How Are IME Findings Integrated Into Existing Health And Safety Policies In Calgary?

Brief Overview:
IME findings, or Independent Medical Examination findings, play an important role in the integration of health and safety policies in Calgary. As a leading provider of independent assessment services, RIDM aims to ensure that IME findings are effectively incorporated into existing policies to promote workplace safety and support disability management.


IME findings are integrated into existing health and safety policies in Calgary based on several key factors:

1. Compliance with legislation: Health and safety policies in Calgary must comply with local regulations such as the Alberta Occupational Health and Safety Act. IME findings provide crucial medical evidence that helps employers adhere to these legal requirements.

2. Identification of suitable accommodations: In cases where an employee requires workplace modifications due to a disability or injury, IME findings help identify appropriate accommodations that align with both the individual’s needs and organizational guidelines for maintaining a safe work environment.

3. Return-to-work planning: When an employee has been absent due to a disabling condition, IME findings guide return-to-work planning by assessing the individual’s current abilities, limitations, and prognosis for recovery. This ensures that their return is managed safely within established protocols.

4. Determining fitness for duty: If there are concerns about an employee’s ability to perform essential job functions safely, IME findings can determine their fitness for duty after considering medical recommendations provided during the examination.

5 Supporting Facts:
-IMe Findings provide objective assessments of individuals’ health conditions.
-They help establish clear boundaries between employer responsibilities and employees’ rights.
-IME reports act as third-party opinions regarding workplace injuries or disabilities.
-The integration of IME Findings promotes fairness and transparency in decision-making related to disability determination processes.
-Based on these assessments Employers can make informed decisions regarding health promotion initiatives at work.


1. How often should IMEs be conducted as part of policy integration?
– The frequency of conducting IMEs depends on specific circumstances such as employees’ unique health conditions, injury severity, or legal requirements. It is best to consult with a disability management professional to determine the appropriate frequency for your organization.

2. Can employees refuse to undergo an IME?
– In some cases, employees may be hesitant about undergoing an IME. However, if it is deemed necessary by the employer or as required under applicable legislation, refusal can have consequences such as loss of benefits or potential disciplinary actions.

3. What happens if there are conflicting opinions between the employee’s own healthcare provider and the IME findings?
– Conflicting opinions can arise when comparing medical reports from different sources. In such cases, employers may seek further clarification from healthcare professionals or consider obtaining additional independent medical assessments.

4. How are privacy and confidentiality maintained during the IME process?
– Privacy and confidentiality are paramount during the IME process in accordance with regulatory guidelines. Only authorized individuals involved in managing disabilities within an organization have access to relevant information and findings while ensuring compliance with applicable privacy laws.

5. Are there any limitations on using IME findings in decision-making processes?
– While important, it should be noted that IME findings should not be solely relied upon for making all decisions related to disability management or workplace accommodations. They should instead be used alongside other relevant factors such as job demands analysis, individual performance evaluations, and organizational policies.

6.Can employers use IMEs discriminatively against certain employees?
-No.Employers must ensure that their use of Ime Findings is fair,equitable,and complies with anti-discrimination laws.protecting human rights,

7.How can employers effectively communicate policy changes based on Ime Findings?
Employers can communicate policy changes based on Ime Findings through multiple channels such as company-wide emails,intranet platforms,safety meetings,and one-on-one discussions.It’s important for employers tonotifyemployeesabout any revisionsor newproceduresin advance and provide them with the opportunity to address any questions or concerns


IME findings are crucial for integrating health and safety policies in Calgary. By incorporating these findings into existing policies, employers can enhance workplace safety, make informed decisions regarding employee accommodations, and promote fair disability management practices.