Leading Practices in Disability Management Drew Sousa, Manager Employee Health Services

Why are we here? Increasing disability costs Increase time on modified work Inconsistent approach in managing attendance & return to work Greater need to integrate different benefit streams Aging workforce Increase in number of absences related to mental/emotional issues Increase focus on mental health issues Lack of medical resources within the community

Why are we here? AODA AODA Documented accommodation process Individual accommodation plans Tailored & participatory Employee privacy Regular review Independent Medical Exam Rationale for Denial Employee representation Facilitator: Drew Sousa

Why are we here? AODA WSIB Challenges Addition to Presumptive Legislation 14 presumptive Cancers Post Traumatic Stress Increase Focus on Return to Work Chronic Mental Stress Substantial work related stress DSM diagnosis Caused or contributed to causation Facilitator: Drew Sousa

National Standard for Psychological Health & Safety in the Workplace National Standard for Psychological Health and Safety in the Workplace It offers a standard of reference for employer due diligence in protecting employees. Occupational Health & Safety Human Rights Employment Law Employer’s Duty to Keep Employees Safe

Why now? 1 in 5 employees will experience a mental illness 1 in 4 people in the labour force will be over 55 years of age in 2021 Drug costs are expected to increase 2.5-3x by 2019 Chronic disease rates are increasing at 14% each year 3 out of 5 Canadians older than 20 have a chronic disease 4 out of 5 are at risk Treatment of chronic disease consumes 67% of all direct health care costs, and cost the Canadian economy $190 billion annually – $122 billion is attributed to lost productivity. 1 in 5 employees will experience a mental illness Add notes re the number of employers with wellness strategies.

Wellness is our goal Healthy Workplace Environment Individual Cultural Social Employment Life Cycle and Wellbeing Life Cycle Studies show that for every dollar invested there is a savings of $3.00 to $8.00 as a result of: Improved employee morale, engagement and productivity Enhanced organizational culture Containment of health benefits Reduction of absenteeism and turnover. Organizations who implement a successful wellness strategy report: 91% improvement in employee turnover Drop in grievances 57% reduction in injuries 74% reduction in lost time

Where do we need to focus? Assisting and reinforcing an employee’s responsibility to optimize their personal health and well-being. Fostering an organizational culture which is supportive to a healthy workplace. Ensuring a safe and early return to work from illness and injury. Providing a safe and healthy work environment which is in compliance with all relevant legislation. When we did that we landed on four drivers – four areas we need to focus on going forward. Resources: financial and staff Introducing the pilot in Fire Excellence Canada Acquire – “buying” talent Develop – “building” talent Lead – focus on leaders because when leaders are doing their job well the organization can only thrive Recognize What challenge are we trying to address? What problem are we trying to solve? Best practices suggest that Talent Management is forward looking. It should improve an organization's flexibility and performance, and give an organization the tools to plan for growth, change, acquisitions and new product or service initiatives.

Effective Disability Management Program Purpose Promote Employee health and recovery by partnering with all stakeholders to ensure appropriate benefit and by promoting early and safe return to work

Effective Disability Management Program Objectives Clearly defined and consistent: processes including absence and return to work roles and responsibilities for all stakeholders Ensure consistent integration of benefits with right benefit at right time Maximize use of resources, economies of scale Facilitate rehabilitation while promoting early and safe return to work and ability to maintain productive work life Promote the ideals in a caring, consistent and responsible manner regardless of nature of medical condition Comply with applicable legislation and regulations Benefits to the Corporation: Consistent process to ensure fair and equitable approach Identification of trends through analysis and reporting of metrics Economy of scale and consolidation of skills to improve service delivery Better access to information to support decisions Ability to perform long term career planning for disabled employees Access to reliable data to support accountability at all levels

Return to Work Options Return to full regular duties/work Short Term Accommodation (STA) which is not limited by usual job content or classification and may include any of the following: changes or reduced hours; a modification to regular duties; periodic rests or exercise breaks; temporary assignment to a different job matching the Employee’s functional abilities. Permanent Alternate Work

Effective Disability Management Program Prevention Support Treatment Examples Early detection tool Education on mental health Coping skills training Health and wellness activities Reduce workplace hazards PDA/CDA Physical health initiatives Examples EAFP Benefits plan Management effectiveness Culture – promote respectful workplaces Supportive return to work programs Accommodation programs Examples Onsite expertise Preferred provider list Treatment specific programs

Mental Health and Well-being doesn’t just happen… Disability Management DrewOur plans it to provide an organized and focused approach to workplace mental health which integrates with disability management program Adopted from presentation from Dr. Bill Howatt

Your Approach Gap Analysis Appreciate your resources Build Partnerships Understand your organizations readiness for change. Which model can you support: functional vs medical? Plan for the future