Frequently Asked Questions

You may refuse a PPI assessment, but then WorkSafeNB will be unable to determine if you are entitled to a PPI award. 

Following your PPI assessment, a report will be sent to your claim manager and treating physician.

You can expect to receive a letter from your claim manager within 4-6 weeks with your assessment results.

If it is determined that a permanent physical impairment is the result of your workplace injury, an impairment rating percentage is assigned and used to calculate a PPI award.

A PPI award is a lump sum payment for a permanent physical impairment.

The award is based on your permanent physical impairment rating, measured using the Guides to the Evaluation of Permanent Impairment (AMA Guides), as provided in the Workers’ Compensation Act. The award calculation is based on the rate of impairment multiplied by the maximum annual earnings for your accident year. The PPI award is not intended to be a claim settlement, compensation for loss of earnings, nor compensation for pain, suffering or loss of enjoyment of life. The percentage of permanent physical impairment is calculated based on the whole person rather than the injured part. An impairment is not a measure of pain and suffering; however, recommended ratings in the Guides do make allowance for accompanying pain.

The PPI award will not affect your entitlement to other benefits under the Workers' Compensation Act, including loss of earnings and medical aid.

Travel expenses will be paid in accordance with the current approved travel policy.

If determined to be necessary, overnight accommodation expenses are paid, case by case. If you are unsure what expenses will be covered, please contact your claim manager to discuss this before booking any travel.

If you miss time from work due to this medical appointment, you will need a letter from your employer indicating the number of unpaid work hours missed and the normal rate of pay. You will subsequently be compensated for a reasonable amount of lost time.This information can be sent through a secure MyServices account or faxed to 1 888 629-4722.

For more PPI FAQs, visit worksafenb.ca. If you have further questions, contact your claim manager directly.

Yes, if your compensable injury worsens you may be eligible to be reassessed. Before a reassessment, WorkSafeNB requires medical documentation from your doctor explaining the changes in your injury since the initial PPI assessment.

If you are eligible for a PPI assessment and have moved to another province, arrangements will be made with the worker’s compensation board of the province where you live.

No matter what job responsibilities you may have, all employees have the following three fundamental rights:

1. Right to know

All employees have a right to receive the training needed to do the job safely. All employees, new, transferred or experienced, must be made aware of:

• Workplace hazards
• Safe work procedures
• Emergency procedures

If at any time you are unsure about a task on the job or are concerned about your personal safety or the safety of others, you should talk to your supervisor about receiving additional on-the-job or formal training.

2. Right to participate

All employees have a right to participate in solving health and safety problems and in the identification and control of workplace hazards. This applies to all workplace and all employees regardless of the size of the workplace. In workplaces with 20 or more employees, joint health and safety committees (JHSCs) are formed to address health and safety concerns. It’s a good idea for employees to know who the workplace JHSC representatives are in case you have a question or concern related to workplace health or safety.

3. Right to refuse dangerous work

All employees have the right to refuse work they believe is dangerous to their health or safety, or to that of others. If you are unsure about your safety at work, you should take the steps outlined here.

Call WorkSafeNB at 1 800-999-9775.

Your employer must:

• Ensure a new employee receives orientation and training specific to the position and place of employment before beginning work.  
• Records of the orientation and training of new employees are kept for at least three years. 

The following eight topics are the minimum requirement for organizations to provide to new employees before they begin their new responsibilities:

• The name and contact information of the new employee's supervisor.
• The contact information of the JHSC or the health and safety representative.
• The new employee's rights, liabilities and duties under this Act and the regulations, including reporting requirements and the right to refuse.
• The health and safety procedures and codes of practice related to the new employee's job tasks.
• The location of first aid facilities and how to obtain first aid.
• The procedures on how to report illnesses and injuries that occur at work.
• The procedures about what to do in an emergency.
• The use of personal protective equipment, if applicable.

More information on training and orientation of workers is found in the OHS Guide topic New Employee Orientation