The Workplace Safety and Insurance Act (WSIA) provides employees with health care benefits, and in some cases loss of earnings benefits, in the event that they suffer injuries while performing their job duties. Visit the Workplace Safety and Insurance Board website to learn more.
In the event of an accident, as a manager you are responsible for completing the following forms as needed:
Accident Forms Summary (pdf)
First Aid Report (pdf)
Supervisor's Report of Employee Incident/Accident (pdf)
WSIB Functional Abilities Form (pdf)
Health Professionals Report (Form 8) (pdf)
Critical Injury Manual (pdf)
Employee eligibility for Workplace Safety and Insurance Benefits
All employees working for the Town of Oakville are eligible to receive compensation for loss of earnings related to an approved Workplace Safety and Insurance Claim.
Income replacement benefits will vary depending on the employee group. Please contact the HR Associate - Disability for more information.
Preventing injuries in the workplace
You can help ensure the safety and productivity of your employees by actively preventing injuries in the workplace. Working to prevent injuries helps the town reduce Workplace Safety and Insurance claims and makes your employees feel safe in the workplace. It contributes to job satisfaction because you are looking out for their best interests.
For more information, visit the Health and Safety page.
Understanding the WSIA
Your employees are entitled to medical aid, hospital services and medication required at the time of injury, and afterward, to treat occupational injuries or diseases. In some cases, your employees may be entitled to loss of earnings benefits and/or an award for a permanent impairment from an injury.
An injury is covered under the WSIA if it happens because of, and during, the performance of your employee's job duties. In this case, "injury" means physical damage to an employee's body. This includes diseases or infections that result from the damage or harm incurred while on-the-job. Injury also includes occupational diseases.
Life's ordinary diseases are not covered under the WSIA, so you should refer employees to the sick benefits information when they seek advice about non-work related illnesses.
WSIA and your responsibilities:
As a supervisor or manager, you are responsible for:
- Reducing Workplace Safety and Insurance claims by preventing injuries to your employees through daily safety awareness and action in the identification and elimination of workplace hazards
- Controlling costs and loss of productivity to your department, the corporation, and the taxpayers, by investigating injuries when they occur
- Immediately report all injuries, occupational diseases and fatalities to the HR Associate - Disability. WSIA legislation requires that work-related injuries or illnesses be reported within three days if your employee seeks medical attention, loses time from work or earns less than a regular days pay
- Assisting in facilitating the employee's return to work as soon as the employee has been released by the treating physician for partial hours/modified duties
What to do when you know of a work related injury
Whenever you learn that one of your employees sustained an occupational injury or disease, you or your departments designate must do the following:
- Assist your employee in arranging reasonable and necessary medical treatment.
- Complete a Supervisor's Report of Employee Incident/Accident (pdf) and forward to the HR Associate - Disability.
- Include additional comments and/or witness statements or evidence that may assist with the appropriate legislative reporting, and submit with the initial incident report, if available at that time.
- Provide the employee with a Workplace Safety and Insurance Health Professionals Report (Form 8) to take to their treating physician if they are seeking or require immediate medical attention.
- Advise the employee to provide you with page 3 of the Health Professionals Report (Form 8), and inform the employee that the Town of Oakville supports an early and safe return to work under the Workplace Safety and Insurance Act, and that modified duties are available.
- Have the employee report back to you after they have been treated by a medical practitioner only if it is safe for them to do so.
- Any injury of a critical nature as defined by the Ministry of Labour, must be reported immediately to the Health, Safety and Wellness Consultant.
Managing a return to work
When an employee experiences a work-related injury or disease, it may have an impact on their ability to work. After you complete the initial forms associated with the initial injury or disease, keep the following things in mind to help meet employees' needs and manage their return to work.
Stay in touch with your employee in order to monitor their progress and reassure them that their job is waiting for them once they have been released to return to work either to partial modified duties or to full duties.
When an employee is released to return to work:
- If the treating physician completes the initial Health Professionals Report (Form 8) that indicates a return to work to full duties, inform the HR Associate - Disability. Human Resources will inform the Workplace Safety and Insurance Board of the employee's return to work to full duties.
- If the treating physician completes the initial Health Professionals Report (Form 8) that indicates a return to work to modified duties and/or hours, evaluate the limitations provided and attempt to locate a modified work assignment. Work with the HR Associate - Disability to prepare a suitable modified return to work plan for the employee.
- Communicate the start date and hours of the return to work program to the employee, based on the medical release date from the treating physician.
- During the modified work period, the supervisor/manager and the employee must carefully follow the treating physician's return to work instructions. Limitations may gradually change as the employee recovers from the injury.
- Make requests for updated Functional Abilities Forms (pdf) of the employee, when required, based on the schedule of follow-up medical appointments.