INCENTIVE TO EMPLOYERS HAVE POSITIVE RESULTS FOR INJURED WORKERS?
NO
NO
NO
NO
NO
NO
??
PLEASE GIVE SOME DETAILS:
NS - Companies have I.W.'s sitting around doing nothing so they can maintain their accident free days. Westray got a safety award one month before 26 men
got killed.
MB - Review of rate setting model shows areas of exiting concern and may present future problems, once experience rating comes into effect in 2001.
ON - The frequency of injured workers unemployed is rising.
BC - The better employers put more effort into safety and rehab.
8. DOES IT HAVE NEGATIVE RESULTS FOR INJURED WORKERS?
YES
YES
YES
YES
Possible
YES
YES
9. PLEASE GIVE SOME DETAILS:
NF - A lot of pressure from the employer to an injured person to return to work earlier, resulting in pressure from the WHSCC claims management. The person
injured or killed is seen as the problem!
NS - Either starve I.W.'s out, or force them into inappropriate work.
QC - Employers will do all they can to avoid that claims be presented and will contest those that are .
ON - It encourages the hiding of claims, which we are already seeing all over the province.
SK - Serious accidents are reported as no lost time. I.W. applies for WCB but WCB denies the claim as it's not serious as there was no lost time.
AB - IW threatened & coerced into not filing claims. Some employers have denied a work related injury, resulting in denial of claim benefits for IW.
BC - It gives employers a financial reason for not reporting claims.
10. HAS THERE BEEN PUBLIC CONSULTATION OR HEARINGS ON EXPERIENCE RATING RECENTLY?
NO - Survey done
NO
NO
YES
YES
NO
Page 12
YES
YES
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
NF
NS
PEI
NB
QC
ON
MB
SK
AB
YT
BC
in 1996.
11. WHAT WAS THE RESULT?
MB - Suggestions that the new rating system will not stop claim suppression and may entice employers to pressure IW to RTW before they are ready. These
concerns are being looked at by WCB. Future studies of the system may result in WCB imposing factors into their rate assessment formula to counteract
some of these issues.
AB - PIR program has been operating since 1993. In 1998, due to policy consultations consensus on a new design was reached. Under the new model, all
employers in Alberta with a WCB account can participate in the program regardless of their company's size or industry. The previous program was geared
towards either large employers or small employers belonging to an industry or safety association.
YT - Both the stakeholders & B.O.D. directed Administration not to implement.
ON - Consultations are not completed.
BC - Initially, the Board's proposal was to eliminate ERA for all but the largest employers; but employer group responses changed its mind
12. DOES YOUR GROUP HAVE A POSITION ON EXPERIENCE RATING IN WORKERS COMPENSATION?
YES
Not a position
YES Not directly - but YES
YES
YES - We will not
but principles of
Eliminate
through the MFL.
accept Experience
analysis.
completely.
Rating.
NF - On behalf of the NLIWA, incentives should not have to be provided to employers to provide safe workplaces & practices. They should not have to be given
an incentive to become more proactive in their approach to safety & claims management. There should be more consideration of lost wages, lost families,
loss of lifestyle financial incentives for workers who live with the repercussions of being injured or become a fatality at the work site. Employers have to be
held accountable where it hurts, the bottom line, rather than whining over increases in premiums when a worker has no right to sue.
It is the employers responsibility when a workplace injury occurs & and they should have the mind set that they are accountable...totally.
Sensitivity and the human recognition has to be the goal, not making it easier on the employers...Sir William Meredith said it best; in part, "Justice: do what
is right; & Do not mix up compensation with employer concerns."
SK - If a company has good OH&S practices, they deserve a rebate. But when companies abuse the system and abuse the IW, they don't deserve any rebates.
AB - It should be abolished. It gives employers even more incentive to have workers fail to complete injury reports.
BC - Generally, the feeling among the worker community is it should be eliminated.
13. ADDITIONAL COMMENTS:
It doesn't help
injured workers.
