Additional entitlement decision

A second injury is a new and distinct impairment or disease occurring as a consequence or complication of a compensable injury. The decision maker reviews entitlement for a second injury in accordance with Policy 03-01, Part II, Application 2.

When a second injury is reported, either by the worker, treatment provider or medical reporting, determine if the injury occurred as a direct result of:

• A WCB approved medical or rehabilitation treatment for a compensable injury. WCB-approved medical or rehabilitation treatment does not include modified duties or re-employment services, or
• A weakened limb or failure of a prosthesis or appliance related to a compensable injury.

If the above criteria do not apply, it is not a second injury.

If it is not a second injury, consider whether the injury is a separate concurrent conditionA concurrent condition is a non-compensable condition that exists at the same time as the compensable disability.. For more information on concurrent conditions, refer to the Policy 04-02, Part II, Application 1, Question 11.

If a worker reports that an incident occurred on a WCB owned or leased property (e.g., Millard Health), document the details, refer the worker back to that property to report the incident, and report it to Finance. 

When the injury is not accepted as a second injury, treatment for the second injury is not authorized. Continue to manage the claim for the compensable injury. If the injury occurred:

• while the worker was performing modified duties, the decision maker should create and adjudicate a new claim for the new accident.
• on property not leased or owned by the WCB, the worker may have the option to purse legal action against the occupier or owner of the facility. The WCB does not have any involvement in the process.

When the injury is accepted as a second injury, continue to manage the second injury on the same claim and update the care plan, as needed. The worker is eligible for the same benefits and services as for the work-related injury. 

If there is a possibility of third-party action, notify the WCB Legal Department of the injury that has been accepted and the circumstances of the incident. Third-party actionFor WCB purposes, a third party is a person not covered under the WCA who causes or contributes to an accident. may be considered where the second injury occurred as a result of the fault of a third party not covered by the Act (e.g., medical malpractice, defective prosthesis, etc.).  Refer to Policy 07-02, Part II - Application 6 - Third party recoveries and the Third-party claims section in the 1-1 Initial entitlement decision procedure.

Review the claim for cost relief if the second injury is accepted. Refer to Procedure 12-1 Cost relief, cost transfer and cost allocation.

When sexual dysfunction is reported, either by the worker, treatment provider or medical reporting, determine if the dysfunction occurred as a direct result of the compensable accident.

Identification of a work-related sexual dysfunction may come from:

• Family physician
• Hospital staff
• Canadian Paraplegic Association (CPA) counsellor
• CPA Registered Nurse
• Worker
• Spouse/adult interdependent partner
• Medical Consultant
• Counsellor
• Other sources

When there is no confirmed diagnosis, ask the worker to speak with their treating physician for a referral to a specialist (e.g., urologist or gynecologist).

Consult with a medical consultant, if assistance is needed to confirm the cause or severity of the sexual dysfunction, health implications, pre-existing conditions, non-organicNon-organic means there is no physical cause. based sexual dysfunction and permanent clinical impairment (PCI).

If accepted, the decision-maker assists the worker and spouse/adult interdependent partner in coping with sexual dysfunction by providing counselling, medical treatment, and aids for sexual function and reproduction.

Treatment/Counselling

Once the issue has been identified, the decision maker can refer the worker for counselling specializing in sexual dysfunction which can provide education on conservative and invasive treatments.  

Authorize the purchase of an appliance(s) or medication prescribed for sexual dysfunction. Medications are authorized if prescribed by a physician. For worker/spouse/adult interdependent partner appliance purchases, a report from the service provider or prescription from the treating physician is required.

Family Planning

Under Policy 04-07, Part II Application 3, we may provide assistance for family planning to severely injured workers if the worker has a functional disability resulting from their compensable injury.

Encourage the worker to speak with the treating physician for a referral to a facility for family planning. Discuss the WCB responsibility for family planning assistance and explain the authorization process.

Contact the Health Care Consultant for fertility clinic service providers. The treating physician will make the referral. Notify the fertility clinic of pending WCB responsibility for family planning assistance and request a report on the treatment plan and estimated costs.

