How Can Vancouver Employers Ensure An Ime Is Impartial And Fair?

Quick Overview:To ensure an Independent Medical Examination (IME) is impartial and fair, Vancouver employers can follow several key practices. These include selecting a reputable IME provider, ensuring the examiner’s qualifications match the specific case requirements, providing comprehensive information to the examiner, allowing for sufficient time for evaluation, and considering any potential conflicts of interest.

1. Select a reputable IME provider: Choose a well-established and trusted IME provider with a proven track record of conducting fair assessments.
2. Match qualifications to case requirements: Ensure that the chosen examiner has relevant expertise in the particular area of disability or injury being assessed.
3. Provide comprehensive information: Furnish all necessary medical records, diagnostic tests results, treatment history, and other relevant documents to give the examiner a complete picture of the individual’s health condition.
4. Allow sufficient time for evaluation: Avoid rushing through the examination process by scheduling adequate appointment durations that allow thorough assessment and discussion with both parties involved.
5. Consider potential conflicts of interest: Evaluate whether there are any relationships between the employer or insurer and the selected examiner that could compromise objectivity or fairness.


Q1: Can an employee refuse to attend an IME?
A1: In Canada, employees generally have an obligation to attend requested IMEs as part of their employment contract or insurance policy terms.

Q2: What happens if an employee disagrees with their assessment during an IME?
A2: If there are concerns about fairness or accuracy in an assessment report following an IME, employees may seek legal advice on how to challenge it within applicable jurisdictional guidelines.

Q3: Are employers required to pay for transportation expenses related to attending an IME?
A3: The responsibility for covering transportation costs varies depending on provincial legislation and individual employment contracts or insurance policies.

Q4: Can employees bring someone along during their IMEs?
A4: Generally speaking, individuals undergoing an IME have the right to bring a support person, such as a family member or union representative, unless otherwise specified in their employment contract or insurance policy.

Q5: What if an employee has concerns about the impartiality of the chosen IME provider?
A5: Employees can voice their concerns and request alternative options from their employer or insurer. If necessary, they may also seek guidance from legal professionals.

Q6: How long does it take to receive the final assessment report after an IME?
A6: The timeline for receiving a report varies depending on factors such as case complexity and examiner availability. However, employers should aim to obtain reports within reasonable timeframes outlined by provincial regulations.

Q7: Can an employer use an IME result to terminate an employee’s employment?
A7: Employers must adhere to applicable labor laws and human rights legislation when considering termination based on medical grounds. An IME result alone may not be sufficient justification for dismissal without proper evaluation of all relevant circumstances.

Vancouver employers can ensure fairness and impartiality in Independent Medical Examinations (IMEs) by selecting reputable providers, matching qualifications appropriately, providing comprehensive information, allowing sufficient time for evaluation, and considering potential conflicts of interest. It is essential to follow jurisdiction-specific guidelines and consult legal professionals when needed.