FORM 7 WSIB PDF

Some of the key points on reporting and benefits issues are summarized below. In cases of workers who contract COVID out of and in the course of employment, a claim for benefits may be made, which is discussed in more detail below. These are voluntary reporting programs. The WSIB has indicated that upon such voluntary disclosure, an incident number will be assigned and if the worker subsequently falls ill, the WSIB will process his or her claim more quickly.

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It contains the descriptions of the NAICS classification codes and additional WSIB-specific classification codes that the WSIB uses to classify the business activities of Ontario businesses for premium rate setting, and the coverage status for each code.

It contains detailed policies that the WSIB uses to make decisions on all employer and worker issues. Failing to do so may result in a fine or imprisonment. Each contractor whose WSIB account remains in good standing will have one generic clearance that will be valid for all of its contracts. Get a valid clearance certificate from all non-construction contractors before allowing them to perform any work at your business premises. The only way to ensure this will not occur is to require a clearance certificate from contractors, before they do any work for you.

In order to determine if an employer is remitting the correct amount of premiums, the WSIB has the right to conduct a payroll and classification audit.

In either case, it is extremely important to organize your information to properly prepare for this assessment. The employer should make it as easy as possible for the auditor to conduct the review. The WSIB requires employers to provide it with a significant amount of business information upon registration, and all of this information and more will be verified during the audit.

An employer is required by law to comply with an audit. The WSIB is also allowed to remove any books or accounts so they can be examined, and can keep them for as long as it takes to complete the audit.

If you have any questions about how to prepare for an employer audit, or if you have received an audit decision that you do not agree with and have questions, please call the OEA. Ask to have the cost of a functional abilities form FAF removed from your account if it adds no value.

It clearly states at the top of the FAF that it should only be completed by a health professional if asked by an employer or worker to do so. It includes the costs that exceed those identified on WSIB claim cost statements, i.

All employers that are assigned to two or more NAICS codes are required to maintain segregated wage records and payrolls for each business activity. Please call the OEA if you have questions about this. The earnings of some Executive Officers may be excluded from the premium calculation. For non-construction employers, executive officers do not need to pay premiums unless you want them to be covered by the WSIB.

If you are overpaying the WSIB, you may be eligible for a premium adjustment. Executive officers in a construction business, however, are required to register with the WSIB, report their earnings, and pay WSIB premiums, with a few exceptions.

If a recalculation results in a lower rate, a benefit-related debt is created and the worker may need to pay that amount back to the WSIB. This will require the Eligibility Adjudicator to contact you to discuss the issues, before a decision is made. If that does not happen, you should contact the Eligibility Manager. Outlining your concerns on an attached page, or adding them in Box K on page 4 of the Form 7, is not enough to bring it to the attention of the initial entitlement staff at the WSIB.

Box C12 must be checked. Even if you are aware that a worker has a pre-existing condition, you must file a Form 7 with the WSIB if the worker reports an injury to the employer. The employer must complete a Form 7 within three calendar days of learning of the accident, and the WSIB must receive it within seven business days from when the employer learns about the accident.

Consider providing signed statements from the worker, and any witnesses, to the WSIB. Obtain a signed statement from the injured worker as soon as possible or, if a signed statement is not possible, obtain a statement by phone.

Interview everyone who may have seen the accident and get witness statements. Ensure the witness reads and clearly understands the statement, and have the witness sign and date it. If statements are provided in a language other than English, identify the interpreter and the language used. Have a third person witness the interview — a union representative, where applicable. Also get written statements from any worker who was in view of the accident, but did not see anything. Visit the site of the accident to prepare drawings of the layout of the area and to take photographs of any equipment and materials involved.

Do not clean up or re-arrange the site until after the investigation has been completed. Sending this information to the WSIB to include in the claim file may be helpful if any contentious issues arise at a later date. See the section on Critical Injuries, below.

Failure to do so can result in the reduction or suspension of WSIB benefits during the time of breach. Consider whether hiring an ergonomist may be helpful when dealing with potentially costly claims, or those that may be appealed to the WSIAT. Employers may want to consider hiring an ergonomist to ensure there is an ergonomic report in the claim file. This might be particularly helpful if it is a complicated case that will potentially generate significant claim costs or which may lead to an appeal situation.

You may wish to contact the Association of Canadian Ergonomists for more information. Be aware of the different kinds of claim file information you can request from the WSIB.

The following WSIB policies outline the different kinds of information you are allowed to obtain from the claim file in different circumstances. These programs run for several weeks, and are very expensive. If you have any questions about any of these programs, you can contact the OEA and speak with one of our Intake Advisers who can advise you on the best course of action to take. When attempting to return a worker to work, you must ensure that the work you have offered the worker is in writing, and kept on file for future reference if necessary.