Review the fertility treatment plan and estimated costs. Consult with the medical consultant for clarification of the treatment plan, if needed.

Authorization of the treatment plan and costs is based on an appropriate treatment facility nearest to the worker's place of residence. If the worker requests to change to a different facility, the difference in cost may be the responsibility of the worker.

Review and action recommendations from the supervisor as appropriate. Communicate the decision verbally and in writing including the rationale to approve or not approve the treatment. Be sensitive to the circumstances of the injury and treatment. Send a copy of the letter to the treating physician and the fertility clinic. Include the following information:

• All accepted costs for treatment.
• The level of entitlement for treatment.
• When further WCB approval is required (e.g., repeat treatment, change in treatment, etc.).
• That the worker is responsible for any medical complications of conception, pregnancy, and delivery, pre-natal and post-natal care for mother and child, the child's health or medical treatment, custody issues and other child rearing or medical costs.
• Review and appeal information. 

Monitor the treatment and review and action requests for repeat treatment and/or cost overruns. Obtain approval from the appropriate level of authority when additional costs for treatment are identified.

The decision maker determines additional entitlement to benefits and services for TMJ disorders in consultation with a dental consultant, and if required, the medical consultant.

When investigating entitlement for TMJ, request the following:

• A report of the dental damage.
• A detailed dental history, including any pre-existing TMJ concerns and x-rays.
• A report with an outline of the proposed treatment.
• Complete medical (if appropriate) and dental history (work related and non-work related).
• List of medication prescribed as a result of the work-related injury.
• Information about the worker's future oral hygiene needs (e.g., will the worker need an electric toothbrush, special appliance or required aid).
• A report of anticipated TMJ disorder/dental damage, if any and its causes.
• A report of anticipated repairs, TMJ treatment and/or maintenance.

Once the information has been gathered, refer the claim for a dental medical review requesting an opinion to confirm:

• If a causal relationship exists between the work injury or activity and the TMJ problems,
• If the work injury or activity aggravated a pre-existing condition and whether the aggravation is temporary or permanent, and
• The recommended treatment.

The dental consultant provides a dental opinion in response to the questions outlined in the file note. If a dental opinion cannot be provided based on the claim information, the dental consultant refers the claim back to the decision maker to request the necessary information.

The decision maker reviews the dental consultant's opinion and makes a decision to accept or not accept the TMJ disorder as an additional injury/illness and recommended treatment.

Workers who have a claim for a physical injury may develop a psychological injury (secondary psychological injury, or SPI). It’s important that the decision maker recognize any potential compensable psychological injury and provide appropriate treatment as soon as possible, to ensure the worker receives the treatment they need and to prevent the condition from becoming a significant return to work barrier.

An SPI may be diagnosed by a treatment provider. However, sometimes an SPI is undiagnosed so the decision maker will need to be aware of signs of possible SPIs. Common signs of a possible SPI include:

• A significant change in the worker’s attitude, behaviour, or perspective.
• The worker reports issues that may not seem directly related to a psychological condition, like reports of unusual interpersonal issues, problems at work, difficulties with family, problems sleeping, ruminating about their accident, etc.
• Symptoms identified on medical reporting such as difficulty sleeping, difficulty concentrating, memory problems, anger, etc.

For more information, refer to the Identifying Psychological Barriers tool.

To accept an SPI, there must be:

1. a mechanism of injury (MOI) that could result in a compensable psychological condition,
2. the worker must have a confirmed psychiatric/psychological diagnosis, and
3. there must be a causal relationship between the psychiatric/psychological diagnosis and compensable accident, compensable injury, or treatment for the compensable injury.

