Manitoba’s WCB is overfunded and getting worse!

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’s President, Dan Kelly, and Director of Provincial Affairs, Jonathan Alward, met with Deputy Premier Heather Stefanson and Minister Pedersen about the urgent need for a WCB rebate. 

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.