Disability Management

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Disability Management
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Agenda

• Introductions
• Disability Claims Management
• Pre-Vocational Rehab
• Vocational Rehab
• Case Study John
• Case Study follow up
• Questions and Answers

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Our Presentation Team

• Newfoundland Power
• Brenda Gaulton, Director of Human Resources
• Great West Life
• Tanya Chan, Rehabilitation Consultant

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Newfoundland Power

• Is committed to the early and safe return to work
  program for injured and disabled workers.

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History

• WHSCC vs. LTD
• Perception of Off the books
• Lost touch with employees
• Managed by Department vs. Corporate
• Employee entitlement 2 yrs.
• Performance issues

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Changes

• HR Organizational changes
• New Collective Agreement 2004
• Benefit Renewal 2004

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Collective Agreement

• .as per the duties and obligations outlined
  above, the Company shall provide suitable
  employment that is available and consistent with
  the Employees functional abilities and, wherever
  possible, restore the workers pre-disability
  earnings. This may involve the Employees
  pre-disability position with or without
  modification, a comparable position with or
  without modification , or a collection of duties
  that the Employee can perform based upon the
  Employees functional abilities. These
  guidelines may involve accommodation outside the
  Collective Agreement but only after all
  reasonable options within the confines of the
  Collective Agreement have been explored.

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NP Approach

• Attendance Management
• Control sick leave costs
• Revamp our policy
• Aggressive corporate target
• Awareness and education
• Engaging leaders
• Focus on claims management

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Attendance Management Strategy

• Two stream approach

Stream 1 Chronic Illness, Injury, Surgery
Stream 2 Incidental Absenteeism
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Stream 1

• Employee off gt 5 days
• Maintain contact
• Positive approach
• Concern for employee
• Offer support internal/external
• Functional Assessment
• Investigate alternate work arrangements

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Stream 2

• Supervisory awareness
• History/pattern of sick time
• Regular communication with employee
• Target setting
• Offer support internal/external
• Progressive Corrective Action process

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NP Approach

• Use of external resources
• Company physician
• GWL
• Case Management
• Rehabilitation
• Specialists or OT
• Conflict resolution

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NP Approach

• Partnership with Stakeholders Union/Insurance
  Provider/HR/Employees
• Communication on all cases
• Union on board
• Listing of accommodations
• Avoid perception of favouritism

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Responsibilities

• Employer
• HR/Supervisors/Co-Workers
• Employee
• Duty to cooperate/Duty to participate
• Union
• Ensure CA followed/Identify opportunities
• Insurance Provider
• Communication
• Identify Barriers/Opportunities

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NP Approach

• Return to work in any capacity
• Goal - return to normal duties
• Find opportunities Corporately best fit
• Rehabilitation - regular updates
• Communication is KEY
• Meetings all parties present for initial
• Work through hiccups
• Deal with performance issues