The employer may request a member to attend an IME if the member has supplied insufficient or unclear medical, conflicting medical information or work performance issues are attributed to health conditions (physical, psychological, behavioural problems, substance abuse, etc.)

If the employer requests a member attend an IME, the member should contact their local OPPA representative or an Executive Officer at 705-728-6161, 1-800-461-4282 or at oppa@oppa.ca

If the member feels that the HIF has been requested prematurely or additional questions concern you, contact your local OPP Association Representative. Your local representative will provide advice and if necessary contact an Executive Officer at OPP Association Head Office.

The employer may request the member complete a HIF if the information on the medical certificate is insufficient or unclear; prolonged absences, temporary or permanent workplace accommodation is needed; performance issues that are suspected to be caused by a health condition (physical, psychological, behavioural problem, substance abuse is suspected and frequent STSP absences).

An accommodation can continue for as long as the need continues and the accommodation does not create undue hardship.

The employer has a duty to accommodate, i.e. make adjustments and/or modifications in work requirements, conditions or duties. The accommodation should be timely and respect the member’s accommodation and return to work needs. The employer should consider health related problems that affect attendance, maintain confidentiality of the employee’s medical information. Accommodation can be for religious reasons, sex/gender (pregnancy), and family status.

If Canada Life denies a member’s LTIP claim, they should contact the OPP Association at 705-728-6161, 1-800-461-4282 or at oppa@oppa.ca to discuss filing an appeal through the Joint OPPA LTIP Review Committee.

As per Section 10-(1) of the Public Service Pension Plan, a member’s pension contributions are based on the salary in effect on the date of disability and increased by the cost of living for each subsequent year they remain approved on LTIP.

Members can receive LTIP benefits for the first 30 months of a Period of Disability (6-month qualifying period plus 24-months on LTIP Benefits), provided they are wholly and continuously disabled by illness or accidental bodily injury which prevents him/her from performing the essential duties of his/her normal occupation.
After the first 30-months of total disability, Total Disability shall mean the employee is unable to perform the essential duties of any occupation for which he/she is reasonably fitted by education, training or experience.
LTIP would cease when the employee is able to return to work, reaches 65 years of age or date of death.

The employer maintains the members and the employer’s pension contributions while a member is approved on LTIP and LTIP Rehab. Effective January 1, 2018 – When a member achieves their Early Unreduced Retirement Date (EURD) and has at least 30 years of pension credit, they have the option to maintain or not maintain their pension contributions or retire.