Return to Work (RTW) Planning
Initiating the RTW process
Return-to-work planning begins when the member’s capabilities support a safe transition back to work. Click below to learn about the responsibilities of each role during this phase.
1.
If no support is required (i.e. absence is due to the flu and a full RTW is expected soon), contact the Committee after the expected return to work date.
If the member’s status has changed and they have not returned to work, reassess their situation. If the member has returned to work for at least 10 working days, no further follow-up is required.
If assistance is required, initiate a discussion with the member, based on the medical information received, regarding the possibility of modified, alternate, part-time or gradual RTW and determine what may be required to allow for a successful and sustainable return to work.
2.
To assist in RTW planning, the following may be considered:
Job site visits are undertaken by the HCMS as required and in instances where there is concern or question as to the specific duties of the member’s position.
Ergonomic assessments are sometimes undertaken at the job site to facilitate job modifications.
When the HCMS wants to coordinate a site visit, they will contact the Committee to make arrangements.
3.
Advise the Committee of the member’s abilities and restrictions and initiate discussion regarding the draft RTW plan and any possible barriers or concerns from the Committee.
4.
The final RTW plan is provided to all parties, including to the treating physician. The recommended plan is based on specific information about the member’s abilities and limitations.
5.
During the RTW communicate with the member as required, every two weeks at a minimum.
6.
Obtain confirmation from the Committee upon the member’s full RTW.
1.
Support the work of the HCMS and resolve issues that may arise in the RTW process or identify any problems:
If the member’s return to work arrangement has a conflicting impact on the collective agreement, the Committee Union Coordinator must notify and/or involve the Local Union Executive so they are aware and can approve the arrangement prior to proceeding.
The Committee District representative will notify the supervisor and/or HR regarding the proposed RTW and discuss any issues or concerns they may have before proceeding.
2.
Facilitate workplace activities where there may be challenges in accommodation.
3.
Regularly review the HCMS updates and discuss any concerns on the progress of a particular case.
4.
Provide confirmation to the HCMS that the member has returned to work in their regular duties and hours.