MOI

An SPI may be compensable when it occurs because of one of the following:

• There was exposure to a traumatic event(sA traumatic event(s) is defined as a direct personal experience of an event or directly witnessing an event that, reasonably and objectively assessed, is: sudden/unexpected, frightening or shocking, having a specific time and place, and involving actual or threatened death or serious injury to oneself or others or threat to one’s physical integrity (i.e., assault).).
• The worker had an extreme emotional reactionAn extreme emotional reaction means that the worker’s reaction must be severe enough to cause the development of a diagnosable psychiatric/psychological condition, rather than cause general stress and/or psychological symptoms.  to their own compensable injury.
• The worker had an extreme emotional reaction to treatment for their compensable injury. Note: emotional reactions to re-employment services, decisions, WCB processes, and interactions with WCB staff are not compensable, as these services are not considered to be a direct consequence of the injury or treatment for the compensable injury.

Refer to Policy 03-01, Part II, Application 6.

Note: the MOI of chronic onset stress (an accumulation of stressors at work, a significant stressor that existed over time, or bullying or harassment (chronic onset psychological injury)) does not typically result in a compensable SPI since the only time a worker would experience chronic stress at work after the DOA is if they are engaged in modified duties. If a new injury occurs during modified duties, a separate claim should be created and adjudicated. Refer to Policy 03-01, Part II, Application 6 (Questions 6 and 7) for information on chronic onset stress.

Confirmed psychiatric/psychological diagnosis

To be compensable, the psychological diagnosis must be made using the Diagnostic and Statistical Manual or Mental Disorders (DSM)The DSM is a classification system that identifies diagnostic criteria used to diagnose mental health disorders.. For presumptive coverageWCB recognizes that certain occupations (i.e., first responders, emergency dispatch, correctional officers) routinely expose workers to traumatic events. Presumptive coverage means that the Workers' Compensation Board (WCB) presumes that a confirmed DSM psychological or psychiatric injury occurred due to an incident at work or work exposures. , the diagnosis must be made using the most current version of the DSM. For all other cases, see Policy 03-01, Part II, Addendum A for the version of the DSM that should be used to make the diagnosis.

A DSM diagnosis can be made by a physician, psychologistsPsychologists are not medical doctors and cannot prescribe medications. Their focus is on treating emotional and mental suffering in patients with therapy and behavioral intervention., clinical social worker or nurse practitioner, except when presumptive coverage applies (see below). When presumptive coverage applies, the DSM diagnosis can only be made by a physician, psychiatristsPsychiatrists are medical doctors who can prescribe medications as a course of treatment., or psychologist.

If a providerphysician, psychiatrist, psychologist says they are unable make a diagnosis or are only able to provide an unconfirmed, pending, or working diagnosis, contact the provider to discuss whether they are able to determine if the worker meets the DSM criteria to diagnose an alternate psychological or psychiatric diagnosis. For example, a psychologist might determine a worker meets the criteria to diagnose Acute Stress Disorder while they continue to investigate if the worker meets the diagnostic criteria for a more complex diagnosis like PTSD.

Providers may use a more recent version of the DSM than the one identified in Policy 03-01, Part II - Addendum A. In this case, ask the provider to confirm that their diagnosis would be unchanged using the version of the DSM identified in Addendum A.

Causal relationship between the psychiatric/psychological diagnosis and compensable accident, compensable injury, or treatment for the compensable injury

To accept an SPI, the appropriate standard of causation must be met. For:

• Traumatic onset and emotional reaction to a compensable injury or to compensable treatment, the “but for” test must be met. This means the traumatic event(s) at work or the emotional reaction to an injury or treatment was a necessary factor for the development of the psychiatric/psychological condition, unless presumptive coverage applies.
• Workers who were employed in specific professions for which presumptive coverage applies (firefighters, police officers, peace officers, sheriffs, emergency medical responders, primary care and advanced care paramedics, correctional officers, emergency dispatchers, registered nurses, registered psychiatric nurses, certified graduate nurses and graduate nurses, and student nurses), and
  • Were diagnosed with PTSD, WCB presumes the diagnosis was caused by the work accident, unless the contrary is shown, OR
  • Were diagnosed with a psychological condition (other than PTSD) and experienced a traumatic accident/incident(s), WCB presumes the diagnosis was caused by the work accident, unless the contrary is shown.

