If you are applying for benefits for occupational hearing loss, you will need to complete a different form. These claims require additional information so WorkSafeNB can determine if your hearing loss is covered under the Workers’ Compensation Act.
Please complete the Application for Benefits – Occupational Hearing Loss instead of the E67.
Exception: If your hearing loss was caused by a specific incident, such as an explosion, you should continue to complete this form.
Returning to work is a shared responsibility between you and your employer. You must work together to support a safe and timely return to work.
You and your employer are expected to:
Your employer is responsible for identifying suitable work that matches your abilities, skills, and experience. You are expected to co-operate when suitable work is offered.
For more information, visit Return to Work: A Shared Responsibility or contact WorkSafeNB.
If you have questions about your application, the claims process, available benefits, or returning to work safely, contact us toll-free at 1 800 999-9775 (Monday to Friday, 8 a.m. to 4:30 p.m.).
If you’re experiencing technical issues, you can complete the PDF version of the form or contact WorkSafeNB at 1 800 999-9775 for assistance.
Please note the PDF is the Employer Report of Injury and Illness only. It includes the information required from the employer. If the worker is applying for compensation benefits, they will also need to submit the Application for Compensation Benefits separately.
Returning to work is a shared responsibility between you and your employee. Both of you must work together to support a safe and timely return.
As an employer, you are expected to:
Your employee is expected to:
Together, you should:
For more information, visit Return to Work: A Shared Responsibility or contact WorkSafeNB.
The regulation defines workplace harassment as any behaviour that is known or should be expected to be known to be unwelcome that would demean, embarrass, humiliate, annoy, alarm or threaten an employee’s health and safety. This can be on a one-time or repeated basis, and includes sexual harassment.
In every workplace, however, conflicts can arise that may be unpleasant, but do not escalate to the point of bullying or harassment. Differences of opinion or minor disagreements are not generally considered to be workplace harassment.
Actions taken by the employer to manage daily operations are considered a normal part of employment, and would not constitute bullying or harassment. This might include:
New Brunswick was one of a few Canadian provinces and territories without legislation to mitigate and prevent workplace harassment.
Stakeholders from a variety of sectors including health care, education, and retail voiced their concerns about sources of violence or harassment in their workplaces and its impact on their employees and business. Following consultation with our stakeholders, these changes to legislation were introduced as an extension of the health and safety measures all employers and workers should embrace in their workplace.
The legislation pertaining to harassment will impact all NB workplaces. Each workplace will be required to develop a code of practice to prevent and manage harassment.
When you’re hurt on the job, WorkSafeNB is there to help you get back to work and feeling like yourself again. We can provide compensation coverage and arrange for treatment.
In the case of workplace harassment, WorkSafeNB can provide compensation coverage to a worker when the incident has resulted in a diagnosable injury or illness. With violence, it may be physical, but for harassment the injury may be psychological. Compensation is available for psychological injuries when they meet the criteria of a traumatic event, which is defined as being exposed to one or more of the following:
