Manitoba’s WCB rebates $74 million, but remains significantly overfunded!

• May 3, 2019: WCB announced the first surplus rebate ($74 million) is being refunded to employers in 2019. 
• February 21, 2019: CFIB sent a letter to WCB's Board of Directors highlighting new research about the need for a surplus rebate.
• December 17, 2018: CFIB met with WCB's President and CEO, Winston Maharaj about the need for a surplus rebate.
• September 26, 2018: The government of Manitoba announced that it will no longer include WCB funds in the province's summary accounts.
• July 12, 2018: CFIB met with Premier Pallister and Minister Blaine Pedersen to deliver over 2,500 signed petitions from CFIB members calling for a surplus rebate.
• February 27, 2018: CFIB met with Hon. Blaine Pedersen, the Minister of Growth, Enterprise and Trade, about the need for a better employer-employee balance during the WCB Act, SAFE Work, and Workplace Safety &Health Act reviews. 
• December 6, 2017: CFIB met with Deputy Premier Heather Stefanson and Minister Pedersen about the urgent need for WCB to rebate its surplus funds back to employers. 
• September 19, 2017: CFIB met with Minister Pedersen to review CFIB’s key priorities for Manitoba’s WCB Act Review, and delivered over 1,350 signed petitions calling on WCB to refund excess premiums.  
• February, 2017: CFIB submitted your views to the The Workers Compensation Act Legislative Review Committee’s (2016) review of Manitoba’s Workers Compensation Act. This is the first such review in 10 years.
• July, 2016: CFIB launched an aggressive campaign: Urging Manitoba WCB to stop overcharging employers!

Financial accountability:

• Change WCB’s current targeted funding position of 130% to a funding ratio (total assets over total liabilities) between 100% and 110%;
• Rebate surplus monies when the funded status rises above a threshold of 110%;
• A surplus should be rebated in the year it is realized, similar to Alberta.

Cost of premiums:

• Improve the speed at which an injured worker is sent for diagnostic testing and referred to a specialist - with a goal of reducing wait times to zero.

Claims management:

• Establish an independent office of the Employer Advocate to provide meaningful support to small business.

Rate setting and assessments:

• A maximum insurable earnings limit should be established in the calculation of workers’ compensation premiums and benefits;
• Modifications be made to the assessment system to introduce some elements of occupational classification, for example, a clerical rate;
• Allow businesses to buy their workplace disability insurance coverage from a private insurer (not the workers’ compensation system).

Classification and assessment:

• Ensure all classification and premium information is communicated to small business employers in plain language;
• Allow employers to pay premiums based on actual, rather than estimated, payroll.

Customer service:

• Provide training to front–line staff to ensure they are knowledgeable about the needs of small businesses;
• Clearly define record keeping requirements;
• Adapt working hours to suit needs of small business.