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Health Management - Leave & Disability - While employee is on LTD

Human Resources

Health
Management

Health Management

While employee is on LTD

Contacts while an employee is on Long Term Disability (LTD)

When an employee begins LTD, Great-West Life assigns a case manager at the Calgary Disability Management Services Office (DMSO).

The Return to Work Coordinator and Vocational Rehabilitation Consultants at The City of Calgary receives updates from the case manager, follows-up with them on timelines and will pass along updates to the supervisor regarding the status of the claim and return to work information.

Employee’s role while on LTD

As you recover, update your supervisor about when you may be ready to return to work. Keep your case manager up to date on your recovery and updates from your health care providers.

Follow your treatment plan that is in place to help you recover and get well. Also, be actively engaged in exploring accommodation options if you will be returning to work with medical restrictions. For more information refer to the Employee Accommodation Toolkit and have a conversation with your leader.

Read the MEBAC agreement for specific information about S & A and LTD benefits.

Visit The City’s Employee Wellness site for ideas on programs and resources.

Supervisor’s role while employee is on LTD

  1. Keep in touch

    Like with S&A, a supervisor should maintain contact with the employee who is on LTD. Use discretion in regard to when and how often you reach out. Make a point of keeping in touch with your employee, as this will help the employee feel supported and connected to the workplace Remind them that you are available to answer questions and provide support during the employee’s recovery.

  2. Review updates from Return to Work Coordinator

    Throughout the leave, Great-West Life will monitor the treatment and recovery of the employee and communicate with the Return to Work Coordinator if and when an employee will be able to return to work. They will let the Return to Work Coordinator know if there are medical restrictions. Typically, employees returning from LTD will come back starting on a gradual return to work schedule. For more information on how to support your employee with an accommodation, refer to the Leader Accommodation Toolkit.

  3. Manage workload

    At this point, supervisors will have been managing the workload and will need to decide how to manage this workload going forward. Each scenario will have its own set of circumstances to consider, such as timelines. It may still be unclear about when the employee will be back to work.

    Supervisors can consider accessing temporary resources. For example, using other employees needing accommodated work, Temporary Employment Services Agency (TESA), on-call employees. If necessary, supervisors may consider hiring a limited-term employee. Consult with Human Resources if needed.

  4. Proactively identifying Accommodation Opportunities

    While the employee is recovering, the supervisor can work with the employee and Return to Work Coordinator to discuss the employee’s functional abilities to evaluate the possibility of modifying the employee’s own job or consider available job tasks within the work area. Being proactive about this supports an early and safe return to work.

Who can help?

Human Resources

403-268-5800

Great-West Life: Calgary Disability Management Services Office

Phone: 403-515-5900
Fax: 403-234-7565
Toll free: 1-866-221-8524
www.greatwestlife.com



Next section: Return to work