You should document all of the options you have considered. If, after having considered all of the options, you are unable to offer the worker suitable work, you must notify the WSIB decision-maker immediately.

Return to work obligations can continue even after re-employment obligations cease. In some circumstances, the policy requires the employer to continue to co-operate in return to work even after the worker has been terminated. The WSIB expects you to accommodate an injured worker if that will provide the worker with suitable work. If safe work is available and needs to be accommodated, the WSIB expects you to accommodate the worker to the point of undue hardship.

This employer obligation exists under the WSIA if you have a re-employment obligation to your injured worker, or independently under human rights legislation. If you refuse to accommodate the worker, the WSIB may impose a re-employment penalty or a non-cooperation penalty, depending on the particular circumstances.

Good communication and cooperation between the workplace parties is essential. That may include reduced hours, reduced productivity requirements, assistive devices, and so on. Adjust your return to work plan as needed. If the worker finds the work too challenging, you may need to remove certain duties or prolong the duration of the modified job. Establish new target dates if the change in job duties is extended. Document all discussions with the worker and the WSIB, and all job offers to the worker, in writing.

Keep copies of all documentation on file. It can help you identify potential risk factors for injuries in a particular job. It can also help WSIB adjudicators make more timely entitlement decisions with respect to injury compatibility and job suitability. If you disagree with a proposed WT plan, file an appeal within 30 days from the date of the WT plan letter.

If you are completing an Appeal Readiness Form because you are appealing a WSIB decision or a Respondent Form because you are objecting to an appeal filed by the worker , you must provide the names and titles of all witnesses, as well as a brief explanation about how their participation is relevant to the issue s under appeal.

If the name of a witness does not appear on these forms, the WSIB Appeals Branch will not allow you to add that person to the proceedings later. Always file formal objections in writing and include your reasons for the objection. This form is to be used for claims-related matters only. The ITO Form has extensive directions on it which must be followed. Once you submit the ITO Form, the time limit to appeal stops running.

The WSIB will not automatically send you a copy of your firm file for employer account appeals. You will need to contact the Firm File Access area and ask for your firm file to be sent to you.

For more information about accessing employer-specific information, refer to OPM Doc. Objections to return to work and work transition decisions must be received by the WSIB within 30 days of the decision letter date, and all other issues must be received within 6 months. Skip to content. WSIB Tips. You are here:.

Offer your full cooperation to the WSIB during an audit In order to determine if an employer is remitting the correct amount of premiums, the WSIB has the right to conduct a payroll and classification audit. Segregated Payrolls All employers that are assigned to two or more NAICS codes are required to maintain segregated wage records and payrolls for each business activity. Ensure workers are cooperating in appropriate health care Section 34 of the WSIA requires the worker to cooperate in any health care treatment the WSIB considers appropriate.

Consider whether hiring an ergonomist may be helpful when dealing with potentially costly claims, or those that may be appealed to the WSIAT Employers may want to consider hiring an ergonomist to ensure there is an ergonomic report in the claim file.

Make sure your offer of modified work is in writing When attempting to return a worker to work, you must ensure that the work you have offered the worker is in writing, and kept on file for future reference if necessary. Meet your accommodation obligations The WSIB expects you to accommodate an injured worker if that will provide the worker with suitable work.

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It contains the descriptions of the NAICS classification codes and additional WSIB-specific classification codes that the WSIB uses to classify the business activities of Ontario businesses for premium rate setting, and the coverage status for each code. It contains detailed policies that the WSIB uses to make decisions on all employer and worker issues. Failing to do so may result in a fine or imprisonment. Each contractor whose WSIB account remains in good standing will have one generic clearance that will be valid for all of its contracts. Get a valid clearance certificate from all non-construction contractors before allowing them to perform any work at your business premises. The only way to ensure this will not occur is to require a clearance certificate from contractors, before they do any work for you. In order to determine if an employer is remitting the correct amount of premiums, the WSIB has the right to conduct a payroll and classification audit.

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Please note : On January 1, , our new premium rate-setting model goes live for businesses. Employers may want to check with their software vendor as to when their product will be capable of using the B2B Form 7 channel. Check with your IT department or the vendor for your system to determine if the version you are using is compatible. The WSIB provides a Specification Confirmation Service for developers to test their systems' ability to 1 log on and 2 submit an electronic version of the Form 7 that adheres to the published specifications. The WSIB will not provide any financial support to employers or vendors wishing to take advantage of this reporting channel. For all eServices inquiries, including support issues, please contact or TTY: between the hours of am to pm EST, Monday to Friday.

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