Professional Documents
Culture Documents
Organizations like the Canadian Federation of Independent Businesses, Ontario Network of Injured Workers Groups and the Auditor General etc. have all called for more responsible management and answers to why the board is in such disarray, especially when other provinces seem to handle the task with success.
Background
In 1915 the Workers Compensation Board (WCB) was created to administer the Workers Safety Insurance Act of Ontario (WSIA). It became known as the Workers Safety Insurance Board (WSIB) in 1998 following a revision to the WSIA.
The WSIB is funded entirely by the premiums paid by the employers of Ontario and receives no government funding. There are currently 237,300 registered employer accounts, classified in 154 rate groups covering approximately 4.5 million (approx.70% of) workers in Ontario.
The WSIB
The WSIB Workers Safety Insurance Board is a no-fault workplace insurance for employers and their workers.
Provides: Disability benefits & survivor benefits Monitoring of the quality of health care Assists in early, safe return to work for workers injured on the job or who contract an occupational disease. Employers - are provided no-fault collective liability insurance and access to industry-specific health and safety information Workers - are provided loss of earnings benefits and health care coverage
Continued.
Most businesses in Ontario that employ workers (including family members and sub-contractors) must register with the WSIB within 10 days of hiring their first full or part-time worker. It's the law. Even if your company is in one of these categories, you can still choose to insure your workers through the WSIB. Private Insurance - for all firms and sub-contractors working in industries that have mandatory coverage under the Workplace Safety and Insurance Act, private insurance coverage is not a substitute.
1. Costs of new injuries and illnesses 2. Administrative costs, including legislated obligations (Occupational Health and Safety Act, etc.) 3. Unfunded liability amortization charge
43%
40%
New Claims
Past Claims
Overhead
Legislative Obligations
History of Change .
UFL vs. Average Premium
14 12.4 12 11.5 11.8
10 8.1
6.6
2.26
2.26
2.26
2.3
2.35
0 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 Premium in Dollars UFL in Billions
Jurisdictional comparison
*The recalculated new claim cost based on latest estimate of projected 2011 assumptions including 6% discount rate not published in the Association of Workers Compensation Boards of Canada (AWCBC).
Impact on Payroll
Although premium rates fluctuate depending on classification or rate group, the maximum insurable earning ceiling continually increases (earnings that premium rates are based upon)
New claims costs and Experience Rating (ER) will effect premium rates
Compliance: not paying premiums on time or at all, can incur undue penalties and fines
Impact on Organizations
a company that previously has not paid WSIB premiums, will have a huge impact with the exposure to the new expense. it may make it marginally more difficult to remain competitive in the national labor market. companies may choose to enforce stricter guidelines on work place safety awareness, employee incentives and introduce new procedures to keep claims minimized and improve their experience ratings.
Possible Solutions..
WSIB 2011-2013 Plan
Will rely on the Independent Funding Review to determine how best to achieve sufficient funding Optimize its premium and investment revenue Reduce benefit costs through reduction of incidents with better education including early return to work Increase efficiency in their administration Best customer satisfaction ever
Public Opinion
Its simple there are only 3 ways to address the liability 1. Raise premiums 2. Reduce benefits 3. Increase investment funds Need to stick to mandate and not be influenced by political agendas Reduce the number of claims and promote early return to work
Conclusion
It is our belief that the WSIB has a long way to go to correct the situation they have gotten themselves (and us) into. For certain then need to improve the financial position by eliminating the UFL and move toward a fully funded system. This will secure future benefits and ensure employer premiums are lower. A properly managed and funded system means a fair system for all who rely on it. It will help maintain Ontarios reputation as being one of the best places in the world to live, work and succeed in business.
Q&A