What Should Newfoundland And Labrador Employers Do After Receiving IME Results?

Brief Overview:After receiving Independent Medical Examination (IME) results in Newfoundland and Labrador, employers should take certain steps to ensure appropriate disability management. This includes reviewing the IME report, understanding its implications, communicating with the employee and their healthcare provider, considering accommodations or return-to-work options, and seeking legal advice if necessary.

1. Review the IME report: Employers should carefully read through the IME report to understand the medical opinion provided by the examiner.
2. Understand implications: It is important to grasp how the IME findings may impact an employee’s ability to perform job duties or require workplace accommodations.
3. Communicate with employee’s healthcare provider: Engaging in open dialogue with the employee’s treating physician can help gain further insights into their condition and potential work restrictions.
4. Consider accommodations or return-to-work options: Based on the IME results and discussions with medical professionals, employers should explore possible workplace adjustments or phased return-to-work plans for employees.
5. Seek legal advice if necessary: In complex cases where there are concerns about liability or compliance with employment laws, consulting a lawyer specializing in disability management can provide valuable guidance.


Q1: Can an employer rely solely on IME results when making decisions regarding an employee’s disability?
A1: While IMEs offer expert medical opinions, it is crucial for employers to consider other factors such as ongoing treatment records and input from treating physicians before making any final decisions.

Q2: What if an employee disagrees with the findings of an IME?
A2: If an employee disputes the outcome of an IME, they have a right to seek a second opinion from another qualified medical professional.

Q3: Are employers required by law to accommodate employees based on IME recommendations?
A3: Employers have a duty under human rights legislation in Newfoundland and Labrador to reasonably accommodate employees’ disabilities unless it causes undue hardship.

Q4: How long should an employer retain IME results?
A4: Employers should keep IME reports on file for as long as the employee remains employed or until any potential legal proceedings related to the disability are resolved.

Q5: Can an employer use IME results to terminate an employee’s employment?
A5: Termination based solely on IME findings may be considered discriminatory if not accompanied by a thorough assessment of accommodation options and efforts made to support the employee.

Q6: Are there specific guidelines in Newfoundland and Labrador regarding the selection of independent medical examiners?
A6: There are no specific regulations, but it is advisable for employers to choose qualified and impartial medical professionals with expertise relevant to the particular disability or injury.

Q7: What if an employer suspects fraud or misrepresentation during an IME?
A7: If there are reasonable grounds to suspect fraud or misrepresentation, employers can consult legal counsel and consider engaging surveillance services within applicable legal boundaries.

After receiving IME results in Newfoundland and Labrador, employers should carefully review them, communicate with healthcare providers, consider accommodations or return-to-work options, and seek legal advice when necessary. It is important for employers to navigate these processes while ensuring compliance with human rights legislation.