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Guidelines & Regulations

Guidelines and Regulations

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WorkSafeBC’s healthcare and social services planned inspection initiative focuses on high-risk activities in the workplace that lead to serious injuries and time-loss claims.
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WorkSafeBC is releasing a discussion paper with proposed amendments to the Current Rehabilitation Services and Claims Manual that guide wage rate decisions related to short-term and long-term disability compensation. Recommended amendments include: These changes may affect your claims costs. Click here to view the proposed changes and offer feedback to WorkSafeBC – The deadline is 4:30 p.m. on Friday, […]
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Proposed changes to the Rehabilitation Services & Claims Manual, Volume II

July 18, 2023

WorkSafeBC is requesting feedback for two recommended amendments to the compensation policy for mental disorders in the Rehabilitation Services & Claims Manual, Volume II. These recommendations include revising the definition of “significant stressors” and adding clarifying language to better define the “labour relations exclusion”. These recommendations do not include changes to the Workers Compensation ActPart 4, Div. 1, Sec. 135

The proposed changes are not expected to affect an employer’s right to discipline, layoffs, demotions, termination, work evaluations, transfers, changes in job duties or working conditions, reorganization, or performance management.  

Summary of the proposed amendment to the definition of “significant stressor”: 

  • Change “significant stressor” to “significant work-related stressor”. 
  • Remove the requirement for significant work stressor to be “unusual”. 
  • Clarify the work-related stressor definition by adding “… whether a reasonable person, in the worker’s situation and with the general characteristics of the worker, would expect to find the event traumatic or the work-related stressor significant.

Summary of clarifying language to the application of the “labour relations exclusions”: 

  • Clarifying that labour relations exclusions are to be applied to the employer’s actual decisions, not to workplace conditions. 
  • Decisions of inclusion are not limited to specific decisions but also consider circumstances. 
  • Would not apply if an employer was persisting on excessive workloads for an extended length of time, acting in bad faith, abusive, threatening or misusing managerial authority. 

These changes may increase the number of mental disorder claims filed and accepted. Click here to view the proposed changes and offer feedback directly to WorkSafeBC – deadline is 4:30 p.m. on Friday, October 6. If you would prefer to send your feedback to SafeCare BC for our collated submission, please send your feedback to jderksen@safecarebc.ca no later than Friday, September 29. 

Looking for mental health support beyond your own employee assistance program or have questions about supporting your team?  Check out Care for Caregivers/Care to Speak or reach out to our Workplace Psychological Health and Safety Coach: Khalida@safecarebc.ca 

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We strive to empower those working in the continuing care sector to create safer, healthier workplaces by fostering a culture of safety through evidence-based education, leadership, and collaboration.
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