MB - This program does not come into effect until 2001. It is in itself the economic resource to maintain the WCB system. The effectiveness of the system will
depend in part on its delivery and the amount of support services put in place to ensure that I.W.'s are the primary concern such as health and safety.
Programs require policies and staff that protect the I.W. by having the ability and will to enforce the policies. If this is not done, then companies are
protected on the backs of injured workers.
ON - Experience rating is a disincentive to re-employ I.W.'s and the bottom line is I.W. loose again.
SK - Rebates should go to the OH&S committee for job modifications. WCB brags about the amount of money they give back to employers.
AB - Interesting to note that some of the worst companies for workplace accidents are among those receiving rebates. One employers sends workers to hospital on a regular basis.
YT - We have seen how bad experience rating is in other jurisdictions and will fight it each time the administration tries to bring it forward.
Page
13
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
COMPARAISONS PROVINCIALES SUR LA FIXATION DE TAUX PARTICULIERS
TERRE-NEUVE
NOUV.-ÉCOSSE
Î.-P.É
N.-B.
QUÉBEC
ONTARIO
MANITOBA
SASKATCHEWAN
ALBERTA
TERR. DU YUKON
C.B.
1.
Y A-T-IL UN SYSTÈME DE RABAIS, DE TARIFS RÉDUITS POUR LES INDIVIDUS OU LES EMPLOYEURS, OU ENCORE UNE AUTRE FORME DE MOTIVATION
PÉCUNIAIRE DIRECTE POUR LES EMPLOYEURS EN VUE DE RÉDUIRE LE NOMBRE ET LE COÛT DES ACCIDENTS DU TRAVAIL?
OUI
OUI
OUI
OUI
OUI. Entrera en
OUI
OUI
NON
OUI
vigueur en 2001.
2. SI OUI, COMMENT S’APPELLE LE SYSTÈME?
Tarification
Tarification
Réduction de primes
particulière.
particulière.
et rabais.
AB - « Partners in Injury Reduction » (PIR) (partenaires pour la réduction des lésions).
TN - « 1999 Experience Rating » (tarifica-tion particulière de 1999). Aussi : « Worksafe Plan » (régime de travail sécuritaire), distinct de la tarification particulière.
PQ - Un mélange de tarification particulière selon des catégories; le plus souvent, tarification rétrospective pour les grosses industries.
CB - Premium Modification System (PRM) & ER2000
3.
COMMENT FONCTIONNE CE SYSTÈME?
Selon le coût
des
réclamations.
Selon les accidents
sans perte de
temps.
TN-
Le principe est de « récompenser et de pénaliser » les employeurs. Il est obligatoire pour les entreprises qui sont admissibles; pour être admissible, la WHSCC
(commission de la santé, de la sécurité et de l'indemnisation des accidents au travail) utilise une méthode basée sur l’historique de l’entreprise (coût des
réclamations, primes d’évaluation et liste de paye). Il y a des différences aussi dans la façon dont la répartition des coûts et le recouvrement des dettes sont
inclus dans les calculs de taux; de plus, les variations dans les coûts administratifs peuvent être un facteur dans les différences de taux d’évaluation.
AB - Les employeurs ayant mis l’accent sur la réduction des lésions et le traite-ment des réclama-tions reçoivent de plus gros rabais reflétant leur contribution.
TY - Des tentatives ont été faites mais jusqu’à maintenant, employeurs et employés ont réussi à empêcher l’instauration.
CB - Calculations sur les demandes de revient des employeurs relatif(ve) au prix de groupe.
OUI
OUI
OUI.
A) EST-IL BASÉ SUR LE COÛT RÉEL DES RÉCLAMATIONS COMPARATIVEMENT AUX PRIMES PAYÉES?
OUI
NON
OUI
Incertain.
MB - NON. Il est basé sur une combi-naison de coût de réclamation direct et de coûts du système mis en commun.
OUI
OUI
B) LES COÛTS SONT-ILS RÉPARTIS SUR 3 ANS? OU SELON UN AUTRE NOMBRE D’ANNÉES?
Incertain.
