Initial entitlement decision - occupational illness and disease procedure

Detailed business procedure

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1. Review all documents, gather information and ensure claim is assigned correctly Review the information on the claim, get an understanding of the worker’s injury, their workplace environment and what they may need to assist them in their recovery. All new occupational illness or disease claims are adjudicated by the occupational disease team. If the claim is assigned to a physical injury team but it appears the injury is an occupational disease, re-assign the claim to the occupational disease team. If the worker has passed away, the occupational disease adjudicator determines if the worker had a compensable occupational disease and, if so, whether their death was due to the occupational disease. Refer to procedure 1-1 Step 1 for more information on what evidence should be reviewed to determine claim acceptance. In addition, for all occupational disease claims, consider the following: If the worker has passed away, is there a confirmed date of death and a contact person for the estate? Is there a copy of the will? If so, ask for the first and last page of the will that names the executor and has the signature of the worker. The worker’s employment history to determine whether there was a workplace exposure and when it occurred. Description of how and when the worker was exposed to a workplace health hazard while working. If the worker is retired and the reason for retirement. Determine what information may still be required to make the entitlement decision and anticipate questions that may arise during the initial conversations with the worker and employer (see step #2 for more details about this conversation). Some claim-specific exceptions or special circumstances may require further consideration to make a decision, such as if: The accident or exposure occurred outside of Alberta. The worker’s accident or exposure occurred in Alberta, but their permanent residence is in another province. The claim was not reported within 24 months of the accident or date of initial medical attention. Refer to the Claim-specific circumstances section in the 1-1 Initial entitlement decision procedure for additional information. Make sure the claim is assigned (charged) to the correct employer account.	Administrative tasks When required contact the supervisor of the occupational disease team for clarification on what qualifies as an occupational disease claim and whether it should be transferred to the occupational disease team to determine entitlement. If the file was not originally assigned to an occupational disease adjudicator complete a transfer file note and send it to the E40 assign desk. If a claim needs to be assigned (charged) to another account or industry, do not auto assign the claim. Instead, send a task to the Claims Charging, Working Desk. See the- Occupational injury and disease – claim charging section.
2. Contact the worker and employer and health care provider(s) and request any missing reporting Contact the worker, employer and health care provider as needed. In some cases, communication with other parties, such as a union representative, worker or employer representative(s) and/or family members may be necessary. Arrange an interpreter to assist with communication, if required. If the worker has passed away, contact the dependent spouseSpouse: the husband or wife of a married person (from Policy 04-08, Part I). , dependent adult interdependent partnerAdult interdependent partner: as defined in the Adult Interdependent Relationships Act., or next of kin. Confirm: The status of any dependents (i.e., was the worker married, did they have an adult interdependent partner, did they have any children, etc.). The date the worker passed away and relevant details about the worker’s death. if the worker had a will and, if so, the executor of the estate. Before contacting the employer by phone, consider: If the worker is currently employed, contact by phone should be made with the current employer. If the worker’s occupational disease may have been due to exposure from employment with multiple employers, only the DOA employer has a direct interest in the claim and should be informed of any claim information such as entitlement decisions, details about the occupational disease, etc. Refer to procedure 1-1 Step 2 for more general questions to ask the worker, employer and health care provider. Additionally, inform the worker and employer about the WCB Fact Sheets, which provide information about some types of occupational disease claims. Refer to the General tab for links. In addition to those general questions, additional questions should be asked based on the type of occupational disease that has been diagnosed refer to additional questions to ask the worker depending on the illness or disease section for specific questions. Send a letter requesting any missing information and explaining why it is required. If the worker has not responded within 2 weeks for a specific accident or within 30 days for a progressive claim, send another letter. If the worker has been employed through a union, obtain a letter from the union to provide a history of employment. If the worker is missing time from work and indicates they are experiencing financial difficulties as a result, first consult with a supervisor to discuss the 1-4 Benefits during a medical investigation procedure. If the worker indicates they cannot provide a work history, discuss options for obtaining information about their employment history. See the Obtaining a work history section. If the worker is deceased send the appropriate condolence letter. Request any other missing information identified in Step 1.	Administrative tasks Add a file note (contact) documenting the discussions with the worker, employer and/or service provider. Request any missing information by sending any that apply: Worker report of injury or occupational disease (C060) Employer report of injury or occupational disease (C040) Assignment of damages (C847) Election to claim under the AB WCA (out-of-province accident)(C169) Worker employment record (C117) Pulmonary/cardiac/dermatitis questionnaire (depending on the disease) Cardiac introduction letter (CL026A) Employer physical demands analysis (C545) Request medical information (SP006A) Request for information- hospital (SP002A) Request ambulance report ER reports Nursing notes Hospital admission, discharge and copies of any diagnostics Consultation reports and any stress test results Note: some of these forms may need to be completed over the phone or in person with the worker depending on the severity of their condition. If the worker is deceased: Send out a condolence/intro letter (GE400G or GE400S) to the estate or executor with the appropriate forms and/or request: Tax information for their last year of employment. The dependent spouse, dependent adult independent partner, or executor of the estate can obtain an A T1 General from the Canada Revenue Agency for the last full year the worker worked. Medical death certificate/autopsy when appropriate. Send a file note to the Address Book, Team Desk to update the address to the “Estate of”. Send a file note to the case assistant to collect vital statistics including the death certificate and medical examiner reporting, including an autopsy if one was done. For information about autopsies, see the Autopsies section. Click on the fatality button and enter the date of death in “pending” status. Refer to PARP procedure 4.17 for next steps.
3. Review the medical information and make referrals that are needed Determine whether additional information is needed to make the entitlement decision. Expedite any diagnostic testing, if applicable upon receipt of the requisition. Consider appropriate referrals such as: Industrial hygiene servicesAn industrial or occupational hygienist can complete a variety of testing at the worksite that is helpful in confirming the exposure such as air quality and ventilation, noise levels, industrial hygiene testing, analytical services to confirm exposures to chemicals, asbestos, silica, metals, biological monitoring, organics, and toxicology, etc. . Before requesting services, consult with the medical consultant, if needed, to ensure the appropriate survey or measurements are obtained. Any additional medical assessments or testing such as pulmonary function tests, allergy tests, Independent Medical Examination (IME), etc. Determine if there is an OH&S investigation and obtain the reporting. A claims investigation if additional assistance is required to obtain information about past exposures. See Procedure 11-5 Claims entitlement investigation unit referrals. When a medical investigation (e.g., Independent Medical Examination (IME), referral to a specialist, etc.) is needed to determine whether the claim is compensable, determine whether the worker is eligible for benefits during the medical investigation. Refer to the 1-4 Benefits during a medical investigation procedure and continue to the next step once the medical investigation is complete. Contact the worker to discuss any referrals for appointments. Determine whether an opinion from a medical consultant is required. For non-lung cancer/dermatitis/chemical exposures injuries and related fatalities refer to an occupational medicine specialist. For respiratory/cardiac conditions and related fatalities refer claims to a pulmonary specialist.	Administrative tasks To arrange for an industrial hygiene assessment, contact a provider. Refer to the Procedure Resource Library for the provider list. WCB does not have a formal contract with these providers so rates may vary according to the provider's regular rates. Add a file note worker/contact documenting the discussion with the worker. Obtain OH&S reporting by emailing JET.OHS-IRU@gov.ab.ca. Follow the appropriate procedure and send the FM008 specific to occupational medicine or pulmonary specialist: 4-1 Medical testing, referrals and program support 11-2 - Internal consultant referrals 11-3 Investigation unit referral Note: When the referral to a medical consultant should be completed send the task to the Pink Marf Team Desk. and advise if the referral should be completed by a pulmonary specialist or an occupational medicine specialist.
4. Make the initial entitlement decision Review all information on the file and determine if the claim is compensable, based on related policy and legislation. When making the entitlement decision, consider if a statutory presumption applies for the occupational disease that has been diagnosed or because of the worker’s occupation. If a statutory presumption does not apply: Determine the standard of causation that should be used (that is, whether the “but for” test should be used or if the decision should be based on whether work made a material contribution to the development of the occupational disease). Whether additional criteria for acceptance of the occupational disease are identified in Policy 03-01, Part II, Applications 3 and 4, if a statutory presumption does not apply. See the Key Information section for more details about the presumptions, the “but for” test, and material contribution, as well as the information about specific occupational diseases in the Supporting information section. If the worker has passed away and the occupational disease is compensable, refer to PARP 4.17. Once a decision is made on whether the worker’s occupational disease and/or death is compensable, a decision on both the occupational disease and death has been communicated, and decisions about eligibility for benefits for any dependent(s) have been made under the other procedure, return to Step 7 of this procedure to review for cost relief for the occupational disease. If the claim is accepted: Ensure the date of accident (DOA) on the claim is correct. If not, correct the DOA. Approve medical aid and device payments and authorize any necessary medical treatment and appliances. Determine if the medical consultant already rated the worker’s PCI, go to step 8 to determine if the worker is eligible for a non-economic payment (NELP) or permanent partial disability (PPD) then proceed to the next step. When: There is not enough information to make an entitlement decision, repeat steps 1 through 3 until there is enough information to make the decision. If the worker is missing time from work, consider if a medical investigation is required. Discuss with a supervisor and review Procedure 1-4 Benefits during a medical investigation. A decision cannot be made because contact with the worker, dependent spouse, adult interdependent partner and/or dependent children and/or employer has not been possible and information from them is needed, send a letter explaining what information is needed and why a decision cannot be made. Request contact with the worker, dependent spouse, adult interdependent partner and/or dependent children and/or employer. The claim may be monitored by a case assistant while awaiting contact. Note: If a decision can be made without contact, proceed with making the decision after making two attempts to reach the worker, dependent spouse, adult interdependent partner and/or dependent children and/or employer. The medical evidence supports the worker has a pre-existing condition in the same body part/organ/body system involved in the accident/exposure, and it is unclear if the accident affected the pre-existing condition, refer to the 1-6 Aggravation of a pre-existing condition decision procedure. Return to this step once a decision is made. Workers may also develop a sequela of an occupational diseaseA condition which is the consequence of a previous disease or injury. and should be adjusted under the same presumption. For example, if a worker has silicosis that we have accepted under s.24(6) presumption, then they develop cancer that is known to be caused by silicosis, the medical evidence supports that the sequela is related to the compensable condition and should be accepted under the presumption.	