How Should Pei Employers Prepare For An IME Process?

Brief Overview:Employers in Prince Edward Island (PEI) should be prepared for the Independent Medical Examination (IME) process to ensure a smooth and fair assessment of their employees’ disabilities. This involves understanding the purpose of IMEs, knowing what to expect during the examination, and being aware of their rights and responsibilities as employers.

To prepare for an IME process in PEI, employers should consider the following facts:

1. Purpose of IMEs: IMEs are conducted by independent medical professionals to evaluate an employee’s medical condition, treatment options, work restrictions, and ability to perform job duties. It helps determine if there is a need for disability accommodations or if an employee can return to work.

2. Selection of Examiner: Employers have the right to choose a qualified examiner who specializes in relevant fields related to the employee’s condition or injury. Selecting an unbiased and experienced professional ensures accurate assessments.

3. Sharing Relevant Information: Employers should provide all necessary information about the employee’s job description, workplace environment, previous medical reports, and any other relevant documents that might assist in evaluating their disability claims accurately.

4. Employee Notification: Employers must inform employees about the purpose and process of IMEs well in advance so they can adequately prepare themselves physically and mentally for this evaluation.

5. Compliance with Privacy Laws: Employers must ensure compliance with privacy laws when sharing personal health information with examiners or third-party administrators involved in conducting IMEs.


Q1: Can employers force employees to undergo an IME?
A1: Yes, under certain circumstances where it is reasonable based on objective evidence supporting concerns regarding fitness-for-duty or accommodation requests.

Q2: Are employers allowed access to examinee’s medical records?
A2: No; however, employers may request specific relevant information from healthcare providers with written consent from employees within legal boundaries.

Q3: What happens if an employee refuses to attend an IME?
A3: Employers may consider taking appropriate disciplinary actions, including potential termination, if an employee unreasonably refuses to attend a scheduled IME without valid reasons.

Q4: Can employers be present during the IME?
A4: No; typically, only the examinee and the examiner are present during the examination. However, employers can provide relevant information or answer questions asked by the examiner before or after the assessment.

Q5: What should employers do with IME reports?
A5: Employers should review and assess these reports objectively. They can use them as a basis for making informed decisions regarding accommodations, return-to-work plans, or other necessary measures.

Q6: Are employees entitled to receive copies of their IME reports?
A6: Yes; employees have a right to request copies of their IME reports from either their employer or insurance company involved in managing disability claims.

Q7: How long is an IME report valid for?
A7: The validity period varies depending on factors such as medical condition complexity and treatment progress. Typically, it is recommended to update assessments every 12-24 months unless there are significant changes in circumstances.

Employers in PEI should familiarize themselves with the purpose and process of Independent Medical Examinations (IMEs) to ensure fair evaluations of their employees’ disabilities. By understanding their rights and responsibilities throughout this process, they can effectively manage disability claims while promoting workplace productivity and compliance with applicable laws.