A hearing test is part of the worker’s application for workers’ compensation benefits. It is required to determine entitlement to compensable occupational noise-induced hearing loss resulting from hazardous noise levels in and out of the workplace, or within a certain specified time from the end of exposure to hazardous noise levels in and out of the workplace. The initial hearing test must be performed by a qualified supplier.
A full diagnostic hearing assessment is not part of the bundled fitting maintenance fee. It may, therefore, be separately invoiced at $100 per worker. WorkSafeNB pays for the initial full diagnostic hearing assessments to determine the injured worker’s hearing loss only when requested by WorkSafeNB. Additional assessments are only considered when pure-tone evaluations indicate a significant change in the injured worker’s hearing loss. A significant change in hearing is defined as a minimum of 20 dB HL in three or more of the octave frequencies between 500 Hz and 4000 Hz.
A full diagnostic hearing assessment must include:
The hearing services provider must complete and send to WorkSafeNB Form HA-01 – Hearing Aid Fitting and Service Report.
A hearing re-evaluation may be performed if the injured worker complains of hearing difficulty and the hearing device has been evaluated to determine that it is programmed appropriately and functioning properly. WorkSafeNB will pay a flat fee of $60 for a hearing re-evaluation.
WorkSafeNB defines the hearing re-evaluation test to include, at minimum:
The hearing services provider must complete and send to WorkSafeNB Form HA-01 – Hearing Aid Fitting and Service Report.
WorkSafeNB expects hearing services providers to maintain detailed, legible assessment and service records related to hearing and hearing aid devices of injured workers. Upon request, the hearing services provider is expected to supply WorkSafeNB with a full copy of the injured worker’s file within five working days to be eligible to invoice WorkSafeNB $50 for this service.
A support clerk with WorkSafeNB’s Intake and Adjudication Department must make the request for a copy of the injured worker’s file. The support clerk will provide a claim number to the hearing services provider at the time of the request.
The hearing services provider must complete and send to WorkSafeNB Form HA-01 – Hearing Aid Fitting and Service Report before their invoice will be paid.
New Brunswick-approved hearing service providers who are approached by injured workers wanting to transfer service, must contact WorkSafeNB’s Intake and Adjudication Department for approval.
WorkSafeNB will replace an injured worker’s hearing aid device only when medically necessary. The minimum replacement time frame is currently every five years.
For new hearing aid devices to be approved, the injured worker’s current hearing aid devices must be proven to be inappropriate.
The hearing service providers must not solicit injured workers for replacement of current hearing aid devices; replacement must be initiated by the injured worker.
Hearing aid devices will not be replaced while under manufacturer or repair warranty without authorization by WorkSafeNB. In these circumstances, hearing services providers must submit WorkSafeNB Form HA-02- Exception Report for approval.
For further inquiries about WorkSafeNB’s Hearing Services program, please call the director of Intake and Adjudication at 506 343-5531, Monday to Friday.
For general enquiries, status of claim, billing and payment, or to speak to a claim manager call 1 800 999-9775.
There are no new responsibilities created by the change to legislation for supervisor. The goal is to clarify the employer’s and supervisor’s roles and responsibilities and to help identify who is considered a supervisor. The changes actually removed some responsibilities that supervisors had before the change to legislation and made them solely a responsibility of the employer (company). For example, training is no longer a supervisor’s responsibility; although the employer may delegate that task to a supervisor, training remains the employer’s responsibility. More information on supervision is found in the OHS guide.
No, WorkSafeNB does not determine who can be a supervisor but the legislation can help clarify if, based on particular task(s) or responsibilities, someone is considered a supervisor under the OHS Act. WorkSafeNB can highlight where there may be gaps, such as necessary knowledge, adequate training and compliance to the legislation. In addition, WorkSafeNB can use its compliance power if it identifies that supervision is not adequate at a workplace.
No. However, as the supervisor, you will be required to have sufficient knowledge in regard to your employer’s safety policy, program and procedures and the required protective equipment for the work (including electrical work) under your supervision. In addition, as the supervisor, you will need to be familiar with the hazards and the legislative sections that apply to the work you supervise.
