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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.
MEBAC agreement for specific information about S & A and LTD benefits.
While your employee is away, stay in contact with them by calling to see how they are doing.
Take this opportunity to share any workplace news that might be useful to them and help them feel less isolated.
Get updated information about the date of return and any restrictions or modifications needed to help when they
come back to work. [Link to Return to Work landing page]
Remember, as with all contact between employees and supervisors, there is no need to discuss specific medical details.
It’s also an opportunity to ask the employee how they would like you to handle any questions by coworkers about the
reason for the absence.
Use discretion. Continued contact is an important way to maintain a connection with your employee, but when and how
often you reach out is a judgement call based on the reason for the absence. At the beginning of the absence, let your
employee know that you will be checking in. Ask when the best time to contact them is.
While you are checking in with your employee, remind them that they still have access to City of Calgary resources.
That includes The City’s benefits plan offered through Green Shield Canada, wellness programs and Homewood Health
services including counselling and Plan Smart Services. Calgary.ca/wellness
The case manager provides claim updates by email to the supervisor, Benefits Liaison and Return to Work Coordinator.
This includes claim decision, estimated date of return to work and work limitations/restrictions for accommodation
If they can, supervisors should reorganise schedules or redistribute workloads to make sure operations continue with
minimal interruption. S&A can be anywhere from six days to 119 days (with the potential for a longer absence if the
leave transitions to long term disability). Each scenario will be different and the length of leave may not be known
immediately. Supervisors should keep monitoring the situation and make adjustments to how work is completed accordingly.
If necessary, supervisors can consider accessing temporary resources. For example, using other employees needing
accommodated work, Temporary Employment Services Agency (TESA), on-call employees. Consult with Human Resources if
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