Accommodation and Return to Work Policy
DECIEM is committed to creating a safe, inclusive space and taking care of our people. The purpose of this policy is to document the process for ensuring accommodation at work and the safe return-to-work of all injured or ill employees. In executing a successful accommodation or return-to-work plan, it is important that all workplace parties (employer & employee) and the treating medical professional, with supervision by the Workplace Safety and Insurance Board (WSIB) (where applicable), cooperate fully. The purpose of the modified work program is to provide suitable transitional work to employees with the goal of returning them to their pre-injury/illness job. DECIEM will ensure increased collaboration with, and input from, the employee to achieve success with the program.
This policy applies to all employees and job applicants in Ontario who require accommodation on the basis of disability and illness, both work and non-work related. This policy also applies to situations where an employee requires accommodation to facilitate a return to work after a leave of absence due to disability, illness, or injury. Nothing in this policy reduces the employee’s rights under any workers’ compensation legislation.
- 3.1 Employee
- 3.2 Manager
- 3.3 Human Resources
- 3.4 Environment, Health and Safety
- 3.5 WSIB (if applicable)
|Accessibility for Ontarians with Disabilities Act, 2005
Any modification to the work or the workplace (including but not limited to, reduced hours, reduced productivity requirements, and / or the provision of assistive devices) that results in work becoming available that is consistent with the employee’s functional abilities and that respects applicable human rights legislation.
Accommodation can include:
|Suitable (Modified) Work
|Post-injury work (including the employee’s pre-injury job) that is safe, productive, and consistent with the worker’s functional abilities, and that, to the extent possible, restores the person’s pre-injury earnings.
|Workplace Safety and Insurance Board
|Physical Demands Analysis
|Independent Medical Exam
5.15 Accommodating Job Applicants
DECIEM will meet all legislative requirements in providing accommodation to job applicants as well as employees.
Any applicant that communicates the need for accommodation shall be considered in a manner that is non-discriminatory and respectful.
5.16 When is Accommodation Not Feasible?
Accommodation is not feasible if the employee is unable to perform the essential duties of their position (or accommodated position) to the reasonable performance expectations of DECIEM. An employee is not entitled to their preferred or ideal accommodation, but a solution that meets the specific needs due to disability.
Accommodation is also not feasible if implementing accommodations where such accommodation would cause DECIEM to incur excessive costs or where the accommodation would create a health and safety hazard.
6.0 Forms and Templates
- 6.1 REF-053 Dear Doctor Letter
- 6.2 REF-054 Modified Work Letter
- 6.3 DCF-093 Initial Modified Work Offer
- 6.4 Individual Accommodation Plan
- 6.5 Workplace emergency response information
- 7.1 Workplace Safety and Insurance Act
- 7.2 Accessibility for Ontarians with Disabilities Act, 2005