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Greetings - Thank you for taking my questions on my current LTD employment insurance situation and what options would I have, and am I getting the proper amount of benefits. After suffering a major blood clot behind my right knee in March 2024 (CTScan), I was pleased in the hospital for 2 separate times (accumulating to 41 days), diagnosed with ischemia of my right lower limb and foot, and emergency operated upon at the end of April 2024, and insured by Sunlife. My employer was helpful in starting the benefits claim at that time and I live from 16 weeks of STD and then after many many tests and a whole team of medical professionals (led by my vascular head and family Dr), I was given weekly payments in STD and then moved to monthly payments in LTD. After going through the first ‘year in LTD’, and after 509 -+ medical reports that have gone into Sunlife, I was advised that they approved me past that 2 year part of not being able to do my job and up to age 65 years of age. The payments that they provide in the month come to me with tax taken off and the I get a T4A of that tax and it is added to my personal taxes as income. Is that supposed to happen? I lost my condo and car as the money they give does not amount to what what sr. Corp pay provided. Now I am at the 20 month mark and the complicated case I am dealing with (not feeling my right foot and still numb and regrowing nerves, etc., with my left foot acting up, the conduction tests and other tests have put me into an indefinite return to work situation with brain fog, etc., and exhaustion. My employer was advised in June of the fact that I have been moved into Sunlife Long Duration team and no return to work. As we are coming up to 2 years this coming March 2026, will my employer release me using the frustration of contract) and I lose my benefits? Sunlife has also pushed me into applying for CPP-D at this time before the 2 year anniversary of not being able to do my job. I she. Received the ODT Credit and denied Canada disability benefit as I make too much the letter said. What I am worried about now is - if I cannot go back ever, as there is talk of this being permanent and will digress (I feel I am getting better and defying the odds), but the neurologist, foot specialist, family Dr , and others say it might get a bit better and may be permanent- I want to defy that and get better. Will I be left with nothing if I get terminated with frustration choice and left with no benefits at 55 and possibly disabled for life? So afraid and the family says - he can’t let me go whilst on LTD. So confused and worry and did not wish to waste my complementary time with your team, so trying to get some peace of mind for now.
I’m currently on long-term disability (LTD) with Canada Life for mental health reasons and I’m approaching the 24-month “change of definition” review in a few months. My psychiatrist verbally supported the idea a short change of environment for mental health recovery but there’s no written note. I’m considering booking a one-week trip outside of Canada (e.g., Mexico) I’m worried about how Canada Life might interpret this. My LTD case manager tends to be very interrogative during our monthly updates and I don’t want to say the wrong thing or risk further interrogations My questions are: • Do I need to notify or get approval from Canada Life before leaving the country for one week? • Could they legally suspend or terminate my LTD benefits for not disclosing this trip, even if it doesn’t interfere with my treatment? If I mention this short trip to my case manager, could it trigger surveillance or closer scrutiny? • Is it safer to inform Canada Life proactively, or only disclose it if asked? • How do LTD insurers typically interpret short out-of-country trips for mental health recovery? Thanks alot
It is my understanding that my LTD insurance company cannot discuss my impediments/impairments with my workplace without my written consent? It’s my understanding that the information can only be shared within the circle of care health care providers treating my symptoms/conditions. The LTD recently informed me that in their discussions with my workplace and returning back, they informed my workplace that there still may be a few weeks delay for me to return based on cognitive impairments that I was still working on (with health care provider). The workplace response was we would need him back 100% cognitively. Although, specific symptoms may have not been discussed, cognitive difficulties were mentioned. Are they allowed to discuss this with my workplace without my consent?
I am currently in the process of having to return to work from long term disability that has now gone on for over 2 years now. In the event when I do go back and things don't work (based on my Dr.’s assessment), can I go back on LTD? It is also my understanding that they can also put me in the “any job situation.” As more than 2 years would have passed now, what happens? Second, it is my understanding that my LTD insurance company cannot discuss my impediments/impairments with my workplace without my written consent? It’s my understanding that the information can only be shared within the circle of care health care providers treating my symptoms/conditions. The LTD recently informed me that in their discussions with my workplace and returning back, they informed my workplace that there still may be a few weeks delay for me to return based on cognitive impairments that I was still working on (with health care provider). The workplace response was we would need him back 100% cognitively. Although, specific symptoms may have not been discussed, cognitive difficulties were mentioned. Are they allowed to discuss such information without my written consent as it violates patient confidentiality but also I’m afraid this could be used against me when I did go back to work (even possibly subjectively). Also, in the event when I return to work, and my workplace offers me modified duties or roles/responsibilities should I and can I accept these and should it affect my pay and/or seniority for my years of service in the event this goes to severance or constructive dismissal down the line. According to your severance calculator, in the event I needed to pursue a case, it would put me in the “maximum” allowable compensation of 24 months. Therefore, what should I and shouldn't I do to ensure I retain this maximum allowable compensation (other than signing termination papers or documents)?
I know I have to let my LTD insurer know that I applied for CPP Disability and if I am approved but am I required to give the insurer a copy of my CPPD application? (they have asked for the original)
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