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Health Management - Return To Work - Introduction

Human Resources

Health
Management

Health Management

Return to work

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 from Homewood Health 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 at least 120 days and in some cases the absence may be up to several years. Case managers from Great-West Life or Sun-Life (IAFF only) 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.

Return to work from a WCB Claim

In most cases, employees will return to work after a WCB claim without any restrictions to their own job. In some cases, a return might require modified or alternate work opportunities for employees. The process of returning an employee to work from a WCB claim is the same as for S&A and LTD.

Download


Leader Accommodation Toolkit for more information on how to search for accommodation options and prepare the work environment for the employee’s return.

The return to work team

Employee

  • Maintain contact with leader and Return to Work Coordinator during the accommodation.
  • Follow the recommendations of your physicians and health professionals to get better as safely and quickly as possible.
  • If you require an accommodation, provide necessary information on your abilities and needs, participate in the development of return to work plans to support an early, productive and safe return to work

Leaders

  • Maintain contact with employees who are off work due to illness or injury, or who are at work and require an accommodation.
  • Work collaboratively with the Return to Work Coordinator and/or Vocational Rehabilitation Consultant (VRC) employee to develop, implement and monitor a return to work plan.
  • Search for and provide suitable work that matches your employee’s abilities and needs for accommodation.
  • Work with team to create the environment to support the return of the employee back to work as safely and quickly as possible.

Return to Work Coordinator

  • Monitor the employee’s return to work status in conjunction with the external case managers.
  • Clarify the restrictions and abilities to ensure a proper plan is developed, implemented, and monitored.
  • Facilitate the resolution of any issues delaying a return to work.
  • Consult with the other divisions of HR and a union representative if a case is particularly complex.

Case Manager – Benefit Providers

  • Receive medical information related to the employee’s disability claim.
  • Monitor the recovery process and advise the RTWC or VRC when the employee is fit to return to work and if the employee requires an accommodation.
  • Provide details of the employee’s abilities and restrictions if an accommodation is needed

Union Representatives

  • Collaborate with the leaders, RTWCs or VRCs to support a safe and early return to work for injured or ill employees through reasonable accommodation. Return to Work Coordinators will consult with the union when a proposed accommodation solution may impact the language of a collective agreement.

Vocational Rehabilitation Consultant

  • Assess and identify transferable skills if employees are permanently unable to return to their base position due to their medical limitations.
  • Identify and coordinate placement into suitable work within the City.

Welcoming an employee back to work begins with knowing if your employee is coming back to work with or without restrictions and getting the workplace and team ready for the employee’s return.

Returning to work with no 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.

Returning to work with restrictions

Your employee has been cleared by a doctor but requires modifications to the workplace.