Administrative tasks Document the following in a file note (Entitlement Decision): The decision to accept or deny. The medical used to assess the occupational disease. If accepted- the benefits the worker is entitled to and the appliances that have been approved. When accepting a diagnosis of asbestos: The system will send a new task to the Asbestos, Project Desk. Claim owner will need to double check that it was triggered. If the occupational disease occurred due to exposure over time, the DOA is the date of first medical reporting. See Policy 03-01, Part I, Section 2.0. Complete the following: Update the required eCO screens. Refer to the internal Procedures Resource Library for more information. Update the screens as new information is received on the claim. The Return-to-work screen for time loss claims when the worker has returned to modified work. Authorize medical treatment by adding the Authorized Treatment line and complete the Benefit Details tab if required. Add or update the appropriate lines to authorize other expenses or benefits as required such as medications or travel.
5. Set the rate for wage replacement and/or top up benefits and issue payment If the worker has not missed any time from work proceed to Step 6. If the worker has missed time from work set the compensation rate. Rates are based on the workers: Employment status (permanent, non-permanent, personal coverage, owner-operator, subcontractor) Date of hire and history with the employer for the past 12 months Shift cycle Hourly rate of pay Overtime, vacation pay and shift premiums Additional income from other employers, if applicable Refer to Procedure 2-1 Rate Setting for additional information on how to set a compensation rate. If the employer does not provide earnings information in a timely manner, set a provisional compensation rateA provisional rate is a temporary rate that is set to ensure benefits are paid in a timely manner. Once the worker's earnings are verified, using their T1 tax return, the rate is adjusted as required. using the information the worker submitted about their earnings. Once the rate is set, communicate with the worker and confirm how and when they would like to receive wage replacement benefits. If the employer continues to pay the worker wages/salary the wage replacement benefits may be paid on assignmentWhen an employer keeps a worker on pay while they are missing time from work, WCB issues benefits to the employer instead of the worker. See policy 04-09, Part II, Application 1. to the employer.	Administrative tasks Refer to the WCB as first payer document in the internal Procedures Resource Library.
6. Communicate the outcome/decision Call the worker to communicate the decision and next steps. If the worker is still employed, also call the DOA employer to communicate the decision and next steps. Do not communicate the outcome/decision to any employer who is not the DOA employer. Clearly express the rationale used to reach the decision (citing policy, medical information on the file, any important background information). If the worker or employer disagrees with the decision, consider whether their concerns require further review. If not, explain why the decision is unchanged. When the claim is: Accepted, outline their eligibility for medical aid etc. and next steps for treatment (if any), return-to-work details (if applicable) and plans for follow-up conversations. Offer additional services if eligible. If the worker has missed time from work, explain how their rate has been set and when wage replacement benefits will be paid. Include the option to receive payment through direct deposit. If the worker has concerns about how their rate was set, request that they submit any evidence they may have, such as paystubs, tax returns, etc. or follow up with the employer about these concerns. Denied, clearly express the rationale used to reach the decision (citing policy, medical information on the file, any important background information, etc.). Discuss additional resources that may be available to the worker as they recover such as Employment Insurance benefits, long-term sick leave through Canada Pension Plan or sick benefits through an employer plan as well as organizations that help pay for hearing aids. When appropriate, offer assistance from WCB’s Community Support Program, which can connect workers with various agencies and organizations across the province for additional support outside of the workers’ compensation system. Send the appropriate letter explaining the decision and confirming the details of the discussions as outlined above. If the medical consultant or audiology consultant already rated the worker’s PCI, include the decision about the worker’s entitlement to a NELP or PPD in the letter. See Step 8.	Administrative tasks Add a contact file note outlining the discussion Send one of the following: CL041A- IED accept and close CL026I- Occupational disease denial- no injury or accident- DO NOT CC Ins and Ins Rep CL026H- Skin Denial- no occupational hazard Cl041L-IED determined, comprehensive GE00R- Fatal cardiac note: if using this letter send out the AD00J letter to the employer GE400Z- denial non-cardiac claim Send initial entitlement decision denial letters to the worker only. For claims that are due to exposure with one employer, the system will automatically send the date-of-accident employer or their representative another version of the letter that omits the worker’s personal information.
7. Manage, transfer or inactivate the claim Manage the claim: If the worker is missing time from work or performing modified duties, continue to keep in contact with the worker every two weeks and the employer every six weeks, or as soon as the worker has achieved the ability to return to either modified or full work in order to assist with facilitating their return to work. Together, discuss the worker’s progress, evaluate their fitness for work, and modified work opportunities. Also, issue the appropriate benefits and arrange services as required. If the claim will be transferred to a case assistant for ongoing monitoring, then contact the worker and explain the reason for the transfer. Transfer the claim: If the worker is missing time from work or performing modified duties, the claim may need to be transferred to another staff member for longer term or complex care cases. Call the worker and employer and explain the reason for the transfer and discuss any related referrals, if applicable. Ask the worker how they’re recovering and assess whether they require additional referrals or support. Confirm with them that all of the information on their file is up to date. Provide the worker and employer with the name and telephone number of their new contact and send a follow-up letter. Confirm with the worker that they will hear from their new contact within five business days. A Case Manager will then review for cost relief Determine whether any cost relief should be applied as a result of the type of compensable occupational disease. For: Cost relief for respiratory claims, see Policy 05-02, Part II, Application 2, Question 3. Cost relief for asbestosis claims, see Policy 05-02, Part II, Application 2, Question 4. Cost relief for cardiac claims, see Policy 05-02, Part II, Application 2, Question 5 and the NELP enhancement factor when a compensable lung condition affects a non-compensable heart disease (cardiac enhancement factor). For cost relief for immunization reactions, see Policy 05-02, Part II, Application 2, Question 6. For cost relief for other types of occupational disease claims, see Policy 05-02, Part II, Application 2, Question 7. Inactivate the claim: If the worker did not miss any time from work or has already returned to their job, the claim can be inactivated. Call the worker and employer to communicate the closure of the claim and ensure all benefits have been paid. Confirm what ongoing benefits are approved and if any additional assessments or treatment are planned or anticipated. Let the worker know that their file can also be re-opened at any time in the future if there are any concerns or additional information related to their claim.	Administrative tasks Follow the appropriate procedure: 3-1 Modified work 3-2 Collaborative care planning If a new entitlement decision is made, add a file note (Entitlement Decision) and document the decision. Add a file note (Contact/Claimant or Employer or Modified Work/Employer or Claimant) documenting the discussions. Add/Update eCO lines as needed. Update eCO screens and add a transfer file note, if applicable. If contact with the worker or employer was unsuccessful, send the CL054A letter to advise of the claim transfer. Once fitness for work has been determined, send the appropriate fit for work letter in the CL041 series. Otherwise, send a Care Plan Conclusion (CL041E) letter as required. See procedure 12-1 Cost relief and cost transfer
8. Review for permanent clinical impairment (PCI) assessment Ensure all investigation reports are requested and obtained prior to referral to the medical consultant for PCI and follow procedure 6-1 Permanent Clinical Impairment. If the worker has a PCI rating of 0.4% or more and their DOA was on or after January 1, 1995, they are eligible for a NELP. If the worker has a PCI rating and their DOA was prior to January 1, 1995, they are eligible for a PPD benefit. To pay a PPD: Set the compensation rate if a rate was not already set in step 5. Refer to the Rate setting procedure for information on how to set the compensation rate. Note: Rates are typically set based on the worker’s earnings in the year prior to the DOA. However, given that occupational diseases are often not diagnosed until after a worker retires, the worker may not have been working in the year prior to the DOA. In that case, use the worker’s earnings for the year prior to the date of retirement. See internal procedure 7.1-4 and follow steps 1-3 to have the PPD amount calculated, and the payment set up. Once implemented call the worker and review the award. Advise them that this does not affect their coverage for medical aid and devices. Send a letter explaining the decision. The claim may be closed if no other action is required. Once implemented call the worker and/or estate and review the award.	Administrative tasks The PPD effective date for occupational disease claims is the day after the DOA. Send appropriate letter from the CL100 series outlining the details of the PCI.

