What Is The Employer’S Role During The IME Process In Calgary?

Brief Overview:The employer plays a crucial role during the Independent Medical Examination (IME) process in Calgary. They are responsible for coordinating and facilitating the IME, providing relevant information to the examiner, and ensuring compliance with any legal requirements.

Supporting Facts:
1. Scheduling: The employer is typically responsible for scheduling the IME appointment, taking into account both their own availability and that of the employee being examined.
2. Information Sharing: The employer must provide accurate and comprehensive information about the employee’s job duties, work history, medical history related to their injury or illness, and any accommodations provided.
3. Attendance: Employers may be required to attend the IME along with the employee to provide additional context or answer questions regarding job demands or potential return-to-work options.
4. Legal Obligations: Employers have a duty to cooperate in good faith during the IME process as part of fulfilling their obligations under workers’ compensation laws or disability insurance contracts.
5. Communication with Stakeholders: Employers should maintain open communication with all relevant parties involved in the IME process – including insurers, healthcare providers, legal representatives – to ensure smooth coordination throughout.


1. Can an employer directly choose which doctor will perform an IME?
No, employers do not have direct control over choosing specific doctors for an IME in Calgary. However, they can suggest preferred specialists based on expertise or experience if agreed upon by all involved parties.

2. Is it mandatory for employers to attend every IME session?
While attendance at every session is not always mandatory for employers in Calgary during an IME process; however when requested by either party (employee/medical examiner), it may be beneficial for employers to participate actively.

3. Are there any privacy considerations for employers sharing employee information during an IME?
Yes, employers need to adhere to privacy laws when sharing employee-related information with medical examiners during an Independent Medical Examination, ensuring only relevant and necessary information is disclosed.

4. What role does the employer play in determining the outcome of an IME?
The employer’s role is to provide accurate and objective information regarding the employee’s job duties, history, and accommodations provided. The examiner independently evaluates this information to make conclusions about work capabilities or disability status.

5. Can an employer request multiple IMEs for one employee?
Yes, employers can request additional IMEs if there are valid reasons or concerns that have not been adequately addressed by a previous examination. However, such requests should be reasonable and based on specific grounds.

6. How should employers prepare employees for an upcoming IME appointment?
Employers should inform employees about the purpose and importance of an IME appointment, provide clear instructions on what to expect during the assessment process, and encourage them to ask questions or seek clarification beforehand.

7. Is it permissible for employers to communicate with medical examiners directly?
While direct communication between employers and medical examiners may vary depending on local jurisdiction rules; in general practice it is advisable that all communications go through designated channels (e.g., referral source or case manager) to ensure transparency and adherence to legal requirements.

Employers have a crucial role in coordinating the IME process in Calgary by scheduling appointments, sharing relevant information with examiners, attending when required/appropriate/necessary/requested/mandatory/advised/beneficial by any party involved… Good faith cooperation is expected from employers while fulfilling their obligations under workers’ compensation laws/disability insurance contracts/private agreements as prompt responses engagement proactive measures early intervention improve outcomes expedite return-to-work goal-oriented strategies contributes towards resolving claim disputes timely fair manner… Employers need to familiarize themselves with regional regulations privacy considerations applicable guidelines/stipulations/requirements/codes ensuring compliance throughout facilitating a smooth efficient examination experience overall contributing positively towards rehabilitation injured/ill worker minimizing litigation risks promoting successful claims management practices within organizations.