For information about presumptive coverage, refer to the Table 1 Presumptive Coverage for Psychiatric or Psychological Injury in Policy 03-01, Part II, Application 6.

When considering if there is a causal relationship between the psychiatric/psychological diagnosis and compensable accident, compensable injury, or treatment for the compensable injury, review:

• Whether the accident/compensable injury/treatment for the compensable injury was serious enough to cause the worker to develop the psychiatric/psychological condition. If this is unclear, the decision-maker should consider requesting a medical consultant or psychological consultant to review and provide an opinion.
• The worker’s function pre-accident (i.e., what was their established baseline) compared to post-accident. A Cognitive Psychosocial Job Demand Analysis (CPJDA) can help confirm the worker's psychological baseline.
• Whether the psychiatric or psychological diagnoses is likely to be caused by an accident, compensable injury, or treatment for a compensable injury. Some psychiatric/psychological conditions are less likely to be caused by accidents/injuries/treatment, such as personality disorders (e.g. narcissistic personality disorder), psychotic disorders (e.g., schizophrenia), learning disorders, and ADHD. If this is unclear, the decision-maker should consider asking for a medical consultant or psychological consultant to review and provide an opinion.
• Whether the new or increased symptoms are a normal presentation of a pre-existing condition, rather than a new diagnosis that was caused by the accident/injury/treatment.  If this is unclear, the decision-maker should consider requesting a medical consultant or psychological consultant to review and provide an opinion.
• Whether sufficient medical history was obtained. Many psychological conditions fluctuate over time so the decision maker should consider whether a longer medical history should be obtained (e.g. up to 2 or 3 years) to ensure that normal ebbs and flows are captured in the reporting.
• When it’s likely that there’s a causal link between the diagnosis and the accident/injury/treatment, whether the worker’s treatment provider has a thorough rationale to support their opinion. If not, the decision maker should consider contacting the provider to discuss their rationale. A psychological assistant can help prep for a call and the file note category and standard text Psychology > Phone Contact with Psychologist can also provide guidance.

Psychological/Psychiatric Assessments

In many cases, the decision on entitlement for an additional diagnosis can be made based on the facts on the claim or with assistance from a medical consultant or psychological consultant. However, in some cases, additional assessments may be required. Assessments to consider may include:

• A comprehensive psychological assessment (CPA),
• A psychiatric independent medical examination (IME) or
• A CPA followed by a psychiatric IME. When referring for both, the CPA should be completed first so the IME examiner has the information available. 

A CPA is not always required to confirm the relationship between the accident, compensable injury, or compensable treatment and the psychological/psychiatric condition. Refer to the 4-1 Medical testing, referrals and program support procedure.

When referring for both a CPA and an IME the CPA should be completed first, so the IME examiner has the information available. 

Consider a CPA when:

• There are concerns about validity
• There are pre-existing psychological/psychiatric conditions,
• There is a delayed onset of the psychiatric or psychological condition.
• The worker's symptoms are not resolving with treatment.

Because CPAs can take several months to complete (and cannot be repeated within six months of any prior CPA), it’s important to ensure that a CPA is needed or if a decision can be made using other resources.

Consider a psychiatric IME when:

• There is no DSM diagnosis, or the diagnosis is unclear.
• There is a significant pre-existing or concurrent psychiatric condition.
• There are medical factors that may be contributing to the psychiatric presentation.
• It has been recommended by a CPA, medical consultant or psychological consultant. 

Refer to the CPA tool to assist in determining whether a CPA is required to make the entitlement decision: internal Electronic workplace (EW) > Business Tools > Psychological Injury Management > Home/Overview > CPA tool.

Refer to the CPA vs IME tip sheet for information on how to decide whether to refer for a CPA or an IME: internal Electronic workplace (EW) > Business Tools > Psychological Injury Management > Links and Resources > Tip Sheets > CPA vs PIME Fact Sheet).

Background

Substance use disorder (SUD) is a problematic pattern of substance use leading to clinically significant impairment or distress.

