How Do Alberta Employers Handle Sensitive Information Disclosed During An Ime?

Quick Overview:When it comes to handling sensitive information disclosed during an Independent Medical Examination (IME), Alberta employers follow strict guidelines and protocols. They prioritize privacy and confidentiality to ensure that the personal information of employees remains protected throughout the IME process.


Fact 1: Consent is obtained – Before conducting an IME, employers in Alberta must obtain written consent from the employee. This consent outlines what information will be shared with the examining physician and how it will be used.

Fact 2: Limited disclosure – Only relevant medical information related to the employee’s ability to perform their job duties is disclosed during an IME. Employers do not share unnecessary or unrelated personal details.

Fact 3: Secure transmission – Sensitive information collected during an IME is transmitted securely using encrypted technology or other secure methods to prevent unauthorized access.

Fact 4: Confidentiality agreements – Employers often require physicians involved in conducting IMEs to sign confidentiality agreements, further ensuring that any shared information remains confidential and protected.

Fact 5: Data retention policies – Alberta employers have established data retention policies that dictate how long they can retain sensitive personal information obtained during an IME. These policies align with applicable privacy laws and regulations.


Q1: Can my employer share my medical records without my permission?
A1: No, your employer cannot share your medical records without your explicit written consent, which includes specific details about what information will be disclosed for the purpose of the IME.

Q2: Will my co-workers have access to my medical history discussed during an IME?
A2: No, only authorized individuals directly involved in managing disability claims or those who require such knowledge for accommodation purposes may have limited access to this confidential information.

Q3: What steps does my employer take to protect my personal health information?
A3: Your employer takes several measures including obtaining consent, limiting disclosure, using secure transmission methods, requiring confidentiality agreements from physicians, and adhering to data retention policies.

Q4: Can I request a copy of the IME report?
A4: Generally, employees have the right to request a copy of the IME report. However, it is important to note that certain information may be redacted if it poses a risk to someone’s health or privacy.

Q5: What happens if there is a breach in confidentiality during an IME?
A5: In case of a breach, employers are obligated to take appropriate measures such as conducting investigations, notifying affected individuals, and implementing corrective actions to prevent future breaches.

Q6: Are there any laws protecting my personal health information during an IME?
A6: Yes, Alberta has privacy legislation such as the Personal Information Protection Act (PIPA) and Health Information Act (HIA) that safeguard personal health information during an IME.

Q7: Can I refuse to participate in an IME due to concerns about confidentiality?
A7: While refusing participation can have consequences depending on your employment situation and applicable legal obligations, you can discuss your concerns with your employer or seek legal advice for guidance on how best to address them.

Alberta employers prioritize privacy and confidentiality when handling sensitive information disclosed during an Independent Medical Examination. They obtain consent from employees before sharing any medical records, limit disclosure only relevant details required for job duties evaluation purposes. Secure transmission methods are used while retaining data according to established policies. Breaches in confidentiality are taken seriously with appropriate actions implemented. Employees should familiarize themselves with their rights regarding personal health information protection during an IME process.