Disability Management - At Work or At Home
INTRODUCTION
Pembina Trails School Division is committed to preventing workplace injuries and illnesses through maintaining a safe and healthy work environment. In the event an employee suffers an injury or illness, on or off the job, the school division will take all reasonable steps to provide a safe and timely return to work (RTW), by providing alternative or modified work through the return to work program.
Pembina Trails will work in collaboration with employees (and union representatives, where applicable) to identify suitable work and develop individualized RTW or modified work plans based upon functional abilities information provided from health care providers and the Workers Compensation Board (WCB). The RTW process commences immediately, without delay, after an injury or illness occurs.
This program applies to all employees who are unable to perform their regular work as a result of injury or illness. All employees must fully cooperate in the safe and timely return to work of injured and ill workers.
RESPONSIBILITIES
Management and employees of the Pembina Trails School Division are expected to support and fully comply with the procedures in the accident reporting and return to work process (RTW). School staff, management, supervisors, and the Safety, Health & Environment (SHE) Officer are expected to promote the RTW Program, assist individuals on RTW Plans, and help to create a supportive working environment among peer and co-workers. Information, such as the result of an injury, is confidential and all involved parties must be prepared to respect privacy issues and ensure confidentiality of employee information as per PHIA and FIPPA.
Management
It is the responsibility of the Pembina Trails School Division management to ensure that the accident reporting requirements and RTW Program is communicated and implemented. It is also the responsibility of management to promote, demonstrate full support, and ensure that the RTW Program is implemented in a positive and respectful manner.
Direct Supervisor
The employee’s direct supervisor should respond to the employee’s first report of injury with empathy, take the time to handle the investigation properly and acknowledge immediate medical attention requirements. Additional responsibilities include, but are not limited to:
- Complete all necessary documentation in a timely manner and maintain a record of employee discussions and agreed actions;
- Forward all injury related paperwork to the Safety Officer;
- Work with management and the Safety Officer to develop a suitable return to work plan for the employee and stay within outlined abilities/limitations;
- Monitor the injured employee’s progress and support the employee during his/her return to work; when appropriate, inform co-workers in the immediate area of return to work plans while maintaining appropriate confidentiality requirements;
- Promote and enforce safe work practices;
- Maintain regular (weekly) communication with the employee;
All supervisors should be open to provide temporary modified duties and/or the work schedule identified in a RTW plan and will monitor to ensure the employee is working within the restrictions set. The supervisor will notify the Safety Officer when the employee requires adjustment to the RTW Plan and/or when the employee is able to return to full duty.
Injured, Ill or Disabled Employees
Injured, ill or disabled employees are expected to participate actively in the accident reporting and return to work program. This includes, but is not limited to:
- Report all injuries to his/her supervisor on the day the accident occurred, no later than the end of shift.
- Obtain medical treatment and keep health care providers informed about return to work and accommodation options that are available.
- Provide details of the injury/illness and required medical information and documentation to the supervisor the same day or next day after their medical appointment.
- Provide details of work restrictions/accommodations regardless of the injury and know activity limitations as they relate to the performance of job duties.
- Return completed documents to the appropriate party within the outlined timeframe.
- Participate in the development of a suitable return to work plan.
- Regularly communicate the status of the injury and the expected date of recovery to their supervisor.
- Apply safe work practices and work within outlined abilities to avoid re-injury.
Once the employee has been cleared to return to the work (with or without restrictions), they are expected to cooperate and work with their supervisor and the Safety Officer to create a RTW plan (where required) and make every effort towards a full recovery. The employee must perform according to the RTW plan and follow all directions and treatments, outlined by the treating health care practitioner, both at work and at home. The employee must keep their immediate supervisor informed of any changes to his/her medical situation and potential impact on the RTW Plan and/or modifications to the plan.
Human Resources
Human Resources is responsible for coordinating all activities associated with the RTW Program, working with supervisors, WCB, divisional safety officer and external parties to design and implement effective RTW Plans and complete required administration of such. HR will also work with supervisors to facilitate the injured employee’s earliest possible return to the workplace and his/her pre-injury/illness position.
Union
Unions have a responsibility to take an active role as a partner in the accommodation process and to cooperate with supervisors to find accommodation solutions for employees returning to work. A union representative may be included in a return to work/accommodation discussion when the accommodation measures will affect the rights of other employees under the collective bargaining agreement; and or if the employee requests their union representative present during accommodation/return to work discussions.
Unions are required to actively support accommodation measures regardless of what has been specified in the collective agreement. However, collective agreement provisions are to be respected. Supervisors are obligated first to explore the accommodation options that will not interfere with rights and entitlements provided under collective agreements. (Note: information on a union’s involvement during the return to work process was obtained from the Canadian Human Rights Commission’s “A Guide for Managing the Return to Work”).
All Workers
All employees in the Pembina Trails School Division have a responsibility to know, understand and cooperate with the accident reporting and return to work process. Employees also have the additional responsibility to support their co-workers when they have suffered an injury and to assist them in their return to work.
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