Additional questions to ask the worker depending on the illness or disease

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Questions for multiple chemical sensitivity (MCS) Has allergy testing been done? Do the symptoms improve when the worker is away from work? Was air quality testing completed? Are monitor readings available? Is any other employee having reactions? Are chemicals used at work and, if so, are there safety data sheets (SDSs)A safety data sheet provides workers and emergency personnel with procedures for handling or working with a substance in a safe manner. It includes information such as physical data (melting point, boiling point, flash point, etc., toxicity, health effects, first aid, reactivity, storage, disposal, protective equipment, and spill-handling procedures) for these chemicals? Was there a specific incident with chemical exposure? Is the worker unable to do things outside of work due to their condition? Does the worker have any pre-existing conditions? See the Multiple chemical sensitivity (MCS) section for additional information.
Questions for respiratory disease Are there safety data sheets (SDS)A safety data sheet provides workers and emergency personnel with procedures for handling or working with a substance in a safe manner. It includes information such as physical data (melting point, boiling point, flash point, etc.), toxicity, health effects, first aid, reactivity, storage, disposal, protective equipment, and spill-handling procedures. for each of the substances involved in the incident? How was the product used (e.g., concentration, intensity, frequency, duration) during the day of the incident? Was personal protective equipment (PPE) used? Was quality reporting completed? What was the air temperature at the time of the incident known? Were other co-workers in the area exposed and did they report a reaction/injury? For exposure over a period of time: Was air quality testing completed? Was an occupational health and safety investigation completed? If the worksite no longer exists, can they provide information about similar sites? Was an Alberta Health and Safety Report completed? Are SDSs available for each of the substances used in the workplace? How was the product used (e.g., concentration, intensity, frequency, duration and if PPE was used)? See the respiratory disease section for additional information.
Questions for asthma Do the symptoms improve when the worker is away from the workplace? Do the symptoms get worse when the worker is at work? Has the worker had a full clinical evaluation for asthma including a methacoline challenge? What is the worker’s employment history? Do they have a history of occupational and environmental exposures? Are there any specific events or activities that seem to trigger symptoms? Is there any objective verification of exposures? See the Asthma section for additional information.
Questions for cardiac conditions What duties did the worker perform in the 24-hour period leading up to the cardiac event? Were they performing physically demanding work? Obtain details such as how much weight the worker lifted, how many stairs they were required to climb, how often and how long they had to perform these tasks, etc. Was there a change from typical job duties in the 24 hours prior to the event? Was there anything out of the norm during the 24 hours prior to the event (e.g., gas spill)? Were there any witnesses? If there was chemical exposure, is there a safety data sheet (SDS) for the chemical? Did the worker report feeling unwell prior to starting work? Does the worker attribute the cardiac event to their work duties? If the worker worked outside, what were the weather conditions (temperature, snowfall) at the time of the event? Note: this can be confirmed by speaking with witnesses and/or obtaining historical weather information. With cardiac claims the weather may be a mitigating factor in determining aggravation. Historical weather information should be collected if needed along with any witness statements. See the Cardiac conditions section for additional information.
Questions for cancer What chemicals was the worker exposed to at work? Obtain details about the nature of their work with chemicals (how often they used chemicals, whether they used PPE). Are there SDS for all chemicals they used at work or were exposed to? What is the worker’s work history? See the Cancer section for more information.
Questions for allergic reactions What symptoms did they experience? What areas of the body are affected? What are the possible triggers? Does the worker have a history of allergies (e.g., eczema, dermatitis, asthma, hay fever, allergic hypersensitivity, nasal polyps, or sensitivity to aspirin)? What are they allergic to (if known)? Does the worker have a family history of allergies (to help determine any possible predisposition to suffering eczema, allergies)? Have they had any previous allergy testing? What were the results, if so? Has the worker’s physician made a referral to a clinical immunologist/allergist for allergy testing? Are there safety data sheets (SDS) for the suspected triggering agent? What does the worker think caused the reaction? (e.g., chemical, gloves, etc.) How long have they been performing their current duties? Has there been a change in the worker’s duties, job, processes? Have there been any changes to the work environment, such as new chemicals or products being introduced? What type of PPE (personal protective equipment) is used (e.g., latex gloves, vinyl gloves, coveralls, masks, etc.)? Obtain information about their occupational and exposure history to determine if the worker has been using the same chemicals at different jobs (e.g., hairdresser using perm solutions, shampoos, colors with multiple employers over long period of time). Review the worker’s job duties to determine if their job exposes them to possible allergy triggers (e.g., does the worker need to put their hands in water a lot? Do they touch chemicals? Are they exposed to heat, cold, humidity, excessive dryness, vibration or radiation?) If a mask may be causing the reaction: What type of mask has the worker has been using, when was the mask introduced, and has the worker tried other masks? Does the worker have any symptoms using a mask outside the workplace? Has the worker tried wearing their work mask at home? Does a cotton mask produce any symptoms? Have they had any similar reactions to masks in the past? Is the reaction solely due to the mask? See the Allergic reactions section for additional information.
Questions for deep vein thrombosis (DVT) What job duties did the worker perform in the 48 hours prior to the onset of symptoms? What is the average time spent sitting, standing, walking, etc., at work on a daily, weekly and monthly basis? Did they do any unusual work activities or work in a position that restricted their ability to move their legs? Did they experience any trauma to their leg? See the Deep vein thrombosis (DVT) section for additional information.
Questions for mould exposure What is their work history? How and when were they exposed to the mould? Where was the mould found? Was an environmental assessment (including air quality reporting) completed by a hygienist? See the mould exposure section for additional information.
Questions for infectious disease exposure What was the date of exposure? Is there confirmation that the individual with whom the worker had direct, or indirect contact has the disease? When did the symptoms first present? What are the symptoms? What date did the symptoms resolve (if applicable)? How was the condition diagnosed (e.g., a positive test, symptoms, etc.)? Was the worker vaccinated for the infectious disease? What dates did the worker work in the 10 days prior to developing symptoms or testing positive? If the worker works in healthcare: Was there a confirmed outbreak at the workplace and, if so, when did it start? Add the EI number for the outbreak as this is important to confirm that the outbreak has been declared. Does the worker provide direct patient care? If so: What type of ward did they work on (e.g., a COVID ward)? Did they work directly with any patients that tested positive for the infectious disease or was in isolation for the disease in the 10 days prior to the onset of the worker’s symptoms? If so, when did the patient test positive and how closely did the worker work with the patient (e.g., on the same ward, in the patient’s room, etc.)? If they do not provide direct patient care: Do they have direct contact with patients? If yes, what duties is the worker required to perform that put them in direct contact with patients? How often do they have to perform these duties? Have any of the patients they were in contact with tested positive for the infectious disease? If so, obtain details. If the worker lives in an employer-provided residential facility (camp): Was there a confirmed outbreak at the camp and when did it start? Are there other employees at the camp that either had symptoms or tested positive for the infectious disease? If so, did they have direct contact with the other employees who tested positive? When was their first day in camp prior to developing symptoms/testing positive? Did they leave the camp in the 10 days prior to developing symptoms/testing positive? Were there three or more employees at the camp that had symptoms in the 10 days prior to the onset of the worker’s symptoms/testing positive? If so, how many? What was the worker’s proximity to these employees? Who they were in direct contact with that tested positive/is believed to have the infectious disease (e.g., client, patient, co-worker, inmate, etc.)? How many hours did they work directly with someone that either tested positive or had symptoms? Do they have a second job (if so, review the above questions with them in regard to their second job) Is there firm evidence that the infection may have occurred outside of work (e.g., worker has recently travelled and not worked within the last 10 days)? Do they live with anyone/commute to work with anyone who developed symptoms/tested positive for the infectious disease before they did? Did they travel recently and, if so, where they travelled and when? Did they have any recent exposure to someone who travelled out the country and had symptoms/tested positive for the infectious disease? Why do they think their infectious disease is work-related? See the infectious disease exposure section for additional information.

