Benefits of coverage
The WSIB provides workplace compensation for businesses in Ontario. It protects and supports covered workers if they are injured on the job and means that employers generally don’t need to worry about being sued by their covered workers if a work-related injury occurs.
It’s important to note that if you are an independent operator, you are considered both an employer and a worker.
However, if you are a sole proprietor, partner, or executive officer (and are not exempt), then you are considered a worker, and the business you own/work for is considered the employer.
The coverage we provide is different from the coverage you’ll get from a private insurance company. Here is a brief summary of the coverage the WSIB provides:
- The WSIB provides competitive, no-fault collective liability insurance.
- You don’t pay HST on your WSIB premiums.
- Your premiums are tax-deductable.
In order to support workers in the case of a workplace injury, WSIB insurance covers a broad range of services such as:
- Replacement of up to 85% of your net earnings starting the day after the injury.
- Loss of retirement income benefit.
- Coverage for health care costs.
- Help getting you back to work safely and retraining if necessary.
- Special allowances for severely impaired workers including an Independent Living Allowance.
- In the event of a workplace fatality, survivor benefits can include a lump sum and monthly awards for the spouse and dependent children, and all reasonable expenses for funeral and burial services are paid.
- Access to construction-specific workplace health and safety training programs, products and services from the Infrastructure Health and Safety Association (IHSA).
How We Help Injured Workers get Safely Back to Work
To help us explain the kind of coverage and support we provide, here is a real life story of a worker who was injured on the job. It will illustrate for you how we helped him get safely back to work.
Please note that your privacy is always very important to us. The worker involved has given us permission to share his story, and in order to protect the worker’s identity, all personal details have been omitted from the following account.
A Back to Work Success Story
A truck driver was injured on the job and, as a result, was left with a permanent physical impairment. His road back included surgery and a recovery time of about eight months. During this time, the WSIB provided wage replacement and covered his health care costs.
When he was ready, the worker met with one of our Work Transition Specialists. His physical recovery had been difficult, and because he now had a permanent injury, he couldn’t return to his original job. His employer told him that without computer skills, there was unfortunately no other work available for him.
The employer wanted to get the worker back to work, but they were unable to see a solution. They met with our Work Transition Specialist and reviewed the worker’s skill set. They agreed a job was available if the worker could learn how to use a computer.
Our Work Transition Specialist then arranged for the worker to go back to school; we paid his tuition costs, mileage to school and back, and continued to pay his wages during his retraining.
Unfortunately, towards the end of the retraining period, the employer ran into their regular off-season slowdown. In order to avoid a layoff, we offered to pay for an additional four weeks of training to help the worker protect his job and buy the employer the time needed to get through the off-season.
The worker has now returned to full-time permanent employment and is enjoying his new position. His employer truly values the insight the worker’s previous truck driving experience brings to his new role.
The WSIB continues to supplement the worker’s salary, and will continue to supplement his income until he turns 65 or reaches his previous salary through typical in-job raises.
Less than two years after the injury, this worker is now safely and happily back at work. We supported him through his recovery and helped him get safely back to work by:
- Providing loss of earnings benefits and health care coverage.
- Helping to identify a suitable alternate role for him.
- Determining what needed to be done to upgrade his skills.
- Organizing and paying for his training