The WCB`s position on these assertions is that if the employer has terminated the employer-employee relationship, the modified work program is no longer available because of the termination of the employment relationship, rather than because the worker refuses to participate in the program. As a result, elP remains payable as long as the worker remains willing to do modified work (regardless of availability). If you`re having trouble identifying work changes, call us. We can have a rehabilitation therapist on your site to help you. If you are sent back to work for a modified work program, the employer introduces a return-to-work agreement so that you can read and comply with it. Some employers use their own versions as opposed to WCBs. My return to employment contracts listed all the modified work I would do. However, these must be approved by the WCB and my doctor, as outlined in the policy. I was not given the opportunity to arrest my doctor until WCB said I should stick to it or let my services be suspended.
I refused to sign this agreement. You cannot be reprimanded because the policy says it must be approved by your doctor! www.wcb.ab.ca/assets/pdfs/public/policy/manual/printable_pdfs/0405_2_app2.pdf Such an interpretation naturally arises from the provisions of the Workers` Compensation Act which, in part, when a worker refuses modified work, would judge his right to compensation under the law as if the worker had accepted the modified work. A modified work program has long been a very useful tool for employers to reduce the impact of workplace injuries on the company and to limit the occurrence of lost time injuries. An injured worker who is unable to return to his or her previous duties may accept tasks that are in accordance with medical limitations. Often it is also advantageous for the worker because he is fully compensated, rather than getting a reduction in the payment of economic losses (ELP) from the compensation committee (WCB). We look after your success and the well-being of your employees and we want to help you integrate the modified work into your disability safety and management plans: this set of posters reminds workers of their rights and promotes injury notification. The following forms are recommended to help you get your workforce back to work if it is safe. You can use these forms or customize them for your business. For example, a fairly common side effect of modified work programs is that they promote a certain “relaxed” work ethic that would otherwise be unacceptable in the normal position of the worker.
Employers often complain that workers who do modified work do not do good work, work slowly, complain too often, take too many breaks or simply do not appear at all. This can lead to the termination of the employment relationship for a just reason. Make sure the program is flexible so that you can accommodate a wide range of different situations, including work-related and non-work-related injuries. For example, Laura is a chain worker with a back injury. The WCB states that its employment limitations do not include longer seats or clumsy infringements. Laura`s work is modified to contain a sit/stand-tabouret that facilitates the change of body position, and a tool shelf is close to her. These changes allow him to continue his initial duties. Returning to work, even for different tasks, appointments or working conditions, can help: identify new work opportunities in your company before an injury occurs.