Supporting information - General

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Presumptive coverage for firefighters and paramedics If a firefighter has one of the primary site cancers listed in Policy 03-01, Part II, Application 9 - Firefighters’ Primary Site Cancer Presumptions, the cancer may be presumed to be an occupational disease if the worker was employed as a full-time or part-time firefighter for the minimum period shown for the specified cancer, and the date of accident is on or after the presumption came into effect (table 1 in policy). For all other cancers not listed in Application 9 - Firefighters’ Primary Site Cancer Presumptions, the worker's entitlement will require investigation. The presumption applies to full-time, volunteer, part-time and casual firefighters employed by non-municipal firefighters only when… the non-municipal employer contracts or hires out firefighters to the municipality. The presumptions do not apply if: The firefighter has a cancer other than a primary site cancer listed in the Table 1. Firefighter has a primary site cancer listed, and it does not meet the minimum period of exposure that is required. The date of accident is prior to the date indicated in the chart. If the firefighter is employed by the federal government. To pre-cancerous skin conditions. The firefighter is not defined as per Sec 24.1 of the Act. Such claims are adjudicated like any regular occupational disease claim and eligibility for compensation will be determined based on the merits of the case.
Occupational injury and disease - claims charging Obtaining a work history If the worker is unable to remember their employment history, WCB can accept a variety of evidence including: An employment summary from Service Canada. Ask the worker to complete the C1161 form and send it to the Canada Pension Plan, Contributor Client Services. Once they receive the employment summary from Service Canada, ask them to send it to WCB with their claim number written on the form. Copies of pay stubs, T4s or Records or Employment (ROEs). Pension statements from any employment in Alberta (which will have the employer's name and date of hire and end date). Occupational injury and disease - claims charging During the information gathering phase, it may not be clear if the occupational disease was caused by employment with more than one employer or while working in more than one industry. In this case, the claim should be charged to a temporary account and industry (account #131366 and industry code 99995). Once the information gathering phase is over, review the worker's employment history to confirm if more than one employer or industry contributed to the injury and should share the claims costs. If the charging is incorrect (e.g., it is charged to a temporary account and industry), request the claim charging be updated. If charging to the industry, refer to the 12-1 Cost Relief and Cost reallocation procedure to implement cost distribution, if appropriate. For all non-asbestos related illnesses: When the exposure occurred while working for several employers over time, the claim is charged to WCB, and the costs of the claim go to the industry. When there is a specific accident or the exposure occurred while working for only one employer, the claim is charged to that employer. For asbestos-related illnesses when the exposure occurred: While working for several employers over time and the date of accident is on or after January 1, 1976, claims costs are charged to the industry. While working for several employers over time and the date of accident is prior to January 1, 1976, gather a detailed work history to determine what work could have exposed them to the asbestosis. This is rarely charged to a specific employer and usually is charged to the industry. While working for one employer, the claim is charged to that employer. Once the initial entitlement decision is made, review the worker's employment history on progressive claims to confirm if more than one employer or industry contributed to the injury and should share the claims costs. If so, refer to the 12-1 Cost Relief and Cost reallocation procedure to implement cost distribution, if appropriate. Determining if an employer has a direct interest in an occupational disease claim Employers who have a direct interest see Policy 01-08, Part II, Application 3 in a claim are informed of decisions made on that claim because the claims costs impact or could impact their experience record. Because they have a direct interest in the claim, these employers may request a review of/appeal decisions made on the claim. An occupational disease caused by exposure to a workplace hazard from work with more than one employer is not charged to a specific employer (that is, the claims costs are charged to the industry/industries rather than to one employer’s experience record). These employers do not have a direct interest in the claim. For this reason, these employers are not informed of any decisions made on the claim and they are not able to request a review of/appeal decisions made on the claim. An occupational disease caused by an accident/exposure to a workplace hazard from work with one employer is charged to that employer (that is, claims costs are charged to that employer’s experience record). In this case, the employer has a direct interest in the claim, so they are informed of entitlement decisions made on the claim and they are also able to request a review of/appeal decisions made on the claim.	Administrative tasks For non-progressive injuries or illness, send a task to the Claims Charging, Working Desk to charge the claim to the appropriate employer or industry(ies). When there is more than one employer, use role code (Employer-Not the Insured). For progressive injuries, send a file note (Insured Account) to the Claims Charging, Working Desk to request employer charging information for all the employers involved in the cost sharing. Send the Progressive Injuries - No Cost to Employer (IN001B) letter to each employer who was contacted during the information gathering where it has been determined the worker's employment contributed to their illness.
Autopsies When a worker has passed away and it is unclear if their death is related to a compensable occupational disease, an autopsy may be required to help make the initial entitlement decision. Under section 40 of the Act, WCB may direct that the autopsy be conducted if it is necessary to assist in determining the cause of death. A medical consultant can help determine if an autopsy is required to assist with the entitlement decision. The claim owner will then ask the family to request an autopsy.	Administrative tasks Once the autopsy is complete, the family member will contact Capital Body Transfer Services for transportation to a funeral home.
Asbestos claim - legal action The WCB adjudication process does not require an autopsy report to accept an asbestos claim. However, for claims where the WCB Legal Services department is pursuing legal (third-party) action against an asbestos company, a physical autopsy report or tissue biopsy is required when the condition is or is likely to be fatal. In these cases, it is important to inform the family that an autopsy or tissue biopsy is required. A tissue biopsy, from an open biopsyTaken via a needle from within the airway or through the skin. will forego the need for a physical autopsy, as long as the findings are definitive in confirming a diagnosis. A physical autopsy will be required if all biopsies were inconclusive for a diagnosis of asbestos. A diagnosis based on fluid samples (sputum or pleural fluid) is not acceptable for pursuing legal action against a third-party asbestos company.	Administrative tasks When accepting an asbestos diagnosis, send a task to the Asbestos, Project Desk and each time there is a new diagnosis added to an asbestos claim.
NELP enhancement factor when a compensable lung condition affects a non-compensable heart disease (cardiac enhancement factor) Workers who have a compensable lung condition that results in PCI and have disablingHeart disease that prevents a person from working or performing daily activities non-compensable heart disease are eligible for an enhancement factorAn increase in the permanent clinical impairment rating to a higher percentage to recognize that the combined effect of two or more disabilities is greater than the sum of the separate impairments.. The enhancement factor is 50% of the PCI assessed for the compensable lung disease. See Policy 04-04, Part II, Application 7. To determine if a cardiac enhancement factor should be applied, refer the claim to a medical consultant to determine if the cardiac condition is related to the work accident/exposure and whether the cardiac condition would be disabling, were it not for the compensable lung condition. If the cardiac condition: Is not compensable and is disabling, apply the cardiac enhancement factor. Is compensable, go to step 4 to update entitlement for the compensable heart condition.	Administrative tasks Refer to procedure 4-1 medical testing, referrals and program supports.

Allergic reactions

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Allergic reactions- general

An allergy is an overreaction of the immune system to a substance it mistakenly identifies as harmful. An allergic reaction is the set of symptoms that occurs when an allergy is triggered by exposure to an allergenA substance that causes an allergic reaction.

Common allergic reactions include eczema, hives, hay fever, asthma attacksAsthma may be caused by allergies but can also be caused by other conditions – see the asthma section and reactions to the venom of stinging insects such as wasps and bees. Severe allergies to environmental or dietary allergens or medication may result in anaphylaxis A rapidly evolving, multi-systemic allergic reaction that may be life-threatening.

There are a variety of tests to diagnose allergic conditions; these include testing the skin for responses to known allergens or analyzing the blood for the presence and levels of allergen-specific immunoglobulin E (IgE).

Treatments for allergies include avoiding the allergen, the use of antihistamines, steroids or other oral medications, immunotherapy to desensitize the immune system to the allergen, and targeted therapy.

Chronic allergies are long-term allergies that may cause allergic reactions that last for months or years. They are a result of exposure to allergens such as dust mites, cockroaches, pet hair, or dander and mould.

Acute allergic reactions are temporary, lasting for a few hours to a few weeks. They are often caused by a specific, short-term exposure to an allergen. Anaphylaxis is an example of an acute reaction.

A statutory presumption may apply to claims for contact dermatitis, extrinsic allergic alveolitis (including farmers’ lung and mushroom workers’ lung) and asthma. See the Dermatitis and Respiratory disease sections for more information. When the statutory presumption does not apply, WCB uses the “but for” testWCB determines if the work exposure was a necessary factor for the development of the allergic reaction. WCB determines if the work exposure was a necessary factor for the development of the allergic reaction.to adjudicate the claim.

Dermatitis and eczema

Administrative tasks

Send CL026F – Dermatitis Introduction along with the C-437 dermatitis questionnaire to be completed by the worker.

If dermatitis is caused by wearing a mask at work, hypoallergenic masks may resolve the condition. Employers such as Alberta Health Services may offer hypoallergenic masksThese may include: Crosstex Ultra Sensitive, Primagard 80 (first-line hypoallergenic alternative), Aurelia, Primasoft..

