Return to work 鈥� stay at work
Ensuring our employees are able to remain at work or return to work in a safe, timely and sustainable manner following a medical leave is in the best interest of all parties.
The Stay at work/Return to Work program promotes early intervention. As a supervisor you have an important role to play in supporting an employee at work or helping them return to work as soon as it is medically safe to do so.
An employee’s return to work, or stay at work, may involve temporary or permanent modifications or adjustments in job duties or workplace arrangements in order to accommodate a disability of an individual staff or faculty member.
The university has made a commitment (Policy #HR6115 Employment Accommodation) to achieve a workplace free of barriers by providing medical accommodation in a manner which is fair, equitable and needs of all parties are respected.
Staff will find more information here.
Information for faculty and librarians is available through VPAC.
Information for Supervisors and Managers:
Responsibilities for supervisors and managers
Managing Simple Short Term Sick Leave
Managing Medical Accommodations
Additional information:
Purpose of the return to work program
The purpose of the return to work program is to facilitate a safe and sustainable return to work from absence due to injury, illness or a medical condition. The program is designed to meet the requirements of British Columbia’s ).
An employee’s return to work, or stay at work, may involve temporary or permanent modifications or adjustments in job duties or workplace arrangements in order to accommodate a disability of an individual staff or faculty member.
Privacy
The RTW Program respects the individual employee’s dignity, privacy of personal information and confidentiality of personal health information. Data is collected for the purpose of assisting with staying at work or developing a safe return to work plan for the employee and their department in compliance with the and the .
Who can access the return to work program?
- Staff or faculty members may self-refer to the RTW Program
- With the knowledge of the staff or faculty member, departments may refer employees to the RTW Program
- With the knowledge of the staff or faculty member, bargaining unit members may refer to the RTW Program
Roles and responsibilities in the return to work process
Some or all of the following parties may be involved in return to work planning in the following capacity:
UVic: Complies with the Human Rights Code and all other relevant legislation including the Freedom of Information and Protection of Privacy Act. Compliance includes the duty to accommodate to the point of undue hardship for employees who meet the definition of disability as provided for in human rights law.
Departments/Administrative Units: Identifies and provides reasonable, meaningful and productive job adaptations or accommodations that assist the return to work process. Ensures that employees returning to work follow safe work practices.
Unions/Associations: Advocates on behalf of employees returning to work and ensures collective agreements are not compromised except as required by human rights legislation.
Work Life Consultants: Acts as a resource for all parties if a staff or faculty member are experiencing health related issues to remain in the workplace, or are absent/returning to work. Liaises with the medical community. Interprets medical information. Coordinates with all stakeholders involved in the planning, implementation and monitoring of safe and timely returns to work. Encourages appropriate accommodation as medically recommended. Monitors progress. Responsible for ensuring privacy and security of medical information.
The Employee: Provides objective medical documentation of limitations and abilities to the Work Life Consultant. Participates in treatment as prescribed by their medical team. Communicates regularly with their supervisor and the Work Life Consultant.
Return to work process
The Work Life Consultants each have individual departments and academic units assigned to their portfolio. Depending on what department or academic unit the employee or faculty member belongs to, the corresponding Work Life Consultant providing support to that area is assigned to the file.
The process is flexible depending on individual case needs; however, the Return to Work Process generally proceeds in the following manner:
- program description and interview
- collection of medical documentation for the purpose of assisting with at work accommodations or RTW
- providing updates to all stakeholders regarding restrictions, limitations and accommodations that may be required
- RTW plan implementation
- follow up and monitoring
Frequently asked questions
Forms and resources
Information on sick leave, long term disability & WorkSafeBC from benefit handbooks:
- CUPE 4163 - Component 3 (Continuing sessionals)
- CUPE 917, 951, Exempt Support Staff
- Faculty and Librarians
- Management Excluded
- PEA
Forms and guidelines:
- Accessibility Services
- Disability and Accessibility Resource Guide
- Guidelines for the Use of Service Animals on Campus
- Employment Accommodation: Policy #HR6115
- Employment Accommodation Guidelines for employees with a disability - CUPE 917 and CUPE 951
- Medical Accommodation Sit Stand Desks - Guide for Supervisors
- Medical Accommodation Sit Stand Desks - Guide for Employees
- Medical Accommodation Adaptive Equipment - Guide for Supervisors
- Medical Accommodation Adaptive Equipment - Guide for Employees
- Physician's Certificate
- Position Status Change form
- Return to Work and Stay at Work Program Brochure
Related resources
- Equity and Human Rights
- - WorkSafe claims, occupational health
- Office of the Vice-President Academic and Provost- Faculty medical leave
- Payroll - Position Status Change Form