1. Disability Management PSAC National Health & Safety Conference 2013 Mental Health at Work – We Are All Affected

2. Objectives Following this workshop, participants: Will be able to define disability management and understand its various components; Will be able to define disability management and understand its various components; Understand the challenges and consequences for PSAC members brought about by a change in the disability management culture by employers; Understand the challenges and consequences for PSAC members brought about by a change in the disability management culture by employers; Will be equipped to encourage their respective locals to sensitize their members to the impact of potential decisions stemming from the new disability management culture, while ensuring adequate representation by developing the attendant means (compensation, return to work). Will be equipped to encourage their respective locals to sensitize their members to the impact of potential decisions stemming from the new disability management culture, while ensuring adequate representation by developing the attendant means (compensation, return to work).

3. Agenda Introduction and ice-breaker Introduction and ice-breaker Objectives Objectives Background Background The disability management initiative in the Federal Public Service The disability management initiative in the Federal Public Service Statistics Statistics Instruments & sources of legislation Instruments & sources of legislation Rapid intervention Rapid intervention Break Break Protection and indemnities Protection and indemnities Background Background Conclusion Conclusion

4. Change in the disability management culture by employers Several disability insurance companies and workers compensation boards in some provinces have also made changes to their service structures and decision-making processes to reduce the compensation paid out to workers. Several disability insurance companies and workers compensation boards in some provinces have also made changes to their service structures and decision-making processes to reduce the compensation paid out to workers.

5. Disability management initiative in the federal public service Four years ago, a disability management committee received $6 million in funding to develop a new disability management program. Four years ago, a disability management committee received $6 million in funding to develop a new disability management program.

6. Disability management initiative in the federal public service A program intended to reduce the impact of illness, injury and disability in the workplace, building on prevention, prompt and proactive intervention to encourage a return to work and accommodation measures for employees with functional limitations (Dianne Dyck) A program intended to reduce the impact of illness, injury and disability in the workplace, building on prevention, prompt and proactive intervention to encourage a return to work and accommodation measures for employees with functional limitations (Dianne Dyck)

7. Disability management initiative in the federal public service How could this definition have an adverse impact on injured workers? How could this definition have an adverse impact on injured workers?

8. Disability management initiative in the federal public service

12. Disability Management Instrument Universe Disability Management Instrument Universe Approximately 15 minutes Work in sub-groups at your respective tables to become familiar with the various instruments relating to disability management. Work in sub-groups at your respective tables to become familiar with the various instruments relating to disability management.Instructions : Instrument universe handout. Instrument universe handout. The first column contains the title of various policy instruments and the legislation that applies to disability management. The objective and the main elements of the instruments appear in the other column. The first column contains the title of various policy instruments and the legislation that applies to disability management. The objective and the main elements of the instruments appear in the other column. Match the title of each instrument with its objective or its main elements. Match the title of each instrument with its objective or its main elements. Indicate your answers (the letter) in the first column, which will make correction easier. Indicate your answers (the letter) in the first column, which will make correction easier. You have 10 minutes to do the exercise which will be corrected during the plenary session. You have 10 minutes to do the exercise which will be corrected during the plenary session.

13. Accommodation Recourse Routes and Benefit Entitlements

14. 1. Grievance Per the collective agreement Per the collective agreement Pay attention to time limits Pay attention to time limits 2. Human Rights Complaints Per the applicable jurisdiction Per the applicable jurisdiction Notify at the same time as you file the grievance (must exhaust grievance process first) Notify at the same time as you file the grievance (must exhaust grievance process first) Pay attention to time limits Pay attention to time limits 3. Internal Employer Policies Per applicable policy Per applicable policy Use ONLY if process is meets the requirements of due process – but file a grievance at the same time Use ONLY if process is meets the requirements of due process – but file a grievance at the same time Pay attention to time limits Pay attention to time limits 3 Recourses for dealing with DTA violations in the workplace.