Respiratory diseases

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Determining entitlement for respiratory related diseases Respiratory diseases are conditions that affect the bronchial tubes (airways) and lung tissues, leading to breathing difficulties. These include: Asthma Chronic obstructive pulmonary disease (COPD) and chronic bronchitis and emphysema associated with COPD Asbestosis and asbestos-related lung disease A statutory presumption may apply to respiratory diseases caused by poisoning (which includes ingesting, inhaling or touching various chemicals, metals, and gases) from specific chemicals, metal and other toxic substances. A statutory presumption may also apply to specific types of pneumoconiosisLung disease caused by the long-term inhalation of certain dusts. and to asthma. See Schedule B of the Workers’ Compensation Regulation for information on the specific circumstances in which the presumption applies. When this presumption does not apply, and the claim is for a: Non-malignantNon-cancerous. respiratory disease, WCB uses the “but for” testWCB determines if the work exposure was a necessary factor for the development of the respiratory disease. to adjudicate the claim. See Policy 02-01, Part II, Application 7. MalignantCancerous. respiratory diseases, WCB determines whether the worker was a firefighter and, if so, whether a statutory presumption applies. See the Presumptive coverage for firefighters and the Presumptive coverage for firefighters who fought the Fort McMurray fire sections. If these statutory presumptions do not apply, WCB considers whether the work factors materially contributedEmployment made a significant and more than minimal contribution to the development of the disease to the risk that the worker would develop the respiratory disease. See the Cancer – general section.
Asthma- Occupational, work-related and reactive airway disease Asthma is a disease that affects the breathing passages of the lungs (bronchioles). Asthma is caused by chronic inflammation of these passages. When the inflammation is triggered by external and/or internal factors, the passages swell and fill with mucus. Muscles within the breathing passages contract (bronchospasm), causing even further narrowing of the airways. This narrowing makes it difficult to exhale air from the lungs. Asthma cannot be cured but it can be controlled with treatment. Without treatment, individuals will have more frequent and more severe asthma attacks, which can result in death. Asthma may be triggered by a variety of factors, such as: Indoor allergens (e.g., house dust mites in bedding, carpets and stuffed furniture, pollution and pet dander) Outdoor allergens (e.g., pollens and moulds) Tobacco smoke Chemical irritants in the workplace Air pollution Cold air Extreme emotional arousal (e.g., anger or fear) Physical exercise Certain medications (e.g., aspirin and other non-steroid anti-inflammatory drugs and beta-blockers (which are used to treat high blood pressure, heart conditions and migraine) Occupations at high risk for developing asthma include: Baking or pastry making Spray painting Laboratory animal work Healthcare and dental care Welding, soldering, metal work or woodwork Chemical processing Textile, plastics and rubber manufacture Farming and other jobs with exposure to dust and fumes When reviewing a claim for asthma, consider whether the symptoms are consistent with asthma or rhinitisIrritation and inflammation of the mucous membrane inside the nose.. If the symptoms are consistent with rhinitis, facilitate a referral to an allergy specialist or occupational medicine specialist to determine if the rhinitis is related to work or if the worker develops asthma symptoms. If the symptoms are consistent with asthma, facilitate a referral to a specialist to confirm the diagnosis. For asthma due to possible hazardous chemical exposure over time, it’s important to obtain air quality tests and Alberta Health and Safety Reports. It is also important to obtain an early and accurate diagnosis of asthma, accompanied by appropriate modification or cessation of exposure. Occupational asthma Occupational asthma occurs in response to an asthma triggeAny substance, activity, or condition that can cause asthma symptoms or attacks to worsen in a person who already has asthmar in the workplace. Triggers may include: Contaminants in the air (e.g., smoke chemicals, vapours (gases), fumes, dust, or other particles) Respiratory infections (e.g., colds and flu (viruses)) Allergens in the air (e.g., moulds, animal dander, and pollen) Extremes of temperature or humidity Emotional excitement or stress Types of occupational asthma include: Aggravation of pre-existing asthma: Over time, with regular exposure, hypersensitivity is developed to the trigger and continued exposure to the trigger causes attacks. Immunologic asthma (also known as allergic asthma): a form of asthma in which the immune system overreacts to specific allergens in the environment, triggering airway inflammation and breathing difficulties. It’s characterized by a delay in the onset of symptoms. Non-immunologic asthma: a type of asthma that is not triggered by allergic reactions (allergens). Instead, it's often associated with factors like viral infections, inhaled irritants, stress, exercise, or certain medications. Mixed form: can involve aggravation of pre-existing asthma, immunologic asthma, and/or non-immunologic asthma. Work-related asthma (WRA) WRA is asthma that is caused by or made worse by environmental exposures in the workplace. WRA should be considered in every claim with a diagnosis of asthma. This type of asthma may be partially or completely reversible if exposures are adequately controlled or stopped. Types of WRA: Occupational asthma with latency (allergic occupational asthma): an individual develops sensitization to a workplace allergen over time, leading to asthma symptoms that appear after a variable delay (latency period) after initial exposure Reactive Airway Disease (RAD): asthma-like symptoms, particularly wheezing and difficulty breathing, that occur when bronchial tubes swell due to exposure to an irritant. It is typically caused by sudden exposure to gas, vapour or fumes, such as chlorine, ammonia, acetic acid, and sulfur dioxide. However, it may also be caused by long-term low dose exposure to an irritant. The severity of these symptoms can be mild to fatal and can even create long term airway damage depending on the amount and concentration of exposure. Work-Aggravated Asthma: the worsening of pre-existing asthma due to workplace exposures to irritants like dust, chemicals, or strong scents which may result in an increase in frequency or severity of symptoms or an increase in medication required to control symptoms.
Chronic obstructive pulmonary disease (COPD) Chronic Obstructive Pulmonary DiseaseChronic means long term. Obstructive means air ways are narrowed. Pulmonary means in the lungs. Disease means sickness. (COPD) is a common lung disease that obstructs the airways, making breathing difficult. Smoking is the leading cause of COPD however, other risk factors for COPD are: Exposure to certain gases or fumes in the workplace. Exposure to heavy amounts of secondhand smoke and pollution. Frequent use of cooking fire without proper ventilation. A breathing test is used to confirm the diagnosis of COPD, rather than asthma. Ensure this is on file prior to medical consultant referral. Treatment for COPD focuses on slowing the disease progression, controlling the symptoms and reducing complications.	Administrative tasks For COPD claims, investigate the overall occupation rather than a specific employer. It’s also important for the worker to complete the Pulmonary History Questionnaire C-013 and provide a medical history.
Asbestos- related respiratory disease AsbestosAsbestos is a natural mineral that resists heat. It can break down into microscopically thin fibres. These fibres are so small they can remain airborne for days after they were initially disturbed. While airborne, individuals can breathe these fibres in. Since the fibres are so small, they can travel deep into a person’s lungs, where they may eventually lodge in the lung tissue. Once lodged in the lung tissue, these fibres can cause several serious diseases including lung cancer, asbestosis (scarring of the lung tissue), asbestos related lung disease, and mesothelioma (cancer of the lining of the lung cavity). can break down into microscopically thin fibres that can remain airborne for days, it is a substance that can cause several lung diseases when asbestos fibres are inhaled. These diseases typically develop ten or more years after the first exposure. Before 1990, asbestos was commonly used for insulating buildings and homes against cold weather and noise and for fireproofing. It may still be found in older building materials. When asbestos materials are damaged, disturbed or removed unsafely, they become airborne, entering the surrounding environment. An individual can be exposed to asbestos if they enter these environments. Asbestos-related lung diseases include: Asbestos-related pleural disease (pleural plaques)Areas of thickening and calcification in the lining around the lungs (pleura) caused by asbestos fibre exposure. The calcification makes pleural plaques very apparent on x-rays and they appear radiologically at least 10 years after first exposure to asbestos. Pleural plaques usually cause no measurable impairment of pulmonary function or an individual’s general well-being and are generally seen as a marker of past asbestos exposure. However, they can cause chest pain and restrict breathing capacity in some cases. Pleural effusionOccurs when the lining of the lungs (pleura) becomes inflamed because fluid has leaked in. It may cause chest pain and/or pleural thickening. Pleural thickening:Scarring and stiffening of the lining of the lungs, which restricts lung function and can cause symptoms like shortness of breath and chest pain. The thickening can lead to restrictive disease which prevents the lung from inflating completely when taking a breath. Rounded atelectasis (folded lung syndromeA condition in which an outer portion of the lung slowly collapses as a result of scarring and shrinkage of the pleura. It is often a complication of asbestos-induced disease of the pleura.) AsbestosisA non-cancerous lung disease this is usually progressive. Individuals have an increased risk of developing bronchitis, pneumonia, and heart disease. Consequently, asbestosis sufferers may present with heart-related symptoms such as abnormal heart rhythm, heart failure, and cor pulmonale. It results in increased risk of developing bronchitis, pneumonia, and heart disease. Consequently, asbestosis sufferers may present with heart-related symptoms such as abnormal heart rhythm, heart failure, and pulmonary heart disease. Mesothelioma a type of cancer that develops from the thin layer of tissue that covers many of the internal organs (known as the mesothelium). The mesothelium is called different names depending on what organ it is covering. For example, the mesothelium of the lungs is known as the pleura, the mesothelium of the stomach is known as the peritoneum, and in the heart, it is the pericardium including: Pleural mesotheliomastarts in the membrane that covers the lungs (the pleura) and is the most common type of mesothelioma. Peritoneal mesotheliomastarts in the peritoneum, which lines the inside of the abdomen and covers many of the organs in the abdomen. This is the second most common type of mesothelioma. Pericardial mesotheliomastarts in the sac surrounding the heart (the pericardium).: Paratesticular mesothelioma starts in the layer that covers the testicles.(a.k.a. mesothelioma of the tunica vaginalis): Lung cancer or other cancers WCB accepts that any worker in Alberta who was employed in the trade industries prior to 1983 was exposed to airborne asbestos fibres as a result of working in the trades. For exposure after 1983, WCB investigates whether the worker was exposed to asbestos while working. For asbestosis, pleural plaques and mesothelioma claims, investigate the overall occupation rather than a specific employer. All asbestos-related claims are subject to third party action, meaning that WCB may pursue a civil action to recover costs associated with the claim. While WCB does not require confirmation of the diagnosis via a biopsy, or in cases in which the worker has passed away, via an autopsy, confirmation via biopsy or autopsy is required for pursuing third party action. A diagnosis based on fluid samples (sputum or pleural fluid) is not acceptable when pursuing third party action. When a biopsy or autopsy is required for third party action, contact the worker or the family to explain the need for a biopsy or an autopsy. When the worker has passed away and the family does not want an autopsy, a tissue biopsy, (taken via a needle from within the airway or through the skin) can be done instead of an autopsy, as long as the biopsy results in a definitive diagnosis. An autopsy will be required if biopsies do not provide a definitive diagnosis.	Administrative tasks When accepting an asbestos diagnosis, send a task to the Asbestos, Project Desk. Whenever a new diagnosis is accepted to an asbestos claim, send a new task to the desk. Request the worker complete the Pulmonary History Questionnaire C-013 and provide a medical history. All asbestos claims are charged to WCB-AB account 131366/1 until the decision is made then costs are distributed to the industry.