NON
OUI
OUI. 5 ans.
Incertain.
Ne sait pas.
OUI. 3 ans
TN - Ils sont répartis sur trois ans; par exemple, les taux de l’an 2000 ont été établis d’après 1996, 1997 et 1998, 1999 étant considéré comme une année
d’antériorité.
C) LE PROGRAMME TIENT-IL COMPTE DE LA FRÉQUENCE DES ACCIDENTS?
NON
NON
NON
OUI
TN - L’employeur considérerait une répercussion sur les taux et sur les surcharges.
D) UN AUDIT SANTÉ-SÉCURITÉ FAIT-IL PARTIE DU PROGRAMME?
NON.
Incertain.
NON
NON
Page 14
Incertain.
Incertain.
OUI
NON
Incertain.
OUI
NON
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
TERRE-NEUVE
NOUV.-ÉCOSSE
Î.-P.É
N.-B.
QUÉBEC
ONTARIO
MANITOBA
SASKATCHEWAN
ALBERTA
TERR. DU YUKON
C.B.
TN - Terre-Neuve compte environ 5 000 employeurs; ce serait un cauchemar administratif.
E) LES EMPLOYEURS PEUVENT-ILS RECEVOIR DES RABAIS TOUT EN DEVANT DÉBOURSER DAVANTAGE EN VERTU DU PROGRAMME?
NON.
OUI
NON
OUI
Incertain.
OUI
NON
OUI
TN - Pas les deux dans la même année. Les employeurs ne recevraient pas de rabais et des penalties la même année. Ce serait l’un ou l’autre.
Les types de réclamations exclus de la tarification sont : maladies industrielles, tierces parties, réclamations rejetées, trop-perçus et intérêts versés pour les
retards à recevoir les paiements. Sont également exclus : frais administratifs, frais de santé et sécurité au travail, charges futures connues et provisions.
CB - Les employeurs peuvent gagner jusqu'à 50% de rabais sur leur prime de base ou 100% de surcharge.
OUI
F) LES VICTIMES DU TRAVAIL SONT-ELLE INCITÉES À RETOURNER AU TRAVAIL TROP TÔT? AVEZ-VOUS DES DÉTAILS?
OUI
OUI
OUI.
OUI
OUI
OUI
MB - C’est possible. Le système de tarification ne comprend pas les réclamations en deçà de deux semaines. Il va sans dire qu’un employeur va essayer de faire
rentrer un travailleur ou une travailleuse le plus tôt possible.
ON - La victime du travail passe pour peu coopérative si elle n’accepte pas l’offre de l’employeur.
SK - OUI. La victime du travail va très vite en réadaptation puis retourne au travail très tôt dans un programme non suivi; puis c’est la mise à pied.
AB - La plupart des victimes d’accidents et de maladies du travail en Alberta sont incitées à retourner au travail avant d’en être physiquement capable. Si l’employeur participe au
programme PIR, il y a encore plus de motivation à faire rentrer la victime du travail : une récompense pécuniaire pour l’employeur.
CB - Ceci est une des plaintes les plus proéminentes.
4. LE FAIT DE NE PAS DÉCLARER LES ACCIDENTS, OU PAS ASSEZ SOUVENT, POSE-T-IL UN PROBLÈME DANS VOTRE PROVINCE?
OUI
OUI
OUI
OUI
OUI
OUI
OUI
NON
5. LES EMPLOYEURS GAGNENT-ILS À NE PAS DÉCLARER LES ACCIDENTS?
OUI
NON
OUI
OUI
OUI
OUI
OUI
NON
6. SELON VOTRE EXPÉRIENCE, CETTE MOTIVATION PÉCUNIAIRE POUR LES EMPLOYEURS COMPORTE-T-ELLE DES RÉSULTATS POSITIFS POUR LES
VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL?
NON
NON
NON
NON
NON
NON
NON
7. VEUILLEZ FOURNIR DES DÉTAILS.
OUI
OUI
??