SUD may result from the use of a variety of substances including medications (whether prescribed, non-prescribed, opioid or non-opioid), or other legal or illicit substances (e.g. alcohol, cocaine). 

Substance use disorders may be referred to by the specific substance involved such as Alcohol Use Disorder, Cocaine Use Disorder, Opioid Use Disorder and Cannabis Use Disorder. If an individual has more than one SUD at a time, it is known as polysubstance use disorder.

When a SUD is identified, we must consider the impact on entitlement and treatment for the compensable injury. 

For opioid medication management and tapering, end this procedure and instead follow the 4-7 Opioid management procedure.

Determine if there is a SUD

A variety of information may highlight the possibility of issues with substance use:

• It may present as behavioural concerns which are impacting participation in treatment or return to work, such as:
  • A pattern of being late for or missing appointments.
  • Worker is uncooperative or demonstrates inconsistent participation, even when present.
  • Their behaviour limits their ability to participate in medical treatment safely (i.e. arrives for treatment in an impaired state).
• Claim documentation may show indicators of substance use issues including:
  • Frequency of medication refills suggesting misuse of prescribed medication.
  • Notation from treatment providers about reports of substance use or presentation, including documentation of a diagnosis or recommendations for treatment.
  • Information directly from the worker or their representatives about use of substance or request for treatment

When a SUD is suspected, investigate it further:

• Complete a brief review (e.g., six months) of prescription receipts on file and/or medical records for the approved medication and any mention of other substances the worker is taking/using. 
• Speak with the worker or representative and ask:
  • Has the worker discussed any concern with substance use, do they feel they have substance use issue or have they taken any steps to address their substance use concerns?
• Contact the current service providers to review your concerns. If there are concerns regarding a prescribed medication, the prescribing physician should be contacted. Ask:
  • Is there a diagnosis of a SUD? Are there signs it is impacting their treatment or recovery?
  • Collaborate on a treatment plan for the SUD (refer to treatment section).
• Consider if an additional assessment is required to diagnose the SUD or determine if the SUD is caused by the compensable injury/accident. If further information is required, consider:
  • Substance Use Assessment (see heading below).
  • Comprehensive Psychological Assessment
  • Psychiatric IME.
  • MC or PC referral. 

Refer to the Medical and Psychology Consultant referral section below and procedure 4-1 Medical testing, referrals and program support for more information.

Make the additional entitlement decision

Entitlement may be made at any point in the process, dependent upon the medical documentation. A Medical Consultant or Psychological Consultant review is not always required to determine compensability. 

Consider if the SUD should be accepted outright, on an aggravation basis, or denied. The findings of a CPA, PIME or Substance Use Assessment can help make the appropriate entitlement decision if the information available on file isn't sufficient.

Entitlement should be considered when:

• The medical documentation provides a medical opinion from an assessing or treating physician or psychologist, Medical Consultant or Psychological Consultant that there is a diagnosed SUD, and
• The diagnosis is causally related to the injury.

In rare cases, it may be reasonable to provide treatment for the SUD before entitlement is verified when the substance use is clearly presenting as a significant barrier to recovery from a compensable injury. Typically, a substance use assessment should be used in these cases. When someone is in active addiction, the validity of other assessments such as a CPA or IME may be impacted, so an assessment may not be possible until stabilization is achieved through some treatment or intervention.

Determine the treatment required for the SUD

Treatment for a SUD may be considered when it is compensable or when it is not compensable but is a barrier to RTW or treatment. When treatment is required:

• Explain to the worker that continued entitlement to wage replacement and medical aid benefits is dependent on their participation in the necessary assessments and treatment program.  Ensure the worker understands that not participating could result in a suspension of benefits under section 54 of the Workers' Compensation Act (WCA).
• Refer to any assessments and implement any outstanding treatment recommendations.     
• Collaborate with the treatment provider on the suitable treatment plan.