Cardiac Conditions

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Cardiac conditions- general Cardiac conditions are diseases and disorders of the heart and blood vessels, such as coronary artery disease, heart attacks, arrhythmias, and heart failure. A statutory presumption may apply to cardiac conditions caused by poisoning (which includes ingesting, inhaling or touching various chemicals, metals, and gases) from specific chemicals, metals. and other toxic substances. The presumption may also apply if the cardiac condition was caused by certain compensable respiratory diseases or compensable infections. See Schedule B of the Workers’ Compensation Regulation for information on the specific circumstances in which the presumption applies. When the statutory presumptions do not apply, WCB uses the “but for” test to determine if work was a necessary factor for the development of the cardiac condition and also considers whether the following additional eligibility criteria from Policy 03-01, Part II, Application 4 have been met: there is evidence of occupational exposure to factors or events known or presumed to be associated with heart problems, and it is reasonable that there is a relationship between the occupational exposure and the cardiac condition, given the time period between the exposure and the onset of the condition. Factors or events known or presumed to cause heart problems include when the worker: Sustained a physical injury to their heart, such as a penetrating or non-penetrating injury to the heart, electric shock, damage to the heart due to hypoxia caused by low levels of oxygen in the work environment. Was exposed to or inhaled chemicals or noxious gases known or suspected to cause cardiac conditions (e.g., carbon disulphide, nitroglycerine, ethylene glycol dinitrate, and vascular reactive aliphatic nitrates, trichloroethane, methylene chloride, fluoromethanes). Was exposed to infectious agents that cause damage to the heart. Has a compensable lung disease that causes heart disease one example of this is cor pulmonaleCor pulmonale is a condition in which the right side of the heart enlarges and fails due to high blood pressure in the lungs (pulmonary hypertension) caused by an underlying lung condition. Almost any chronic lung disease or condition causing prolonged low blood oxygen levels can lead to cor pulmonale.. Experienced a cardiac event after engaging in significant physical exertion at work. Experienced a significant and acute psychological stress (e.g., the worker had a heart attack after being held at gunpoint). When there are no hazards identified that could result in a cardiac event (e.g., chemical exposure, infectious agents, significant physical exertion, compensable lung disease, physical injury to the heart, significant and acute psychological stress), the statutory presumptions do not apply, and the worker does not attribute the cardiac event to their work, the claim can be denied. Advise the worker that if new information becomes available, the decision can be reviewed.
Stroke A stroke is a sudden loss of brain function. It is caused by the interruption of flow of blood to the brain (ischemic stroke) or the rupture of blood vessels in the brain (hemorrhagic stroke). The interruption of blood flow or the rupture of blood vessels causes brain cells (neurons) in the affected area to die. The longer the brain goes without oxygen and nutrients supplied by blood flow, the greater the risk of permanent damage. The effects of a stroke depend on the location of the affected area in the brain and how much damage occurred. A stroke can impact a number of functions including the ability to move, see, remember, speak, reason, read and write. Examples of when a stroke may be compensable include (but are not limited to) when a worker sustains: The stroke is caused by significant head trauma from a work accident The stroke occurred as a result of another compensable injury, such as a complication of surgery for a compensable condition. Note: strokes may be caused by heart attacks when a blood clot from the heart attack interrupts blood flow to the brain, resulting in an ischemic stroke. If a worker has a heart attack followed by a stroke, determine if the heart attack was compensable (see the cardiac conditions – general section). If so, determine whether the stroke was caused by the heart attack.
Presumptive coverage for firefighters and paramedics- myocardial infraction If a firefighter or paramedic has a myocardial infarction (heart attack), the myocardial infarction is presumed to be caused by work, unless the contrary is shown, when: They are a full-time firefighter, a part-time firefighter, or a paramedican individual who is a regulated member of the Alberta College of Paramedics under the Health Professions Act and who holds a practice permit issued under that Act, as defined in s. 24.1(1)(a), (b.1), and (c) of the Act, and The myocardial infarction occurred within 24 hours after being dispatched or attending at an emergency response, whichever is later, and The DOA was on or after December 1, 2005, for a full-time or part-time firefighter or on or after April 1, 2018, for a paramedic. A statutory presumption may also apply to firefighters an employee, including an officer and a technician, employed by a municipality or Metis settlement and assigned exclusively to fire protection and fire prevention duties notwithstanding that those duties may include the performance of ambulance or rescue services OR a casual, volunteer or part-time member of a fire protection service of a municipality or Metis settlement an employee, including an officer and a technician, employed by a municipality or Metis settlement and assigned exclusively to fire protection and fire prevention duties notwithstanding that those duties may include the performance of ambulance or rescue services OR a casual, volunteer or part-time member of a fire protection service of a municipality or Metis settlementand paramedicsan individual who is a regulated member of the Alberta College of Paramedics under the Health Professions Act and who holds a practice permit issued under that Act who have a myocardial infarctionHeart attack within 24 hours after being dispatched or attending an emergency response, whichever is later. If the requirements for the presumption are not met, the claim is adjudicated like any regular claim for a cardiac condition. See the Cardiac conditions – general section.
Cardiac conditions due to psychological stress Cardiac conditions that occur as a result of: Exposure to significant and acute psychological stress at work (e.g., being held and gunpoint) may be compensable. Exposure to chronic stress at work overtime (e.g., working in a high stress/high pressure job) may also be compensable. Chronic stress does not need to be accepted prior to accepting that a cardiac condition was caused by work. Refer to policy 03-01, Part II, Application 6 to determine if a worker experienced chronic stress at work. Each claim is considered on its own merit.

Cancer

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Cancer- general Cancer is a group of diseases characterized by the uncontrolled growth and spread of abnormal cells. Environmental factors may contribute to the development of cancer. Statutory presumptions may apply to firefighters who are diagnosed with specific primary site cancers. See the Presumptive coverage for firefighters and the Presumptive coverage for firefighters who fought the Fort McMurray fire sections. A statutory presumption may also apply if the cancer is the result of a radiation injury or the cancer develops as a result of other compensable diseases or conditions covered under the presumption (e.g., poisoning by specific chemicals, metals, or gases, pneumoconiosis (a lung disease caused by inhaling dust), etc.). See Schedule B of the Workers’ Compensation Regulation for information on when the presumption applies. If statutory presumptions do not apply, WCB may accept a claim for cancer if the work exposure materially contributed (hover: employment made a significant and more than minimal contribution to the development of the disease) to the risk that the worker would develop cancer. See Policy 02-01, Part II, Application 7. Epidemiological studiesthe study of the distribution and determinants of health and disease in populations the study of the distribution and determinants of health and disease in populationsidentify the risk factors and provide an estimate of the probability that a particular risk factor, if present, would have caused the disease. WCB considers all the available epidemiological evidence regarding the relative risThe ratio of the probability of an event occurring in an exposed group compared to an unexposed group, indicating how much more or less likely an exposed group is to experience an outcome. It is calculated by dividing the risk in the exposed group by the risk in the unexposed group (likelihood) that an occupational exposure was the cause of a particular cancer in a particular worker. WCB accepts that when an occupational exposure has been established, a relative risk of 2.0 or higher means that the worker’s employment materially contributed to the development of cancer.k. All cancer claims need to be reviewed by a medical consultant.
Presumptive coverage for firefighters If a firefighter develops one of the primary site cancers listed in Table 1 of Policy 03-01, Part II, Application 9 - Firefighters’ Primary Site Cancer Presumptions, the cancer is presumed to be caused by work, unless the contrary is shown, when: They were a full-time firefighteran employee, including an officer and a technician, employed by a municipality or Metis settlement and assigned exclusively to fire protection and fire prevention duties notwithstanding that those duties may include the performance of ambulance or rescue services or part-time firefighter a casual, volunteer or part-time member of a fire protection service of a municipality or Metis settlement, as defined in s. 24.1(1)(a) and (c) of the Act, and Their employment as a full-time and/or part-time firefighter lasted for the minimum period shown in Table 1 for the specified cancer and they were regularly exposed to the hazards of a fire scene, other than a forest fire scene, throughout that period, and For full-time firefighters and part-time firefighters who were employed by a fire protection service of a municipality or Metis settlement, the date of accident was on or after the presumption came into effect, as identified in Table 1, or For part-time firefighters who volunteered as a member of a fire protection service of a municipality or Metis settlement, the DOA was on or after the presumption came into effect, as identified in Table 1 and on/after the date coverage for volunteer firefighters was added to the Act (May 13, 2011). For firefighters who are not employed by a municipality or a Metis settlement, the presumption may apply when their employer contracts or hires them out to a municipality or Metis settlement. Presumptive coverage for firefighters who fought the Fort McMurray fire The Act includes a special provision for full-time firefighters and part-time firefighters exposed to the Horse River wildfire from May 1, 2016, to June 1, 2016, who are diagnosed with cancer. In these cases, the cancer is presumed to be caused by work, unless the contrary is shown, regardless of their length of employment as a firefighter, when: The worker was a full-time firefighter or part-time firefighter as defined in s. 24.1(1)(a) and (c) of the Act, and They responded to the Horse River wildfire between May 1, 2016, to June 1, 2016, and They develop one of the primary site cancers listed in Table 1, and The date of accident is on or after March 28, 2023 (the date the legislation came into effect). See Policy 03-01, Part II, Application 9. When the requirements of the presumption are not met, the claim is adjudicated like any regular claim for cancer. See the Cancer - general section for more information.

