How Do Employers Handle Conflicting Opinions Between IME And Treating Physicians In Saskatchewan?

Brief Overview:Conflicting opinions between independent medical examiners (IME) and treating physicians can pose challenges for employers in Saskatchewan. It is important to navigate these situations carefully, considering both the legal requirements and best practices for disability management.

When faced with conflicting opinions between an IME and a treating physician in Saskatchewan, employers typically follow these steps:

1. Review the medical evidence: Employers should thoroughly review all medical reports provided by both the IME and treating physician to understand the basis of their differing opinions.
2. Develop a comprehensive understanding: By gaining a thorough understanding of each healthcare professional’s perspective, employers can assess if any additional information or clarification is required.
3. Seek expert advice if necessary: In complex cases, it may be beneficial to consult with an occupational health specialist or other experts who can provide insights on interpreting conflicting medical opinions.
4. Communicate openly with stakeholders: Employers should maintain open lines of communication with employees, insurers, and legal advisors throughout this process to ensure everyone is aware of any discrepancies between assessments.
5. Make informed decisions: Armed with all relevant information, employers can make well-informed decisions regarding accommodation strategies that align with legislative obligations while preserving workplace productivity.


1. Can an employer rely solely on the opinion of an independent medical examiner?
No, employers cannot solely rely on the opinion of an IME; they must also consider input from treating physicians as part of their duty to accommodate under human rights legislation.

2. How are conflicting medical opinions resolved in disability claims?
Resolving conflicting medical opinions often involves seeking further clarification from both healthcare professionals involved or consulting additional specialists who may help shed light on disputed areas.

3. What happens if there is a dispute between two treating physicians?
In case of disputes between two treating physicians’ perspectives regarding disability claims in Saskatchewan, it may be necessary to involve a neutral third-party expert or seek guidance from regulatory bodies within the province.

4. Can a treating physician dispute the opinion of an IME?
Yes, treating physicians have the right to dispute IMEs’ opinions based on their professional judgment and expertise in evaluating the patient’s condition.

5. What role does worker preference play in considering conflicting medical opinions?
Worker preference is an essential factor that employers should consider while resolving conflicting medical opinions. It demonstrates respect for employee autonomy and allows for collaborative decision-making in long-term disability management.

6. Are employers legally obliged to provide workplace accommodations based on a specific medical opinion?
Employers are not obligated to accept any particular medical opinion but must engage in a meaningful interactive process with employees, reviewing all relevant information before determining appropriate accommodation measures under human rights legislation.

7. Can an employer terminate employment solely based on conflicting medical opinions?
Terminating employment solely because of conflicting medical opinions may be viewed as discriminatory or contrary to provincial human rights laws if it fails to comply with duty-to-accommodate obligations.

Dealing with conflicting opinions between IMEs and treating physicians requires careful consideration by employers in Saskatchewan. Employers should review all available evidence, seek expert advice when needed, maintain open communication with stakeholders, and make informed decisions while adhering to legal obligations surrounding disability management.