What Are The Best Practices For Employers Following An IME In Calgary?

Brief Overview:Following an Independent Medical Examination (IME) in Calgary, employers should prioritize communication with the employee, evaluation of the IME report, compliance with legal requirements, consideration of accommodation options, and documentation of all actions taken.

1. Communicate openly: Employers should maintain open lines of communication with the employee throughout the IME process to ensure transparency and build trust.
2. Evaluate the IME report: Thoroughly review the findings and recommendations outlined in the IME report to understand its implications for workplace accommodations or potential work restrictions.
3. Comply with legal obligations: It is essential for employers to adhere to relevant employment laws and human rights legislation when making decisions based on an IME report.
4. Consider accommodation options: Explore possible job modifications or alternative positions that can accommodate any limitations identified through the IME.
5. Document everything: Keep detailed records of all interactions, decisions made based on the IME results, steps taken towards accommodation, and any follow-up actions.


1. Can an employer require a worker to attend an IME?
Yes, under specific circumstances where there are reasonable grounds to question a worker’s medical condition or ability to perform their job duties.

2. How long does it take for an employer to receive an IME report?
It typically takes around two weeks for an employer to receive a comprehensive written report following completion of the examination.

3. What if there are conflicting opinions between treating physicians and those providing assessment during the IMEs?
In such cases, it is often advisable for employers and insurers involved in disability management processes to seek expert advice from occupational health professionals or third-party consultants who specialize in independent assessments.

4. What steps should be followed if work restrictions are recommended after an IME?
Employers must engage in meaningful discussions with employees regarding potential accommodations within their existing roles or explore alternative suitable positions before considering termination as a last resort option.

5. Are there any legal requirements employers need to consider after receiving an IME report?
Yes, employers must ensure they comply with applicable employment laws and human rights legislation that govern the accommodation process based on an employee’s medical condition.

6. Can an employee refuse to attend an IME?
In certain circumstances outlined in employment contracts or collective bargaining agreements, employees may be contractually obligated to attend IMEs. Otherwise, refusal may raise concerns about compliance with job responsibilities.

7. What should employers do if they suspect inconsistent or fraudulent claims following an IME?
Employers should gather additional evidence and consult legal advisors or disability management experts on how best to proceed while ensuring confidentiality and privacy are maintained during any investigations.

Following a Calgary-based Independent Medical Examination (IME), it is crucial for employers to maintain open communication with employees, evaluate the IME report thoroughly, comply with legal obligations, explore accommodation options, and document all actions taken. This approach ensures transparency, fairness, and adherence to both employment laws and human rights legislation throughout the disability management process.