Suitable treatment may include:

• Medication TaperingWhen there are concerns with prescribed medications collaborate with the prescribing physician on a plan, including tapering if needed.  If a medication management plan is needed, refer to opioid procedure and consult with HCS Consultant for approval of the MMP..
• Counselling and regular family physician check ins.
• Community programsSuch as Alcoholics Anonymous, Narcotics Anonymous, and other peer-led self-help groups may be offered as an adjunct to other treatment however given the anonymity of these groups, you will not be able to obtain any collateral information for the claim from them. Likewise, release of any claim information to them, without worker consent, would not be permitted. As a result, it is important the treatment plan be monitored by a treatment provider (GP, Psych, etc.).
• Outpatient substance use program.If an outpatient program is being considered, make a substance use assess and treat referral.  

The substance use assessment, or a treating provider may recommend a program. When referred for a program, the WCB contracted provider will determine the specific program requirements. These may include:  

• Outpatient Substance Use program
  • Detox (standalone)
  • A four-week substance use program with detox
  • Aftercare services with two streams:
    • Basic- offers weekly group support
    • Enhanced- offers weekly one-on-one sessions, weekly group support sessions, access to the mental health/substance use resource navigators, access to the Safe and Sound protocol and voluntary monitoring objective urine toxicology and alcohol breath testing.
• Inpatient Substance Use program
  • If an inpatient program has been recommended by the treatment provider, first refer for a substance use assessment if one has not already been done. If an inpatient program is still required following the substance use assessment, consult with HCS for approval.

Note:  When a treatment program (inpatient or outpatient program) is provided for a non-compensable condition, it is provided on a one-time basis only.

If the SUD is non-compensable and is not presenting a barrier to RTW then treatment may include community supports such as counselling, Narcotics Anonymous (NA)/Alcoholics Anonymous (AA). It should be encouraged that the worker speak to their family doctor as no WCB intervention is required in these instances. The decision maker can proceed with a referral through community supports to locate alternate community services in Alberta.

Monitor treatment and progress and determine benefits

Maintain regular biweekly contact with the worker during treatment. Address any concerns that arise (i.e. missed appointments, not participating in treatment).

Review the treatment progress and discuss with the treatment providers as needed. Outpatient programs with the SUD contracted provider will provide an initial report, progress report and discharge report. 

If treatment is not progressing, consider if alternate treatment planning is required. Another formal assessment is usually not required in these instances. Consider also whether MC or PC referral is needed.

In the case of aggravation of a pre-existing SUD, the goal is to return them to their baseline functioning, which then allows recovery from the other compensable injury. The aggravation is then considered resolved.

Benefits during treatment

Review for appropriate benefits while in treatment. 

For a compensable SUD, pay temporary total disability (TD01) or temporary partial disability (TD02) benefits biweekly during the treatment program.  If a worker is receiving wage loss supplement benefits (i.e. ELP, TEL or TPD), TD01 or TD02, benefits can be paid during the treatment program, provided the treatment or related restrictions remove the worker from active employment.

Consider eligibility for other appropriate benefits during the treatment program (e.g., travel and subsistence allowance).

For a non-compensable SUD, consider the following when determining if wage loss benefits (i.e., TD01/TD02, existing wage loss or none) are payable:

• Are wage replacement benefits (i.e., TD or VR) currently being paid?
• Does treatment for the SUD remove the worker from active work or actively looking for work?
• If so, benefits can be paid during the treatment program.

If a worker leaves WCB-funded treatment for a non-compensable SUD on their own or is removed because of their behaviour and cannot finish the program, they may not meet the requirements to receive ongoing wage loss. Refer to procedure 3-3 Duty to cooperate.

Discharge and post discharge management

Upon discharge review the report. If treatment was:

• Successful, confirm the worker's fitness for work and work restrictions, and implement the return-to-work plan.  Review for change in wage loss benefits (i.e., re-employment benefits).
• Not successful for a compensable SUD refer to a Psychological or Medical Consultant for further recommendations and consider section 54 of the WCA if there have been repeated relapses or failure to complete the program for any reason.
• Not successful for a non-compensable SUD, call the worker to discuss the next steps in their plan. Explain that treatment for the SUD will not be re-offered, however, the worker is still entitled to benefits and services relating to recovery and return to work for their compensable injury. Explain continued payment of benefits for the work-related injury is dependent on the worker's participation in the return-to-work plan.  

