What Are The Ethical Considerations For Employers Regarding IMEs In Calgary?

Brief Overview:Employers in Calgary conducting Independent Medical Examinations (IMEs) need to consider several ethical considerations. These include ensuring the privacy and confidentiality of employees, selecting unbiased examiners, providing accurate information about the purposes of IMEs, obtaining informed consent from employees, and using IME reports appropriately.


Ethical Considerations for Employers Regarding IMEs in Calgary:
1. Privacy and Confidentiality: Employers must ensure that the personal information obtained during an IME is kept confidential and used only for its intended purpose.
2. Unbiased Examiners: It is crucial to select independent examiners who have no conflicts of interest or biases that may influence their assessment.
3. Accurate Information: Employers should provide detailed and accurate information about the purpose of the IME to employees so they understand why it is being conducted.
4. Informed Consent: Employees should give their informed consent before undergoing an IME, understanding what will be examined and how it may impact their employment or benefits.
5. Appropriate Use of Reports: The findings from an IME should be used responsibly by employers; they should not use them as a sole basis for decision-making but rather in conjunction with other relevant factors.


Q1. Are employers required by law to conduct IMEs?
A1. No, there is no legal obligation for employers to conduct IMEs in Calgary or any jurisdiction in Canada.

Q2. Can employers share employee medical information obtained during an IME with others?
A2. No, unless authorized by law or with explicit employee consent, sharing such medical information would violate privacy laws.

Q3. Can employers influence the outcome of an IME by selecting biased examiners?
A3. No, employers must strive to select independent examiners who are free from bias or conflicts of interest that might compromise fairness.

Q4 Do employees have any rights during an IE process?
A4. Yes, employees have the right to understand the purpose of the IME, provide informed consent, and obtain a copy of the examination report upon request.

Q5. What should employers do if an employee refuses to undergo an IME?
A5. Employers should seek legal advice in such cases as forcing an employee to undergo an IME without proper justification can result in legal consequences.

Q6. Can employers use IMEs as a basis for terminating employment or denying benefits?
A6. While information from IMEs can be considered as part of decision-making, solely relying on them may not meet legal standards and best practices.

Q7. How often can employers require employees to undergo multiple IMEs?
A7: Requiring multiple IMEs within a short period may raise ethical concerns unless there are valid reasons supported by medical evidence justifying such requests.

BOTTOM LINE: Employers conducting IMEs in Calgary must prioritize ethics by ensuring privacy, selecting unbiased examiners, obtaining informed consent, providing accurate information about the process to employees, and using the reports responsibly alongside other relevant factors when making decisions related to employment or benefits of their employees.