TN - Les lésions augmentent, de sorte que les pratiques et lieux de travail sont encore dangereux. Les employeurs ne perçoivent pas le retour au travail d’une
victime du travail comme étant à leur avantage, parce que ces employeurs ont encore tendance à dire « pas de relâchement » ou encore « pas d’autre
travail disponible ». Il y a la menace constante qu’on doive réduire les services aux victimes d’accidents et de maladies du travail pour soutenir le passif non
capitalisé.
NE - Des entreprises ont des victimes du travail qui ne font rien afin qu’elles puissent conserver leurs journées sans accident. Westray a reçu un prix pour la sécurité un mois avant que
26 hommes se fassent tuer.
ON - La fréquence de victimes d’accidents et de maladies du travail sans emploi augmente.
MB - L’examen du modèle de tarification révèle des inquiétudes et peut poser des problèmes futurs une fois que les taux particuliers entreront en vigueur en 2001.
CB - Les meilleurs employeurs investent le plus d'effort dans la protection et la réabilitation.
8. CETTE MOTIVATION PÉCUNIAIRE COMPORTE-T-ELLE DES RÉSULTATS NÉGATIFS POUR LES VICTIMES D’ACCIDENTS ET DE MALADIES DU TRAVAIL?
OUI
OUI
OUI
OUI
Peut-être.
OUI
OUI
9.
VEUILLEZ FOURNIR DES DÉTAILS.
Page
15
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
TERRE-NEUVE
NOUV.-ÉCOSSE
Î.-P.É
N.-B.
QUÉBEC
ONTARIO
MANITOBA
SASKATCHEWAN
ALBERTA
TERR. DU YUKON
C.B.
TN - Beaucoup de pression de la part de l’employeur sur une victime du travail pour qu’elle retourne au travail plus tôt, ce qui entraîne des pressions lors du
traitement des réclamations par la commission de la santé, de la sécurité et de l'indemnisation des accidents au travail. La personne accidentée ou tuée est
perçue comme le problème!
NE - Soit forcer les victimes du travail à quitter par la faim, soit les forcer à accepter du travail contre-indiqué.
PQ - Les employeurs font tout leur possible pour ne pas présenter des réclamations et contestent celles qui le sont.
ON - Cela favorise la dissimulation des réclamations, ce qui se produit déjà partout en province.
SK - Les accidents graves sont déclarés comme étant sans perte de temps. La victime du travail demande d’être indemnisée mais la WCB rejette la réclama-tion parce que la lésion
n’est pas grave (il n’y a pas eu perte de temps).
AB - On menace et contraint la victime du travail à ne pas déposer de réclamation. Certains employeurs ont refusé une lésion liée au travail, ce qui a privé la victime du travail de
prestations.
CB - Ceci donne aux employeurs une raison financière pour ne pas rendre compte les plaintes.
10. Y A-T-IL EU RÉCEMMENT CONSULTATION PUBLIQUE OU AUDIENCES SUR LA TARIFICATION PARTICULIÈRE?
On a réalisé un
NON
NON
OUI
OUI
NON
OUI
OUI
OUI
sondage en 1996.
11. QUEL EN A ÉTÉ LE RÉSULTAT?
S.O.
S.O.
ON - Les consultations ne sont pas terminées.
MB- Des suggestions à l’effet que le nouveau système de tarification ne freinera pas la suppression des réclamations et pourrait inciter les employeurs à forcer
les victimes du travail à retourner au travail avant qu’elles ne soient prêtes. La Commission des accidents du travail se penche présentement sur ces
inquiétudes. Des études à venir sur le système pourraient faire en sorte que la CAT impose des facteurs dans sa formule d’évaluation des taux pour
contrebalancer certaines des questions.
AB - Le programme PIR est en place depuis 1993. En 1998, il y a eu consensus sur un nouveau concept par suite des consultations sur la politique. En vertu du
nouveau modèle, tout employeur en Alberta ayant un compte avec la WCB peut participer au programme sans égard à l’envergure ou à la nature de
l’entreprise. L’ancien programme visait soit les gros employeurs, soit les petits employeurs qui appartenaient à une industrie ou à une association de
sécurité.
