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ISSUE 2012-02-June

In This Issue

Bill 14 – Workers Compensation Amendment Act 2011

OH&S Principles for Principals

 

Domestic Violence in the Workplace – WSBC Toolkit

 

OH&S Service Providers Online

 

WorkSafeBC Loss of Earnings Policy Consultation

 

 

Quick Links

WorkSafeBC

Questions

If you have questions about the issues raised in this newsletter, or any health, safety or wellness issue, please contact Sue Ferguson at 604.730.4502 or suef@bcpsea.bc.ca

Bill 14 – Workers Compensation Amendment Act, 2011

Bill 14, Workers Compensation Amendment Act received Royal Assent on May 31, 2012. Bill 14 includes amendments to the Workers Compensation Act in the following areas:

§  Consumer Price Index (CPI) adjustments

§  Calculation of long-term average earnings for apprentices and learners

§  Mental stress.

The consumer price index updating is housekeeping and reflects the 2011 CPI adjustments contained in the Board minutes.

The long-term average earnings for apprentices and learners will reflect the greater of either the time of injury earnings, or the earnings in the twelve month period preceding the injury.  If there is a permanent disability the average earnings will be determined using a qualified person’s gross earnings.

Policies to Implement Bill 14 Amendments

In order to implement these changes, WorkSafeBC must bring its compensation policies in line with the new legislation, which takes effect July 1, 2012. The Policy and Regulation Division has therefore developed discussion papers and draft policies, and is seeking stakeholder input by June 15, 2012. The WorkSafeBC Board of Directors will consider stakeholder feedback before making a decision on the proposed amendments.

Mental Disorder

April 30, 2009, the B.C. Court of Appeal released its decision in Plesner v. British Columbia (Hydro and Power Authority), [2009] B.C.J. No. 856 (C.A.). This case involved a constitutional challenge to the mental stress provisions found in section 5.1 of the Workers Compensation Act, R.S.B.C. 1996, c. 492 (the Act) and Policy Item 13.30 (the Policy) of the Rehabilitation Services and Claims Manual, Volume II (“RS&CM”).

The majority of the BC Court of Appeal declared that portions of the Policy were to be of no force and effect. The portions of the Policy that were struck as unconstitutional were those that were used to, first, provide guidance on what qualifies as a traumatic event and, second, state that only mental stress arising from “severely emotionally disturbing” events was compensable.

In addition to the changes made in Policy, Bill 14 now makes significant changes to the criteria for acceptable claims under the Workers Compensation Act for mental disorders. The changes will allow for the acceptance of claims for a mental disorder that is predominately caused by work. Policy to enact the amendment is being developed now.

The amendments to Bill 14 from the version of the bill originally introduced in the legislature in November 2011 include three significant items of note:

§  The “mental stress” referred to in section 5.1 of the Workers Compensation Act (the Act) is now referred to as “mental disorder.”

§  Section 5.1(1)(b) of the Act now requires a mental disorder to be diagnosed by a psychiatrist or psychologist. Previously the requirement was for diagnosis of a mental stress by a physician or a psychologist.

§  Expansion of the scope of workers’ claims under section 5.1(1) of the Act. The original version of Bill 14 created a new sub-category of mental stress (now mental disorder) to include work-related stressors, or a series of cumulative work-related stressors. This sub-category has been revised in two ways. First, a mental disorder must be “predominantly caused by” the work-related stressors, as opposed to simply a reaction to the work-related stressors. Second, the work-related stressors now specifically include both bullying and harassment

The Act provides that a mental stress reaction is not compensable when it is caused by a decision of the worker’s employer relating to the worker’s employment, such as a decision to change the work to be performed or the working conditions, to discipline the worker, or to terminate the employment.

What does this mean for employers?

Costs to employers will increase. The conservative estimate from government is and increase to compensation costs only of $18 to $20 million per year. Additional costs will be incurred in  administration, including difficult adjudications and appeals, and medical costs. Currently there is no formal tracking with respect to the wait list to be seen by a registered psychologist. Anecdotal reports indicate that the wait list to see a specialist is between six months and one year. General practitioners are not routinely able to make a proper diagnosis.

Regulation and Policy will have to be extremely clear in order to ensure appropriate cases are referred and compensated appropriately.

Districts will need to review existing policy and regulation regarding harassment to ensure compliance with WorkSafeBC once they have finalized their new policy.

Isolating mental stress reactions or mental health problems that are directly related to a work cause will be a difficult exercise. Mental health issues often begin early in life and are the result of an individual’s entire life history, not merely work connections.

Data from the BC teachers’ long-term disability program indicate that mental health problems are the largest category of claims and have been increasing steadily. The Canadian Mental Health Association (CMHA) Mental Health Works confirmed mental health issues have surpassed heart disease as the fastest growing category of disability costs.

It’s also important to note the comments of the Minister of Labour taken from the Hansard Blues during debate on Bill 14 with respect to her direction to WorkSafeBC:

§  WorkSafeBC will work on a policy on bullying and harassment. There will be stakeholder consultation

§  WorkSafeBC will expand the definition of violence and require employers to have formal prevention plans

§  WorkSafeBC will develop a prevention toolkit

§  Workers’ compensation will be expanded to include diagnosed mental disorders caused by significant work-related stressors, including bullying and harassment.

OH&S Principles for Principals

This resource document provides uniform advice on managing
Occupational Health & Safety requirements as described in Part 3 of the Workers Compensation Act and the OH&S Regulations. The
online version also supports principals and vice principals in referring issues for appropriate school district resolution where necessary. The resource provides guidance and support, but it does not supercede any Board policies regarding occupational health and safety procedures/requirements. BCPSEA has a limited number of hard copy flip books available — please contact Sue Ferguson (suef@bcpsea.bc.ca, 604 730 4502).

Click the image below to access the complete interactive online version. Navigate the document by clicking on the index tabs on the left. There are also links to other relevant sources. When another page of the flip has more information the page number is posted and you can move to that page by clicking on the number.

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Domestic Violence in the Workplace

From WorkSafeBC’s new online risk assessment tool for

preventing domestic violence in the workplace,  www.ohstrainingbc.com:

 

§  Learn to recognize the signs of domestic violence and assess any identified risks, so you can take the appropriate action

§  Involve the joint health and safety committee or health and safety representative in risk assessment

§  Establish a workplace policy that addresses domestic violence

§  Call WorkSafeBC prevention officers or the police for guidance in developing risk assessments or addressing known safety concerns

§  Provide information about community resources and employee assistance programs

§  Discuss the issue of domestic violence at staff safety meetings

§  Encourage employees to come forward to share their concerns privately.

 

WorkSafeBC’s new domestic violence in the workplace tool

kit for employers is available online at

www.worksafebc.com/domesticviolence. For more

information and resources on violence in the workplace, visit

WorkSafeBC’s new violence prevention portal at

http://www2.worksafebc.com/Topics/Violence/Resources-DomesticViolence.asp

 

“OH&S Providers” Online Directory

WorkSafeBC has announced a new online directory for individuals to make contact with OH&S training providers in BC. .

 

Loss of Earnings Policy Consultation

WorkSafeBC has produced a discussion paper on the issues raised by the April 26, 2012 Court of Appeal decision that found existing WorkSafeBC policy inconsistant with the Workers Compensation Act. The proposed Loss of Earnings Assessment Policy will remove the three criteria and the definitions for occupation and skills, and clarify how a significant loss of earnings is determined. The consultation period ends June 22, 2012. The draft policy and discussion paper can be found here.

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