Labour Market Survey

A labour market survey is a report that explores appropriate alternate occupations for an injured individual who can not return to work in their own occupation.

This type of report has several applications;

1) It serves to identify jobs that are reasonable for the injured party and therefore assists with job search.
2) It tells the insurer if there are reasonable alternatives available to the injured person. As such it supports decisions regarding vocational rehabilitation interventions and entitlement to benefits.
3) It identifies if there are any reasonable employment alternatives and if not, allows for consideration of settlement of the file.

There are numerous tests for the identification of reasonable employment alternatives;

1) There must be a real job identified as an alternative, reasonably available and existing within a reasonable commute from the plaintiffs home-ie. a surfing instructor would not be a job to be considered in Southern Ontario.

2) The work must be suitable for the person, given his or her education and employment background - ie. if the person is over or under qualified, the employment would not be considered reasonable.

3) The income must be similar to that which the patient earned before the accident. Most use a general guideline of 66.67 to 80 percent of pre-accident earnings. A number of arbitration decisions have indicated that level of remuneration is a relevant factor in considering whether a proposed occupation or employment is suitable.

4) The job is not necessarily suitable just because the patient did that work in the past. If the job is substantially different in nature, status or remuneration to the job immediately pre-accident, it may not be an appropriate alternative-ie. Just because a doctor worked as a waiter in med school does not mean that being a waiter would be reasonable employment if the doctor could not work as a doctor.

5) The Job must be looked at as a whole. In many cases, the patient can do many or most of the individual tasks required in the job, but when asked to do so, on a repetitive, consistent basis for hours on end, it may not work out so well. In that situation, the job should be rejected. Functional capacity assessments are useful tools, but often lead to bad results for this reason. They usually look at tasks in isolation, over relatively short periods of time, and in ideal conditions.

6) The primary focus is this individual patient's situation. Disability should be viewed in the context of the patient's competitiveness in the existing marketplace-we do not assume that the employer will be benevolent. We must assume that they will require the patient to be able to work as effectively as other job applicants.

7) If away from the workplace for a considerable period of time, the patient should be assessed in a workplace to determine if they are capable of performing both the basic and more complex demands of the position.

Complex Case Management

  • Brain injury
  • Spinal cord injury
  • Chronic pain and return to work issues
  • Loss of earning capacity reports
  • Cost of future care assessments

Vocational Rehabilitation

  • Assessment (does not include psychometric assessments)
  • Career exploration
  • Job preparation assistance
  • Labour market surveys
  • Job search assistance

Therapy Services

  • Specializing in cognitive behavioural and N.L.P. interventions
  • Assistance with acceptance of disability, adjustment issues
  • Anxiety
  • Depression
  • Phobias

Get in touch!

We will be happy to hear from you, no matter the subject. For contacting us please use our contact page or the info below.

Servicing Southwestern Ontario
Phone/Fax. 519-657-9771
Cell. 519-870-5644
glenncronk@rogers.com