Other occupational diseases

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Deep vein thrombosis (DVT) DVT occurs when a blood clot, or thrombus, develops in the large veins of the legs or pelvic area and occasionally the arms. Some DVTs may cause no pain, whereas others do. With prompt diagnosis and treatment, the majority of DVT’s are not life threatening. Generally, a DVT is caused by a combination of two or more of the following underlying conditions: Slow or sluggish blood flow through a deep vein. Tendency for a person’s blood to clot quickly. Irritation or inflammation of the inner lining of the vein. DVTs typically occur when an individual must be immobile for a prolonged period of time, such as being on bed rest, during or after a surgical procedure, medical illness, or heart attack or stroke, or during prolonged air or car travel. It can also occur in families that have a history of blood clots and as a result of conditions that result in blood to clotting (such as cancer and cancer treatment).
Superficial Vein Thrombosis (SVT) SVT is an inflammation of a vein just under the skin, often in the arms or legs, that is caused by a blood clot, resulting in symptoms like pain, redness, swelling, and a hard, cord-like feeling along the vein. SVTs can be caused by factors such as trauma to a vein (e.g., physical injuries, IV lines, or other procedures that irritate the vein), underlying conditions such as certain cancers, and sitting or being in cramped positions for a prolonged period of time. WCB uses the “but for” test (that is, was work a necessary factor for the development of the SVT) to adjudicate claims for SVTs.
Sarcoidosis Sarcoidosis is the growth of granulomas tiny collections of inflammatory cells in different parts of the body, most commonly the lungs, lymph nodes, eyes and skin. When granulomas build up in these organs, the function of the organ may be impaired. The cause of sarcoidosis is unknown. Some people appear to have a genetic predisposition to developing the disease, which may be triggered by exposure to specific bacteria, viruses, dust or chemicals. When sarcoidosis affects the lungs (which happens in approximately 90% of cases), it is adjudicated like any other respiratory condition. See the Respiratory section. These cases are rarely accepted because the scientific evidence does not support that this condition is caused by work. However, we can consider if the work exposure aggravated these conditions.
Mould exposure Mould refers to multiple types of fungi that may grow indoors or outdoors year-round. The term “mildew” is sometimes used to refer to some kinds of mould, such as mould that grows in shower stalls and bathrooms. Mould spores are not visible to the naked eye, and they can travel through the air and begin to grow and decay the surfaces and objects on which they land. Both growing mould and mould spores may lead to allergic reactions, which are the most common health effects of mold exposure. Reactions may occur immediately or develop after a period following exposure. Symptoms of mould allergy are typically consistent with other allergy symptoms. In some cases, people may develop severe reactions to mould exposure. Symptoms of severe reactions include fever and difficulty breathing. People who are immunocompromised or those with chronic lung disease can develop serious infections of the lungs due to moulds. A statutory presumption may apply if the mould exposure results in asthma, contact dermatitis, or extrinsic allergic alveolitis. See Schedule B of the Workers’ Compensation Regulation for information on when the presumption applies. If the presumption does not apply, WCB uses the “but for” test (that is, was work a necessary factor for the development of the allergic or other reaction) to adjudicate claims for mould exposure.	Administrative tasks Refer to PARP procedure 9.1B for information on how to refer for an environmental assessment. Send the Dermatitis Questionnaire C-437 and the Pulmonary History Questionnaire C-013
Stress secondary to occupational disease When a worker has an emotional response to an occupational exposure/illness, the WCB can offer five sessions of counselling. Following the counselling sessions if the emotional reaction is not resolved then comprehensive psychology assessment (CPA)An independent assessment completed by a psychologist conducted over the course of 1-2 full days in order to confirm the presence and relationship of a psychological/psychiatric diagnosis to the compensable injury. Includes a range of objective assessment instruments pertinent to the questions posed Measures over-reporting, under-reporting and effort or a Psychiatric Independent Medical Examination (PIME)An independent clinical examination by a psychiatrist (specialist physician) in order to confirm the presence and relationship of a psychiatric diagnosis to the compensable injury. may be required to help make an additional entitlement decision.	Administrative tasks Follow procedure 4-1 Medical testing, referrals and program support to arrange any medical and psychological testing required.
Multiple chemical sensitivities Multiple chemical sensitivity (MCS), also known as idiopathic environmental intolerances (IEI), is a term used to describe people with numerous troubling symptoms attributed to varied environmental factors. There is no clear consensus as to what causes the symptoms of MCS. Because of this, WCB typically does not accept claims for MCS, however it is important to investigate the claim to determine if the evidence supports the diagnosis is more consistent with a compensable accident, such as an allergic reaction to something in the work environment, chemical exposure at work, etc. A medical consultant review can assist with determining entitlement.
Immunization reactions Possible side effects after immunization vary from person to person, ranging from discomfort at the injection site to an inability to do daily activities. Side effects generally go away in a few days. Adverse events (serious health problems) are rare but can cause long-term health problems. They usually happen within 6 weeks of immunization. WCB may accept a claim for an immunization reaction when: The immunization was a mandatory requirement of employment, and The immunization was a necessary factor for the development of the reaction (that is, the “but for” test was met). When considering if the immunization was a mandatory requirement of employment, consider the consequences for refusing the immunization (i.e., would the worker’s employment have been terminated or suspended?). An immunization is not considered to be a mandatory requirement of employment if the employer only strongly recommended the immunization. If the worker is told they require immunization (usually Tamiflu) due to an outbreak on their unit before they can return to work as a preventative measure, and they miss time from work, WCB does cover the time loss or any reaction to the vaccine or side effects.

