What Documentation Is Required From Employers For An IME In Nova Scotia?

Brief Overview:When an independent medical examination (IME) is conducted in Nova Scotia, there are certain documentation requirements that employers need to fulfill. This ensures that the IME process is conducted smoothly and accurately. In this article, we will outline the specific documentation that employers must provide for an IME in Nova Scotia.


The following documentation is required from employers for an IME in Nova Scotia:

1. Employee’s consent: Employers must obtain written consent from the employee before scheduling an IME. This consent should clearly state the purpose of the examination and how the information will be used.

2. Relevant medical records: Employers need to gather all relevant medical records related to the employee’s condition or injury leading up to the IME appointment. This includes doctor’s reports, hospital records, diagnostic tests, and any other relevant documents.

3. Job description: Providing a detailed job description helps assessors understand the physical demands of the employee’s work environment and whether it may contribute to their injury or condition.

4. Return-to-work plan: If applicable, employers should present any return-to-work plans they have developed for accommodating employees with disabilities or injuries.

5. Prior assessments or evaluations: It can be helpful to include any previous assessment reports or evaluations conducted on the employee regarding their disability or injury history when submitting documentation for an IME.

Detailed FAQs:

1. Is it mandatory for employers to conduct an Independent Medical Examination (IME)?

While not always required by law, conducting an IME can provide valuable insights into a worker’s health status and ability to perform job-related tasks efficiently and safely if there is uncertainty surrounding these factors.

In what situations might an employer request an IME?

Some common situations where employers may request an IME include determining fitness-for-duty after prolonged absence due to illness/injury, evaluating accommodation needs during long-term disability claims, assessing work-relatedness of claimed conditions/injuries, etc.

3. Can employers use IME results to terminate an employee?

IME results alone should not be the sole basis for termination. Employers must consider other factors such as applicable employment legislation, collective bargaining agreements, human rights considerations, and accommodation obligations.

4. How far in advance should employers notify employees about an upcoming IME?

Employers are advised to provide reasonable notice to employees regarding an upcoming IME appointment. This allows adequate time for employees to make necessary arrangements and prepare for the examination.

5. What if an employee refuses to attend the scheduled IME?

If an employee refuses without reasonable justification, it may impact their entitlement to certain benefits or assistance related to their disability claim or workplace accommodation request.

6. Are there any guidelines on how often an employer can request an IME?

There is no specific limit set by law on how often an employer can request an IME. However, frequent requests that seem unreasonable or lack a valid purpose may raise concerns of harassment or targeted discrimination under human rights legislation.

7. Is the cost of the IME covered by the employer?

Usually, employers bear the costs associated with arranging and conducting independent medical examinations unless otherwise stated in relevant contracts or legal agreements between parties involved.

Bottom Line:
When scheduling an Independent Medical Examination (IME) in Nova Scotia, employers must ensure they have obtained written consent from the employee and gather all relevant documentation including medical records, job description, return-to-work plans (if applicable), prior assessments/evaluations reports (if available). By complying with these documentation requirements, employers contribute towards making accurate assessments of their employees’ health status and work-related capabilities during independent medical examinations