YT - Les parties intéressées et le conseil d’adminis-tration ont signifié à l’Administration de ne pas l’instaurer.
CB - Au début, la proposition du Bureau était d'éliminer ERA pour tous sauf les plus grands employeurs; mais les groupes d'employeurs ont changé d'idées.
12. VOTRE GROUPE A-T-IL ADOPTÉ UNE POSITION AU SUJET DE LA TARIFICATION PARTICULIÈRE POUR L’INDEMNISATION DES VICTIMES DU
TRAVAIL?
OUI
Non, plutôt des
OUI.
OUI.
OUI.
principes
Éliminer au
Nous n’acceptons
d’analyse.
complet.
pas la tarification
particulière.
Page 16
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
TERRE-NEUVE
NOUV.-ÉCOSSE
Î.-P.É
N.-B.
QUÉBEC
ONTARIO
MANITOBA
SASKATCHEWAN
ALBERTA
TERR. DU YUKON
C.B.
TN - Au nom de l’association des victimes d’accidents et de maladies du travail de Terre-Neuve, on ne devrait pas avoir à offrir de motivation aux employeurs
pour les inciter à fournir des lieux de travail et des pratiques sans danger. Ce ne devrait pas être nécessaire de leur offrir des motivations pour devenir plus
proactif dans leur approche de la sécurité et du traitement des réclamations. Il devrait y avoir plus de considération pour les salaires perdus, les familles
perdues, les styles de vie perdus, ainsi que des encouragements pécuniaires pour les travailleurs et travailleuses qui doivent vivre avec les conséquences
d’une lésion au travail ou d’une mortalité. Les employeurs doivent répondre de leurs actes là où ça fait mal, en termes d’argent, plutôt que de se plaindre
au sujet des augmentations de primes, alors que l’employé n’a même pas le droit de poursuivre en justice.
MB SK AB CB -
C’est la responsabilité de l’employeur quand il se produit un accident ou une maladie du travail. L’employeur doit savoir qu’il en est entièrement
responsable. L’objectif doit être la sensibilité et la reconnaissance humaine et non rendre la vie plus facile pour l’employeur. Sir William Meredith l’a bien
exprimé : « Justice : fais ce qui est juste et ne confonds pas l’indemnisation avec les préoccupations de l’employeur. »
Pas directement, plutôt par l’intermédiaire de la fédération du travail du Manitoba (MFL).
Si l’entreprise a de bonnes pratiques de santé-sécurité au travail, elle mérite un rabais. Mais quand une entreprise abuse du système et de la victime du travail, elle ne mérite
aucun rabais.
Elle doit être abolie. Elle incite davantage les employeurs à encourager les travailleurs et travailleuses à ne pas remplir les rapports d’accident.
Généralement, la communauté de travailleur/euse désire que ce soit élininer.
13. REMARQUES SUPPLÉMENTAIRES.
NE - Cela n’aide pas les victimes d’accidents et de maladies du travail.
ON - La tarification particulière a un effet dissuasif sur le réembaucha-ge de victimes du travail; le résultat net est que les victimes du travail perdent encore une fois.
MB - Ce programme n’entre pas en vigueur avant 2001. C’est en soi la ressource économique pour maintenir le système d’indemnisation des travailleurs et
travailleuses. L’efficacité du système dépendra en partie de son fonctionnement et des services de soutien mis en place pour s’assurer que les victimes
d’accidents et de maladies du travail soient la première préoccupation, comme la santé et la sécurité. Les programmes ont besoin de politiques et de
personnel qui protègent la victime du travail en ayant la capacité et la volonté de faire respecter ces politiques. Sinon, ce sont les entreprises qui sont
protégées sur le dos des victimes du travail.
SK - Les rabais devraient aller au comité OS&S pour des modifica-tions au travail. La WCB se targue de la somme d’argent qu’elle retourne aux employeurs.
