Modified work versus accommodations

The issue

There are a multitude of injuries or illnesses that may temporarily or permanently alter an individual’s ability to perform their full duties. These may be physical, such as carpal tunnel syndrome, or mental, such as an anxiety disorder. Depending on the severity and expected duration of the medical issue, it may warrant looking at either a temporary modification or a permanent accommodation. As the names suggest, temporary modifications are expected to resolve over time while permanent accommodations are not expected to change. Temporary modifications or permanent accommodations are based on objective medical recommendations and may apply to duties and/or hours of work. Though efforts are made to try minimize the impact on staff, in some instances a permanent accommodation may affect an individual’s job grade/salary. 

Employees may feel hesitant to ask for support if they are not clear on their rights, the process, or the roles and responsibilities involved. The Return to Work Consultants in Well-being, Culture and Rewards are available to discuss stay-at-work programs, modified return to work plans and permanent accommodations. Homewood Health is available to gather medical information in order to understand your limitations/restrictions, assist with your recovery and provide return to work recommendations based on the medical information.      

Supervisors have an important part to play in the recovery and return to work process. Developing supportive relationships with their staff and actively engaging in exploring options and problem solving are important aspects of a successful and sustainable return to work. Supervisors should know that we have a duty to accommodate medically supported accommodation requests. 

Likewise, staff have a responsibility to actively engage in treatment and rehabilitation activities, communicate with management and participate in modified work plans. Good communication between all parties is a cornerstone of recovery and a safe, timely and effective return to work.

The supports

The university has a number of services to support staff through difficult transitions while staying at work, either full-time or on modified hours or duties or as part of a modified return to work program.  

The tools

Recovery and Return to Work Services - information on staying at work while ill or injured.

University of Alberta Employee and Family Assistance Program - counseling and other supportive services.

E-Courses - register with the university’s EFAP and gain access to self-paced, self-directed e-learning opportunities of stress, resilience, workplace change, mood and more.

Psychological Health and Safety - staff and faculty page which contains information, resources and an e-learning opportunity. 

Wellbeing Through Change - access resources to help faculty and staff maintain their wellbeing through ongoing change.

Facing Facts - read about the university’s campaign to address mental health/illness stigma in the workplace.

Managers

Recovery and Return to Work Services - information on staying at work while ill or injured.

University of Alberta Employee and Family Assistance Program - counseling and other supportive services.

Preparing for Supportive Conversations - planning and preparing for difficult conversations are crucial for a positive result.

Workplace Advice Line - knowing how or when to address concerns in the workplace can be daunting. The university’s EFAP can support leaders on initiating these discussions with empathy and compassion.

Guide for Assisting a Colleague in Distress - helps leaders determine how best to support someone in distress. 

Duty to Accommodate Policy

Creating Psychologically Safe Workplaces - information and resources.  

Facing Facts - read about the university’s campaign to address mental health/illness stigma in the workplace with leaders specific information sheets.