15. Proposed Grievance Language The grievance statement should reference the No Discrimination Article and the failure to accommodate. For example: The grievance statement should reference the No Discrimination Article and the failure to accommodate. For example: I grieve that management has violated article _____ and all other related articles of my collective agreement and related acts of law, by failing to accommodate me. I grieve that management has violated article _____ and all other related articles of my collective agreement and related acts of law, by failing to accommodate me. The corrective actions should include: to be accommodated as requested (normally the recommendation comes from a doctor); to be accommodated as requested (normally the recommendation comes from a doctor); to be reimbursed any leave and other benefits used related to the failure to accommodate in a timely manner; to be reimbursed any leave and other benefits used related to the failure to accommodate in a timely manner; a request for pain and suffering damages a request for pain and suffering damages to be made whole to be made whole

26. Medical Release Forms Accommodation The worker only has to disclose medical information which is relevant to the disability being accommodated and does not have to provide access to his/her entire medical file. Diagnosis is not required. The worker only has to disclose medical information which is relevant to the disability being accommodated and does not have to provide access to his/her entire medical file. Diagnosis is not required.

27. Medical Questionnaire An Employer is only entitled to receive the information necessary to enable it to accommodate the employee. This will include expert or professional verification that the employee has a legitimate functional limitation, a description of the limitation to help the Employer accommodate that limitation, and a professional estimate of how long the employee will need to be accommodated. An Employer is only entitled to receive the information necessary to enable it to accommodate the employee. This will include expert or professional verification that the employee has a legitimate functional limitation, a description of the limitation to help the Employer accommodate that limitation, and a professional estimate of how long the employee will need to be accommodated.

28. Hierarchy of Accommodation Same job Same job Modified job Modified job Different job in same workplace; Different job in same workplace; Similar job in a different workplace; Similar job in a different workplace; Different job in a different workplace. Different job in a different workplace.

29. Sample Reintegration and Accommodation Plan Physicians name and address: I saw __________________ (patients name) on______________ (date) I saw __________________ (patients name) on______________ (date) Date of injury or illness, if applicable ______________ This patient is medically able to work with limitations or restrictions as of ____________________ (date). Restrictions or limitations (see page 2 for details) In my opinion, these restrictions or limitations are: Temporary for how long _________________ Permanent date of next appointment _________________ Need further date of next appointment _________________ assessment My opinion is based on the factors indicated below: Information provided by the patient Information provided by the patient My examination of the patient and my assessment of the findings and health information My examination of the patient and my assessment of the findings and health information I have provided this form to the patient named above ____________________________________________ ____________________________________________ Physicians signaturedate

30. Working Through Accommodation SCENARIOS Form small groups. Form small groups. Each group will focus on one of the various parties involved: a) delegate and steward b) employer c) physician and fellow worker. Each group will focus on one of the various parties involved: a) delegate and steward b) employer c) physician and fellow worker. You should discuss one section of your scenario and avoid reading ahead as to not be influenced by their content. You should discuss one section of your scenario and avoid reading ahead as to not be influenced by their content. You will be given 25 minutes to work through your scenario(s) and then select a team member to report back to the larger group. You will be given 25 minutes to work through your scenario(s) and then select a team member to report back to the larger group. The Disability Insurance Handbook, Factsheets and the Accommodation Path Diagram at the back of your DTA Guide can assist you in your deliberations. The Disability Insurance Handbook, Factsheets and the Accommodation Path Diagram at the back of your DTA Guide can assist you in your deliberations.

31. Conclusion By the end of this of workshop participants will be able to: understand the concept of disability management. understand the concept of disability management. identify and assess potential resources and approaches utilized by employers. identify and assess potential resources and approaches utilized by employers. equip themselves with appropriate tools to proactively develop union strategies that provide adequate and timely assistance to our members in this evolving context. equip themselves with appropriate tools to proactively develop union strategies that provide adequate and timely assistance to our members in this evolving context.