Note: When treatment was provided for a non-compensable substance disorder and the worker was unsuccessful in recovery, typically no further treatment is offered. In rare cases, a second and final treatment program can be considered in consultation with the supervisor, if the merits of the individual cases have substantially changed since the first treatment program and success is a strong possibility.

Determine whether you will provide benefits for any aftercare programming. Length of this programming offered by the treating provider may range from as little as 30 days up to 1-year, depending on the program and the worker’s individual needs. Additional no-cost programming may include Alcoholics Anonymous and Narcotics Anonymous. Discuss with your Supervisor how much programming will be covered, if any, then provide that entitlement decision in a custom letter. 

When we accept the entitlement as an aggravation of a pre-existing SUD and the worker relapses into addiction, the claim is not reopened unless there is also a worsening of their other compensable conditions. Benefit eligibility would be driven off the status of the compensable condition but may include treatment for the SUD when the compensable condition has deteriorated to the point the work restrictions have changed.

If the worker is expected to be employable after the treatment discharge, then ensure the appropriate rehabilitation/vocational services (e.g., occupational rehabilitation, Supported Job Search (SJS), pain management program, etc.) start immediately, if not already started.  

The offer for medical and/or vocational assistance must remain open to the worker once the substance use issue is no longer a barrier to rehabilitation.

Consider the delay of recovery and if cost relief applies. The period of cost relief removed should equal the length of treatment program where the worker was not attending concurrent treatment for the SUD.

If a worker self-discharges from WCB funded treatment due to a non-compensable SUD and/or is removed due to their conduct and therefore is unable to complete the WCB-funded treatment review procedure 3-3 Duty to Cooperate. 

Medical or Psychology Consultant referral

Consider a referral to a Medical or Psychology Consultant when there is conflicting medical evidence, or disagreement on a treatment plan/progress. When there are concerns with medications or the medical information in question is from a physician or psychiatrist, a medical consultant rather than psychological consultant should be used

Before making the consultant referral ensure the following information is available on the claim for their review:

• The completed prescription medication intake summary (if completed and relevant).
• A list of medications related to the compensable injury.
• Indicators that may suggest a SUD.
• All concerns identified by service providers.

Request that the consultant:

• Provide a review on whether there is evidence that documents a diagnosis of a SUD prior to the date of accident work injury.
• Comment on which SUD's are current and whether medical documentation supports a relationship to the DOA treatment or injury in cases where multiple SUD diagnoses are provided.
• Call the treating provider to discuss if substance use is an issue or a barrier to medical recovery or return to work, and to confirm if they will support treatment for a potential SUD, if identified.
• Obtain recommendations from the prescribing and/or treating physician(s) or treating psychologist recommend treatment or further assessment, if required.
• Comment on whether recovery has been or could be prolonged due to the SUD.

Note: A Consultant cannot provide a diagnosis and determine causation when those opinions have not already been provided. Rather, the Consultant may weigh conflicting evidence and provide an opinion on those opinions provided by the treating physician(s) or psychologist.

Review the Consultant documentation and recommendations to consider any changes to entitlement. Determine if the SUD is: 

• Confirmed, make the additional entitlement decision for the SUD if it hasn't been made already.
• Possible but further evaluation is required, complete any referrals for additional investigations as needed.  
• Not considered and no further evaluation is required continue to monitor the claim for any changes which may impact the case plan.

Substance Use Assessment

A substance use assessment will provide a diagnosis to confirm whether there is a substance use disorder, and it will provide treatment recommendations to address the concerns. While it may help resolve a conflict of medical opinion, it will not provide answers to questions of causation.  It is specific for substance use and will not confirm other psychological or psychiatric diagnoses.