Return to work from Short Term Disability (S&A)
In most cases, employees will return to work after a medical leave without any restrictions to their own job. In other cases a return might
require modified or alternate work opportunities for employees. Case Managers will review medical information and provide documentation to the
employer regarding the employee’s fitness to return to work and if applicable, details around restrictions and abilities. Supervisors, Return to
Work Coordinators, employees and, when necessary, union representatives all work together to develop a plan for an employee’s safe and early to work.
Return to work from Long Term Disability (LTD)
If an employee is returning from LTD, it means they have been away from work for a minimum of least 120 days and in some cases the absence may be up
to several years. Case managers will review medical information and provide documentation to the employer regarding the employee’s fitness to work
and if applicable, details around specific restrictions and abilities. If accommodation is required, the supervisor, Return to Work Coordinator,
employee, and union representatives (when necessary) all work together to develop a plan for a safe and early return to work. This process helps the
employee return to work safely and as quickly as possible.
The return to work team
Employees maintain contact with supervisors or Return to Work Coordinators as appropriate to the situation. They follow the recommendations of
physicians and health professionals and participate in the development of plans to support an early, productive and safe return to work.
Supervisors maintain contact with employees who are off work due to illness or injury to convey support and maintain operational requirements.
They work collaboratively with the Return to Work Coordinator and employee to develop, implement and monitor a return to work plan. In simple
return to work cases such as a return from Sickness and Accident leave without restrictions, a supervisor oversees the return to work process,
accessing support only when necessary.
Return to Work Coordinator
Return to Work Coordinators monitor employee’s return to work status with the case managers. They coordinate the return to work team (including
the supervisor, employee and, when necessary, union representative) throughout the process. Return to Work Coordinators may clarify the restrictions
and abilities to ensure a proper plan is developed, implemented, and monitored. The Return to Work Coordinator also facilitates the resolution of
any issues delaying a return to work. If a case is particularly complex, the Return to Work Coordinator will consult with the other divisions of HR.
Case Manager – Benefit Providers
Case Managers receive medical information related to the employee’s claim in order to approve the payment of disability benefits. They will monitor
the recovery process and advise the employer when the employee is fit to return to work and if the employee requires an accommodation. If an
accommodation is necessary, they will provide details of the restrictions and abilities.
Union representatives work collaboratively with the team to support a safe and early return to work for injured or ill employees. It is important
to consult with the union when a proposed accommodation solution may interfere, disrupt or be conceived as contrary to the express language of the
Vocational Rehabilitation Consultant
If employees are permanently unable to return to their base position, vocational rehabilitation consultants will help identify transferable skills
and find alternative career paths within The City.
Welcoming an employee back to work begins with knowing if your employee is coming back to work with or without restrictions.
Your employee has been cleared by a doctor to return. There are no accommodations that need to be made for them to come back to full duty.
Your employee has been cleared by a doctor but requires modifications to the workplace.