University takes collaborative approach to coming back from workplace injury and illness

Nov. 15, 2018

University takes collaborative approach to coming back from workplace injury and illness

New legislation formalizes U91��ɫ’s existing return-to-work practices

Creating a collaborative plan for faculty and staff who have experienced work-related injury or illness is a critical part of U91��ɫ's process for assisting employees with a safe and timely return to work.

Creating a collaborative plan for faculty and staff who have experienced work-related injury or illn Riley Brandt, 91��ɫ

Above: Creating a collaborative plan for faculty and staff who have experienced work-related injury or illness is a critical part of U91��ɫ's process for assisting employees with a safe and timely return to work.

It’s more important than ever that managers and employees work together with Staff Wellness and Human Resources to develop and implement early and safe return-to work plans for faculty and staff who have experienced a work-related injury or illness.

According to Darren Ferleyko, director of Staff Wellness, providing modified work and accommodation is not a new concept for U91��ɫ, but newly introduced provincial Workers’ Compensation legislation has provided a good opportunity to increase awareness about the collaborative approach that U91��ɫ takes to helping employees achieve a timely and safe return to work.

The legislation, effective Sept. 1, 2018, dictates that employers and workers are expected to work together to co-ordinate a safe and timely return following a workplace injury. Employers have a duty to modify the work or the workplace to accommodate the needs of the disabled employee, and employees must return to work as soon as they are able to perform either regular or modified duties.

“We didn’t need to change our processes to meet the legislation — we were already compliant,” says Ferleyko. “A successful return to work relies on open dialogue between the employee, their manager, Human Resources and the Staff Wellness ability adviser.”

Ability advisers look out for employee health and wellness

Ability advisers have a wide range of responsibilities within Staff Wellness, but when it comes to workplace illness or injury, their focus is on getting employees back to work safely.

Tara Clabby, ability adviser for the Cumming School of Medicine, says providing modified duties or workspaces as part of a return-to-work plan makes it possible for employees to return to work sooner and safer.

“Research shows that the longer you’re out of work, the harder it becomes to return to work because of mental health impacts or deconditioning,” says Clabby. “The ideal situation would be to find a safe way for an injured employee to never leave the workplace in the first place.”

Return-to-work plans are different for every circumstance and vary widely depending on individual medical needs and work duties.

“A plan might be as simple as optimizing a workspace, or it could mean changing duties completely,” says Clabby. Whatever your plan is, Clabby says following U91��ɫ’s process for managing workplace injury is crucial to receiving the right care.

“Physiotherapy and other treatment costs are fully covered through a WCB claim,” says Clabby. “Also, you’ll get much faster access to tests and treatment if you visit an Occupational Injury Service (OIS) clinic for work-related injuries.”

Clabby believes in the university’s approach to support employees experiencing workplace injury or illness. In her role, Clabby is able to personally connect with individuals and fully understand the situation so she can help figure out a plan that is best for individual employees, managers and the teams they work with.

“People do best with face-to-face contact,” says Clabby. “When I can talk directly with them I can see more clearly what they might need or benefit from. I may recommend an elevation stool or a knee scooter — anything that may help their return to work be more successful.”

Access to workplace accommodation

Modifications to a workspace or duties and responsibilities aren’t limited to situations involving work-related injury or illness. The university is committed to ensuring an inclusive working environment that is free from discrimination. Many resource are available to faculty and staff seeking workplace modifications or accommodations, including U91��ɫ’s recently introduced Workplace Accommodation Policy and Procedure.

If you require adjustments to your work or work environment, talk to your leader, your Human Resources partner, or Staff Wellness to discuss your options.