Algoma Chronic Mental Stress Claims Under WSIB

Date and Time

Starts:01/12/2022 12:00 PM

Ends:01/12/2022 1:30 PM

Registration Closes:01/11/2022 8:00 AM

Event Type: Professional Development

1.5 Hour(s)



Members Free / $5 Donation / Non-member $30


Additional Information

Event Sponsor

As of January 1st, 2018, employees with work-related chronic or traumatic mental stress may be eligible for benefits from the WSIB under its new chronic mental stress (CMS) policy. This expanded entitlement for mental stress under the Workplace Safety and Insurance Act means all employers, specifically those with stressful workplaces, will need to take additional steps to reduce workplace stress — including harassment, bullying and workload issues — and minimize the existence of substantial workplace stressors in order to limit costly, complicated stress-related lost time claims.


  • Explore how the WSIB has been interpreting and applying the new provisions under the CMS policy
  • Find out whether a failure to investigate claims of harassment, discrimination and violence in the workplace exposes employers to increased claims for chronic mental stress
  • Learn how to develop criteria for an acceptable CMS investigation process to prevent WSIB claims
  • Examine what preventative measures you can take to prevent chronic mental stress in the workplace


NOON to 130 PM Presentation

Learning & Giving back! As suggested by HRPA members and as part of our commitment to corporate social responsibility, HRPA has identified Indspire and Black Youth Helpline as recommended charities. Should you wish to support please select the $5 donation option upon checkout. Thank you!

Registration Difficulties or Questions? Please reach out to our Chapter Experience Coordinator, Tammy Williams

Speaker bio(s)
Asha Rampersad

Asha joined Bernardi Human Resource Law LLP in 2015 and her main areas of practice include human rights litigation and accommodation issues as well as workplace investigations.

Equipped with several years of teaching experience at the university level, and conducting numerous training sessions for human resource professionals, Asha has significant expertise in delivering training to both employers and employees on all facets of employment and labour law, including collective agreement interpretation. Asha has been quoted in the Law Time regarding the employer’s duty to investigate, and has been published in an Accessibility magazine regarding employers’ AODA obligations.

Asha has conducted numerous complex investigations including sexual assault, sexual harassment and workplace bullying. She is very sensitive to the needs of all parties to the investigation process.