WSIB Basics

BY THE TPFFA DISABILITY MANAGEMENT COMMITTEE

Let’s cover some paperwork basics.

Whether we work in operations, communications, prevention or another division, our work is physical. The intensity of that physical labour doesn’t matter; if you’re a worker with a body, that body can and will get injured. When that injury happens, we have a duty to report it and follow a protocol that is intended to help us heal. The Local 3888 Disability Management Committee is made up of members who are trained to assist with what can be a confusing process. Our goal over the next few issues of Fire Watch is to take you step-by-step through some WSIB basics.

WSIB – the Workplace Safety and Insurance Board, formerly known as Workers Compensation, is a provincial organization that employs case workers and adjudicators to review injured worker case files and determine if they’re eligible for compensation. They provide information and resources to injured workers that are supposed to assist workers with recovery from injury. These case workers and adjudicators are also unionized employees and are represented by CUPE.

Most employers have their injured workers compensated through Ontario’s WSIB group insurance plan, but many large public employers, like the City of Toronto, pay that compensation directly even though WSIB still administers and adjudicates the claims. When you see the code “WCB” in Quatro, it indicates that a member is not working their regular duties because of a workplace injury. Bear in mind that although you may have access to these Quatro files, the information about a worker’s injury and their employment status is confidential. Compensable injuries are varied. They may include musculoskeletal injuries, hearing loss, repetitive strain, presumptive cancers, infectious disease exposures, and mental stress or PTSD.

FORM 6: The Worker’s Report of Injury/Disease

This is the form that gets the ball rolling on reporting an injury or illness. The worker fills this form out. A copy can be found on the intranet under “Forms” and on the WSIB website at www.wsib.on.ca. The Disability Management Committee recommends that the injured worker submit two copies of Form 6 – one to their immediate supervisor and the other directly to WSIB. The form can be submitted to WSIB online or faxed. It’s a legal document and must be filled out as accurately as possible.

Once injured, you are obligated to fill out a Form 6 as soon as possible, but sometimes you may be prevented from getting the paperwork done right away, whether because of your injury or because you didn’t realize you were injured at the time. You have six months to report your injury from the time of onset. However, a delay in reporting may make it more challenging to explain how your injury occurred as a result of your work or workplace. Get your Form 6 submitted as soon as possible and always keep a copy for yourself.

Firefighters tend to be a stoic bunch. Our communications crews witness the traumatic narratives of 9-1-1 callers and our operations crews support them on scene. But quietly suffering through what seems minor in comparison, can unnecessarily complicate or discredit a workplace injury claim. Even if your injury seems small and does not involve any “lost time,” you should get the paper trail of your injury started as soon as possible. When in doubt, file a claim. You may not require a Form 6, but it’s good practice to record that minor injury. Your immediate supervisor should use the Supervisor’s Report of Injury/Incident form found on the intranet. If your injury required only first aid, it will be noted on this form. For your own records, scan the form and send a copy to yourself and to your immediate supervisor. If a small cut becomes infected, a paper trail of the injury has been started.

Local 3888 Disability Management Committee:

Justin D’Aloisio (co-chair)

Rob Kular

Robert Burland

Julie Petruzzellis

Chris Sornberger

FORM 7: The Employer’s Report of Injury/Disease

WSIB case workers can’t move forward with reviewing your claim without an Employer’s Form 7. If you have an injury – specifically an injury that requires health care, or involves lost time or the need for modified work – Toronto Fire has three days to get a Form 7 submitted to WSIB. Health care includes the care provided by a chiropractor or physiotherapist.

Your employer is obligated to provide you with a copy of the Form 7 they submit. This is your record that the employer has acknowledged the injury, even if they indicate on that form that the injury may not be work-related. Toronto Fire has recently transitioned to a digital Form 7 reporting system called Quatro Safety. Only District Chiefs and above currently have access to this system and should be the ones to complete the Form 7 paperwork.

If you have made a WSIB claim, you should hear from a WSIB case worker within a few weeks. If you don’t receive a phone call or letter, it is likely that there has been a delay with your Form 7 submission. You can always contact WSIB to follow up, even if a claim number hasn’t been assigned yet. WSIB can be reached at 416-344-1000.

Our next article will cover medical paperwork, Form 8, return to work and modified duties. In the meantime, please reach out to anyone on the Disability Management Committee with your questions.

Initial Claim Checklist

• Determine if Form 6 is required (was this just a first aid situation or was health care required?)

• Form 6 filled out by worker

• Form 6 submitted to the worker’s immediate supervisor

• Form 6 copy submitted directly to WSIB by worker

• Immediate supervisor sends Form 6 to DC

• Immediate super visor fills out Form 7 (TFS Supervisor’s Report of Injury/Incident)

• Form 7 filled out by DC and submitted by the employer to WSIB

• Form 7 copy sent to the worker from TFS

Letter from the Editor…

I imagine, like me, you too have heard or read statements like “let’s have a conversation” or “happy to chat”. Opening the door this way helps to address difficult topics and conversations to iron out issues or come to consensus among participants. While this fashion is often used in higher ranks, it can also be used between friends, partners, co-workers and family.

I believe some of the key reasons people do not involve themselves in difficult conversations is because they don’t know how to approach them, don’t know what to say, may feel they might offend someone or be in conflict, which makes it uncomfortable. Who wants to be uncomfortable? Adina outlines a few tips and solutions to address these challenges. To her list, I would add coaching or education on how to deal with difficult people and conversations. Some may still shy away. However, having some tools certainly helps. Others find situations may be “confrontational”. Yet, with the right tools, it does not need to be considered this way. Personally, I prefer not to have the “woulda, shoulda, coulda” lingering in my thoughts, so I recommend approaching these situations with leadership, thought, caution and care – “kid gloves”, as is said. When in doubt, never shout.

When you think about your long-term or best relationships, it’s likely they are built on trust, respect, honesty, transparency, communication and dedication. This treatment is ideal for yourself, your co-workers and crew. It is through these very areas that the power of communication and conversation have evolved. You may even reflect on how they have helped you manage difficult conversations or, more importantly, if you’ve been part of any, how well they have left you feeling. This may be the start of how to move forward with having meaningful, results-oriented, and positive outcome conversations!