Infectious disease exposure

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Infectious disease exposure- general An infectious disease can be transmitted from one living being to another through direct or indirect contact, such as transmission via air, blood, bodily fluids or touch. A statutory presumption may apply to claims for infections due to Staphylococcus aureus, Salmonella organisms, Hepatitis B virus, Brucella organisms, and Tubercle bacillus. See Schedule B of the Workers’ Compensation Regulation for information on when the presumption applies. When the statutory presumption does not apply, WCB uses the “but for” test (that is, was work a necessary factor for the development of the infectious disease) and also considers the following additional eligibility criteria from Policy 03-01, Part II, Application 3: The nature of employment involves sufficient exposure to the source of infection and The nature of employment is either shown to be the cause of the condition OR creates an increased risk of exposure. See Policy 03-01, Part II, Application 3.
Needle stick injuries When a worker is stuck by a needle at work, the claim can be accepted when there is reporting from either the worker or the employer confirming the accident occurred. Medical reporting is not required to confirm the accident occurred or that the worker sustained an injury. The worker may be placed on post-exposure prophylaxis (PEP)a short course of HIV medication taken after a person has been potentially exposed to the virus to prevent infection following the needlestick. WCB pays for the PEP medication when the worker is considered to be at high risk for developing HIV. If the worker missed time from work because they experienced side effects from the PEP medications, temporary disability benefits can be paid for a reasonable period of time without medical reporting because these medications are known to cause flu-like symptoms. Workers may experience stress/anxiety or develop a psychological/psychiatric condition as a result of a needlestick injury. If medical reporting indicates the worker is unable to work due to stress/anxiety, consider if the worker has sustained a traumatic psychological injury. See Policy 03-01, Part II, Application 6.	Administrative tasks Needle stick claims are often assigned because the legal department is reviewing for possible third-party action. Send the CL026D letter. If the worker has not sought treatment and there is no evidence of any health problems as a result of the needlestick, add the following paragraph into the letter: I understand you are concerned about future health problems related to your exposure to bodily fluid at work and wish to have this occurrence on record with the Workers’ Compensation Board. I acknowledge that you were exposed to bodily fluid through the needlestick injury. However, at this time, you have not experienced any disablement from that exposure. Please advise the WCB if you develop health problems that may be related. At that time, I will review the medical information to determine if there is a change in your entitlement.
Blood or bodily fluid exposure Workers may be exposed to bodily fluids or blood at work, such as when they are bitten by a human or body fluids are splashed on them. When exposure to blood or bodily fluid occurs at work and: The skin was not broken, the claim is denied because the worker did not sustain an injury, unless the worker requires post-exposure prophylaxis (PEP)A short course of HIV medication taken after a person has been potentially exposed to the virus to prevent infection. or reporting indicates that the worker experienced stress as a result of the exposure. The skin is broken; the claim can be accepted when there is reporting from either the worker or the employer confirming the accident occurred. Medical reporting is not required to confirm the accident occurred or that the worker sustained an injury. The worker may be placed on post-exposure prophylaxis (PEP)a short course of HIV medication taken after a person has been potentially exposed to the virus to prevent infection following the needlestick. WCB pays for the PEP medication when the worker is considered to be at high risk for developing HIV. If the worker missed time from work because they experienced side effects from the PEP medications, temporary disability benefits can be paid for a reasonable period of time without medical reporting because these medications are known to cause flu-like symptoms. Workers may experience stress/anxiety or develop a psychological/psychiatric condition as a result of exposure to blood or bodily fluids. If medical reporting indicates the worker is unable to work due to stress/anxiety, consider if the worker has sustained a traumatic psychological injury. See Policy 03-01, Part II, Application 6. Temporary disability benefits should only be paid if the worker has sustained a traumatic psychological injury. Counselling should also be offered. See Procedure X.	Administrative tasks Send the CL026I - Occupational Disease Denial if the worker was exposed to body fluid but there was no open wound, and reporting does not indicate the worker requires PEP or has stress anxiety/stress as a result of the accident. The claim can be processed if the worker has not missed time from work but received PEP. Add a file note (“Entitlement Decision”) and indicate “Processed Claim” Send the CL026I letter and add the following information into the letter: There does not appear to be any time loss related to this claim. A full recovery is expected shortly and as costs are currently less than $1,800.00 the claim will be processed. If this changes, the claim should be adjudicated.
Exposure to infectious disease at work with a confirmed outbreak Some workers, such as staff at a hospital or a health care facility, are at greater risk of contracting an infectious disease than the general public. A confirmed outbreakthe occurrence of infectious disease cases in excess of normal expectancy increases this risk. An outbreak is typically declared by the Medical Officer of Health. In this case, an exposure investigation (EI) number is assigned to the outbreak. Sometimes there may be more than one outbreak at the same facility on different floors with different EI numbers. The employer will submit claims for any staff that were exposed to the outbreak who have symptoms consistent with the disease that resulted in the outbreak. A declared outbreak is sufficient to confirm an infectious disease was/is in the workplace. Medical reporting is not normally required to determine that a worker caught an infectious disease through a confirmed outbreak at work. However, if the worker’s recovery is delayed, gather medical reporting to support ongoing time loss. In some cases, an MC review may be required for clarification. For more information, see the Employer and Worker Fact Sheet: Infectious diseases.	Administrative tasks All claims from the outbreak should be assigned to one adjudicator to manage. Inform the team who is managing the outbreak and provide the following details: employer, site, outbreak number. The date of accident is the last day worked prior to becoming symptomatic. Record all claim numbers of the outbreak on the claim folder under related claim. Send the appropriate letter: Outbreak letter (CL085A for COVID or Cl041A for others) and quote Policy 03-01 Part II Application 3, Q.4. Check off “industrial disease” on the claim folder.
Exposure to infectious disease at the workplace, no confirmed outbreak When a worker submits a claim indicating they developed an infectious disease as a result of exposure to the disease at work but there is no confirmation of an outbreak an occurrence of illnesses with a frequency that clearly exceeds normal expectations for a specific workplace, medical reporting is not normally required to accept the claim, as long as there is a reasonable relationship to work (e.g., a nurse was exposed to a patient with influenza at work). However, if the worker’s recovery is delayed, gather medical reporting to support ongoing time loss. In some cases, an MC review may be required for clarification.	Administrative tasks If denying the claim because the worker was exposed but did not develop any illness, include the following in the letter: “While I acknowledge you were exposed to X while you were in the course of your employment, I have no objective medical evidence to support that you contracted an infectious disease. This means you did not develop a disease or disabling effect that prevents you from work.”
COVID-19, DOA on or after September 1, 2022 In the summer of 2022, the Government of Alberta lifted all restrictions and isolation requirements, as such, claims with a DOA on/after September 1, 2022, are accepted when a worker develops COVID-19 symptoms and: They are a health care worker who provided patient care to COVID-positive patients and an outbreak has been declared by the health authority They work in acute care in a hospital (i.e., emergency department staff) and work directly with patients coming in for treatment of COVID They stayed in an employer-provided residential facility (e.g., a camp) for five or more days prior to developing symptoms and have not left the camp during those five days. Medical reporting is not required to issue temporary disability benefits for up to 5 days. After 5 days, medical reporting is required to support payment of temporary disability benefits, except for workers who are employed by AHS, Covenant Health, Carewest, and City of Calgary. For these employers, temporary disability can be paid until the worker returns to work without medical reporting unless the employer indicates they don’t have medical reporting to support the ongoing time loss.	Administrative tasks When the claim is accepted: Declare the event in eCO < COVID 19-Essential Worker> or < COVID 19-Non-Essential Worker> Update the injury details screen: POB: 50000, NOI: 14360 On the claim details screen, ensure the codes are as follows: Primary NOI: 14360 and Primary POB: 50000 If unable to collect earnings or countersignature, assign to Process Desk 10. To close a covid claim, search by team, close: COVID E8. CM Transfer - Assign ED8. When the claim is denied because the worker was not exposed at work: Declare the event in eCO < COVID 19-Claim not accepted-Not-Work Related> Update the injury details screen: POB: 50000, NOI: 14360 On the claim details screen, ensure the codes are as follows: Primary NOI: 14360 and Primary POB: 50000 When the claim is denied: Declare the event < COVID 19-Essential Worker> or < COVID 19-Non-Essential Worker> Declare the event < COVID 19-Claim not accepted-Tested Negative> Injury details: POB: 50000, NOI: 14360 On the main claim screen (Claim details), make sure codes are as follows: Primary NOI: 49105 and Primary POB: 50000 The DOA is the last day worked. Temporary disability benefits should start the next day after the DOA or on the day the worker developed symptoms or tested positive, whichever is later. Send the appropriate letter: CL085A- COVID-19 Acceptance CL085B- COVID-10 Denial- not work-related CL085C- COVID 19- Denial - no positive test Claims are transferred to a case manager if the worker remains off work 28 days post-DOA or there are ongoing issues (long COVID) and the MC has confirmed the issues are related to COVID-19.
COVID-19, DOA prior to September 1, 2022 A positive COVID-19 test was required to accept a claim for COVID-19 during this period. An exception was made for claims with DOAs from January to early February 2021 as there was a shortage of tests during this period. In these cases, the claim was accepted without a positive COVID-19 test, Claims for workers who tested positive for COVID-19 and worked in a job considered high risk for exposure Claims for workers who worked in high-risk jobs were accepted if there was no evidence of definite exposure outside of work. Workers considered high risk included retail workers, daycare or school staff, healthcare workers providing care to COVID-positive patients or working in the emergency department, emergency workers (paramedics, police officers and firefighters) and any other front-facing customer service occupations that had constant contact with the general public (bank tellers, front counter staff, etc.). Claims for workers who tested positive for COVID-19 and lived in employer-provided residential facilities (camps) Claims for workers who lived in an employer-provided residential facility (e.g., a camp in an isolated location) were accepted if the worker was in the camp at any time during the 10 days prior to developing symptoms, if there was no definite exposure outside of work. Claims for workers who tested positive for COVID-19 and worked in a job considered low risk for exposure Workers who were not employed in a job considered to be high risk and did not live in an employer-provided residential facility were considered be at low risk for exposure to COVID-19. To accept a claim for a worker considered to be at low risk for exposure to COVID-19, there must have been: confirmed close contact with a co-worker or client who worked closely with the worker and tested positive for COVID-19. Casual contact, such as contact with someone who worked in a different department/on another floor was not considered close contact.) The worker must have developed symptoms/tested positive after the individual they were exposed to developed symptoms/test positive in order to accept the exposure as work-related. OR an outbreak declared in the workplace and the worker worked in the area of the outbreak. In the case of an outbreak, if the worker was determined to be “patient zero” The person identified as the first carrier of a communicable disease in an outbreak., their infection could not have been caused by exposure at work, so their claim was denied. If it was not possible to identify “patient zero”, all claims for workers who developed the virus during an outbreak would have been acceptable if they worked in the area of the outbreak. Medical reporting was not required to issue temporary disability benefits for the following periods: Prior to and including August 16, 2021 – benefits were issued without medical reporting for up to 14 calendar days August 17, 2021, to July 14, 2022 – benefits were issued without medical reporting for up to ten calendar days July 15 to August 31, 2022 – benefits were issued without medical reporting for up to five calendar days After the above timelines elapsed, medical reporting was required to support payment of temporary disability benefits, except for workers who were employed by AHS, Covenant Health, Carewest, and City of Calgary. For these employers, temporary disability could be paid until the worker returned to work without medical reporting, unless the employer indicated they did not have medical reporting to support the ongoing time loss.	Administrative tasks The DOA is the last day worked. Temporary disability benefits were issued starting the day after the DOA or on the day the worker developed symptoms or tested positive, whichever is later. When the claim was accepted: Declare the event in eCO < COVID 19-Essential Worker> or < COVID 19-Non-Essential Worker> Update the injury details screen: POB: 50000, NOI: 14360 On the claim details screen, ensure the codes are as follows: Primary NOI: 14360 and Primary POB: 50000 If unable to collect earnings or countersignature, assign to Process Desk 10. To close a covid claim, search by team, close: COVID E8. CM Transfer - Assign ED8. When the claim is denied because the worker was not exposed at work: Declare the event in eCO < COVID 19-Claim not accepted-Not-Work Related> Update the injury details screen: POB: 50000, NOI: 14360 On the claim details screen, ensure the codes are as follows: Primary NOI: 14360 and Primary POB: 50000 When the claim is denied because there is no positive COVID test): Declare the event < COVID 19-Claim not accepted-Tested Negative> Injury details: POB: 50000, NOI: 14360 On the main claim screen (Claim details), make sure codes are as follows: Primary NOI: 49105 and Primary POB: 50000 Send the appropriate letters: CL085A- COVID-19 Acceptance CL085B- COVID-10 Denial- not work-related CL085C- COVID 19- Denial - no positive test Claims were transferred to a case manager if the worker remained off work 28 days post-DOA or there were ongoing issues (long COVID) and the MC confirmed the issues are related to COVID-19.
Head lice Head lice is typically contracted from direct head-to-head contact, but they also may be transmitted by sharing infested items such as hair-care items and clothing. There are several types of human lice, but head lice are distinctly different from other types of lice that occur on humans.
Methicillin-resistant Staphylococcus aureus (MRSA.) Staphylococcus aureus bacteria, commonly called “staph”, are a common bacteria found on the skin and nose. However, there is a strain of staph bacteria that has become resistant to antibiotics, making a MRSA infection difficult to treat. Most MRSA infections occur in hospitals or other health care settings, such as nursing homes and dialysis centers. A statutory presumption may apply to claims for Staphylococcus aureus, including MRSA. See the Infection disease – general section.
Scabies Scabies is a contagious skin infection that occurs in humans and animals. Animal scabies may cause transient symptoms in humans but do not cause persistent infestations. Secondary infection with bacteria such as staph, group A streptococcus and pseudomonas aeruginosa may occur.
Tuberculosis (TB) TB is spread through the air when carriers cough, sneeze, or spit. It is a common infectious disease that usually attacks the lungs but can also affect other parts of the body. Diagnosis requires a Mantoux skin test, blood tests, and examination and microbiological culture of bodily fluids. An MC opinion is required once initial adjudication is completed for ongoing treatment recommendations. A statutory presumption may apply to claims for TB (which is caused by the Tubercle bacillus). See the Infection disease – general section.

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WCB Procedures

Initial entitlement decision - occupational illness and disease

Procedure summary

Detailed business procedure

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Additional questions to ask the worker depending on the illness or disease

Supporting information - General

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Allergic reactions

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Respiratory diseases

Work-related asthma (WRA)

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Cardiac Conditions

Cancer

Presumptive coverage for firefighters who fought the Fort McMurray fire

Other occupational diseases

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Infectious disease exposure

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Claims for workers who tested positive for COVID-19 and worked in a job considered high risk for exposure

Claims for workers who tested positive for COVID-19 and lived in employer-provided residential facilities (camps)

Claims for workers who tested positive for COVID-19 and worked in a job considered low risk for exposure

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Supporting references

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Workers’ Compensation Act

Workers' Compensation Regulation

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