AB - Il est intéressant de constater que certaines entreprises ayant le plus d’accidents du travail comptent parmi celles qui reçoivent des rabais. Un de ces employeurs envoie
régulièrement des employés à l’hôpital.
TY - Nous avons vu ce que la mauvaise tarification particu-lière fait dans d’autres juridictions et nous allons la combattre chaque fois que l’Adminis-tration tentera de nous l’imposer.
Page
17
�Alliance canadienne des victimes d’accidents et de maladies du travail
Canadian Injured Workers Alliance
Our Goals
CIWA/ACVAMT
Is about
To work towards a just
SUPPORT
We are a national network of
injured worker's groups (IWG's)
and we exist to strengthen and
support the work of local and
provincial IWG's across Canada.
INDEPENDENCE
We believe that injured workers
should be in control of their own
destinies & Injured Workers
Groups must be democratically
controlled by injured workers.
PARTNERSHIPS
We believe that we can best
assist these objectives by
providing training and
educational resources in
partnership with provincial or
territorial organizations of injured
workers and the trade union
movement at all levels.
INFORMATION SHARING
We believe that by sharing our
stories and our experience we
can learn from each other and
become better educated and
exert more control over our lives.
system of compensation,
rehabilitation and reemployment in all of
Canada.
To provide a national forum
for debating issues
concerning injured workers
at national conferences and
board workshops.
To gather and share
information with groups
across Canada.
To improve the
Occupational Health &
Safety of workers across
Canada.
To identify and make
available, educational and
training resources produced
by the union movement
and other agencies, that
focus on organizing and
maintaining effective
injured worker groups.
To enhance the local base
of the injured workers
movement through all our
activities.
To form partnerships that
will achieve common goals.
Publications
Available
The VOICE OF INJURED WORKER
PLAIN TALK
HOW TO IMPROVE RELATIONS
BETWEEN INJURED WORKERS &
ORGANIZED LABOUR
REPORT ON RELATIONS WITH
LABOUR SESSION AT CIWA
NATIONAL CONFERENCE, REGINA
1992
RETURNING TO WORK
VOC REHAB & RE-EMPLOYMENT
FROM THE INJURED WORKER'S
PERSPECTIVE
INJURED WORKERS … ON THE
MOVE
VIDEOS & WORKBOOKS
SURVIVORS, 1997
TOGETHER WE CAN WIN, 1997
PEER HELPER TRAINING MANUAL,
2000 - "PEOPLE HELPING PEOPLE"
LE COMBAT QUOTIDIEN DES
VICTIMES DU TRAVAIL, 1999
To find out more, please contact us at:
CIWA/ACVAMT
P.O. Box 3678
1201 Jasper Drive
Thunder Bay, ON P7B 6E3
Ph: 807-345-3429
Fx: 807-344-8683
Toll Free: 1-877-787-7010
Connect with an injured workers group near you.
Check out our web site at: www.ciwa.ca
and click on "Who to Contact"
OR
Call our office at (807) 345-3429 or Toll Free at 1-877-787-7010
This Newsletter is intended to share information of interest to injured workers, union activists and their supporters.
It provides a forum for sharing our experiences - so we can learn from each other - in order to improve the lives of
injured and disabled workers and the system that is there to assist them.
Please help - by sharing your story with us.
Printed by CUPE 87 / Imprimé par le SCFP 87
Page 18
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Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Canadian Injured Workers Alliance
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
CIWA Highlights Newsletter Fall 2000
Description
An account of the resource
Articles about experience rating- compensation board funding; provincial comparisons on "experience rating"; Ontario WCB Report; Human Rights Watch Report for U.S. Workers. Letter to the Editor- "Lost at Sea" Memorial Project; Youth Project Report.
Creator
An entity primarily responsible for making the resource
CIWA
Date
A point or period of time associated with an event in the lifecycle of the resource
2000
Format
The file format, physical medium, or dimensions of the resource
PDF
Language
A language of the resource
English, French
Type
The nature or genre of the resource
Text
Subject
The topic of the resource
Labour and Labour Unions