Hello, I am new to this site. I am currently on STD from my employer due to workplace sexual harassment, reprisal and a poisoned work environment. This is my second time off work for this issue, and I have an active HRTO case. My research for my HRTO case has brought to light information I wasn’t aware of regarding matters of my extended health care coverage with the employer. Recently, I began inquiring with my employer about extended health benefits for my severely disabled young adult, as their health benefits had been cut off after I filed my HRTO complaint. At the time, I was told that my dependent had “aged out” of coverage. I started requesting the Master Group Insurance Agreement from the employer for my estate planning for my dependant in February, right after this my Short Term Disability case manager began telling me that because I don’t have a family doctor, I have to fill out an ESR form for them and I have to see their independent medical examiner to review the treatment plan that was given to me by the psychiatrist and is being managed by my psychotherapist while I wait for a new doctor. Am I obligated to see the insurer’s psychiatrist, or can my psychotherapist continue my treatment plan? I have requested all my case notes from the insurance company, as well as requested the directive letter that the insurance company is sending to their IME, so I know what it is that they want to evaluate me for. I was diagnosed with C-PTSD, anxiety and depression by the psychiatrist in 2024. and was additionally diagnosed with ADHD by my family doctor in September of 2025. As my employer is an adverse party to my ongoing litigation, I tried to withdraw consent for the insurance company to speak to my employers hr department. I permitted for the insurance company to speak to the medical department of my employer, but now the insurance company has told me that if I withdraw consent to speak to HR, they would cut my benefits effective immediately. Can they do that if my employer is a respondent to my case at the HRTO if the information HR receieves can be used in a legal case?
Thank you