Manager and Supervisor Checklist

If you are a Manager or Supervisor with a staff member who is experiencing a health concern that is impacting his/her ability to maintain work or with a staff member away from work due to an illness/injury (Medical Leave or General Illness):

1. Ensure your staff are aware of the expectations and procedures for reporting absences due illness/injury.
-Academic Staff Roles and Responsibilities for Medical Leave
-Support Staff Roles and Responsibilities for General Illness Leave
2. Notify Homewood Health Inc. (HHI) using the OLN:
        -Academic Staff: If your Staff Member has been on medical leave and absent from duties for 20 days or if you expect that the medical leave will result in an absence of more than 20 days.
-Support Staff: If your staff member’s illness/injury is known initially to be for more than 10 working days or the illness continues for more than 10 working days.
-WCB: If a Staff Member experiences a workplace injury that results in lost time, or no lost time with modified duties. This does not take the place of WCB reporting, the purpose is for HomewoodHealth Inc. to support the Staff members rehabilitation. Please proceed to the WCB Reporting page for forms and information.

3. Provide the Staff Member with the:
-Academic Staff: Medical Certificate and Consent for Release of Health Information forms
-Support Staff: Medical to Support General Illness Benefits and Consent for Release of Health Information forms
-If your staff member has provided with a medical note from their physician, please fax directly to Homewood Health Inc (HHI) at 780-429-1747.
4. Support Staff: Managers/Supervisors are responsible for advising their department HR staff about their staff member’s General Illness (GI) absences and ensuring timely and accurate entry of all GI absence hours in the PeopleSoft HCM.
5. Academic Staff: Deans/Chairs are responsible for advising Employment Services of approved medical leave via memo to employmentservices@ualberta.ca

Remember to:

  • Maintain supportive communication with the staff member throughout their absence to ensure they continue to feel connected to the workplace while ill or injured.
  • Participate in return to work planning meetings with your staff member and the ODEH Return to Work Consultant (RTWC) identifying alternatives/opportunities that will support a timely and safe return to work.
  • Prepare for the anticipated return to work through liaison with the HHI Health Support Consultant (HSC) and through direct communication with your Staff Member.

For more information: