Return to Work

Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Human Resources, Level C

Job Title

Return to Work & Accommodations Advisor

Department

RTW & Accommodations | Workplace Health Services | Total Compensation | Central Human Resources

Compensation Range

$7,622.83 - $11,886.67 CAD Monthly

The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End Date

November 12, 2024

Note: Applications will be accepted until 11:59 PM on the Posting End Date.

Job End Date

Dec 31, 2025

This is a 12 month leave replacement appointment.

JOB DESCRIPTION SUMMARY

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career.

Workplace Health Services supports UBC’s institutional commitment to health and wellbeing by delivering programs and services that promote safe, healthy, and inclusive workplaces. The Stay at Work/Return to Work Program supports both the University and its faculty and staff who are experiencing an injury, illness, or disability. This position joins an interdisciplinary team of professionals responsible for the development, negotiation, implementation, and monitoring of gradual return to work plans, temporary modification of job duties/schedules and workplace accommodations, in collaboration with key stakeholders.

ORGANIZATIONAL STATUS
- Reports to the Manager, Return to Work & Accommodations.
- Collaborates with Employee Relations, Faculty Relations, Human Resources Advisors, Administrative Heads of Units, Department Managers, Supervisors, Union and Association representatives, and other members of Workplace Health Services.

WORK PERFORMED
- Provides proactive case management advice for injured, ill, and disabled UBC employees, including intake assessment of occupational and non-occupational cases, in accordance with BC legislation and UBC s procedures and policies.
- Assesses and clarifies medical information and functional status information from physicians and other service providers for return to work purposes, and as part of the employer’s duty to inquire. This includes medical and specialist reports, functional capacity evaluations, job site analyses, independent medical examinations, vocational rehabilitation information, ergonomic assessments, and supportive programs, such as substance use disorder monitoring and psychiatric safety planning.
- Designs and plans timely, safe, and sustainable accommodations and customized return to work plans. Anticipates probable medical restrictions/limitations based on the nature of illness/injury in the development of proposed return to work plans for physician/clinician approval, utilizing resources such as disability duration guidelines.
- Provides expert advice and recommendations to University stakeholders, including department heads and Human Resources stakeholders, on medically suitable and case-appropriate return to work plans and accommodations, consistent with disability management best practice.
- Facilitates appropriate information exchange, manages the return to work plan, and leads return to work meetings involving relevant stakeholders (e.g. employees, departments, union/association representatives, human resources, treating practitioners, claims adjudicators, and third party service providers), and negotiates medical accommodations that meet both the disabled employee’s medically supported capabilities and the department’s operational needs.
- Collaborates with third party service providers, such as WorkSafeBC (WSBC) and the Long-Term Disability (LTD) carrier, and UBC’s Human Resources teams in seeking alternate jobs when disabled employees are not able to return to their pre-disability job, with the goal of matching the employee’s medical capabilities, education, and skills with potential jobs. Negotiates with insurers (WSBC, LTD, etc.) for sponsorship of gradual return to work plans and vocational rehabilitation programs.
- Evaluates the effectiveness of return to work plans and coordinates medical monitoring when necessary.
- Assesses return to work challenges, such as psychosocial and workplace issues, and determines appropriate options for resolution.
- Seeks advice from appropriate expert consultants on complex medical issues, such as occupational disease exposures, mental illness, and substance use disorders, and integ