Available courses

This module covers the process of implementing low to high tech assistive devices and technology in the accommodation of a worker with disabilities. The process includes evaluating the needs of the employee; researching and choosing the most appropriate equipment, software or other job aid; researching and choosing the best supplier; developing a business case for the application; testing the technology and training the worker as necessary; maintaining the assistive technology; and evaluating the outcomes.

This module covers the process of implementing low to high tech assistive devices and technology in the accommodation of a worker with disabilities. The process includes evaluating the needs of the employee; researching and choosing the most appropriate equipment, software or other job aid; researching and choosing the best supplier; developing a business case for the application; testing the technology and training the worker as necessary; maintaining the assistive technology; and evaluating the outcomes.

Participants in the workshop will review the Code of Practice for Disability Management and explore the organizational structures, policies, procedures and activities that are required to meet the standards outlined in the Code.

Participants will explore the communication skills that form the basis of the interview and how they are used together to create an interaction in which the returning worker becomes an active partner in the return-to-work process. Communication techniques for formal interviews and informal discussions will be considered including those that involve supervisors and other stakeholders in the return to work process.

Participants will explore the communication skills that form the basis of the interview and how they are used together to create an interaction in which the returning worker becomes an active partner in the return-to-work process. Communication techniques for formal interviews and informal discussions will be considered including those that involve supervisors and other stakeholders in the return to work process.

The purpose of this module is to examine diversity issues including attitudes towards minorities and people with disabilities, to consider how diversity issues can affect a return to work, and to explore strategies for dealing with cultural differences during the return to work process. Common components of diversity programs will be outlined and the interaction between diversity programs and disability management programs will be examined

The purpose of this module is to examine diversity issues including attitudes towards minorities and people with disabilities, to consider how diversity issues can affect a return to work, and to explore strategies for dealing with cultural differences during the return to work process. Common components of diversity programs will be outlined and the interaction between diversity programs and disability management programs will be examined

The human resources department is a key stakeholder in the disability management process as the department is involved in a number of areas that will be important in a return to work including benefit provision, claims management and job descriptions and placements. Disability management policies need to align with those of the human resources department and with employments standards acts. This course provides an overview of the linkages between HR and DM.

The human resources department is a key stakeholder in the disability management process as the department is involved in a number of areas that will be important in a return to work including benefit provision, claims management and job descriptions and placements. Disability management policies need to align with those of the human resources department and with employments standards acts. This course provides an overview of the linkages between HR and DM.

Various aspects of labour relations impact disability management including the collective agreement and provincial labor relations act. Memorandums of agreement and letters of intent used in establishing programs and joint committees will be examined. Support from worker representatives enhances the likelihood that the program and individual returns to work will be successful.  Dispute resolution in a union setting will be explored.

Various aspects of labour relations impact disability management including the collective agreement and provincial labor relations act. Memorandums of agreement and letters of intent used in establishing programs and joint committees will be examined. Support from worker representatives enhances the likelihood that the program and individual returns to work will be successful.  Dispute resolution in a union setting will be explored.

In this overview, participants will examine the field of disability management, the rationale for establishing a disability management program, various structures for providing a return-to-work capacity within an organization, and the process followed in setting up a disability management program or analyzing an existing program.

In this overview, participants will examine the field of disability management, the rationale for establishing a disability management program, various structures for providing a return-to-work capacity within an organization, and the process followed in setting up a disability management program or analyzing an existing program.

In this overview, participants will examine the field of disability management, the rationale for establishing a disability management program, various structures for providing a return-to-work capacity within an organization, and the process followed in setting up a disability management program or analyzing an existing program.

In this overview, participants will examine the field of disability management, the rationale for establishing a disability management program, various structures for providing a return-to-work capacity within an organization, and the process followed in setting up a disability management program or analyzing an existing program.

In this overview, participants will examine the field of disability management, the rationale for establishing a disability management program, various structures for providing a return-to-work capacity within an organization, and the process followed in setting up a disability management program or analyzing an existing program.

This course examines the process of outcome evaluation—evaluations that measure whether the goals established by a Disability Management Program have been met. It explores evaluation methods and design, and how data can be collected and analysed. On completion of the module participants should be familiar with the steps required to determine whether outcomes such as decreased time away from work, lower insurance premiums or positive cost-benefit ratios have been achieved. 

An overview of techniques employed in evaluating programs including matching outcomes to goals, benchmarking with other organizations and departments, program audits and cost-benefit ratios will be provided. Participants will consider client satisfaction surveys and other approaches to assessing the return-to-work process.

An overview of techniques employed in evaluating programs including matching outcomes to goals, benchmarking with other organizations and departments, program audits and cost-benefit ratios will be provided. Participants will consider client satisfaction surveys and other approaches to assessing the return-to-work process.

The human resources department is a key stakeholder in the disability management process as the department is involved in a number of areas that will be important in a return to work including benefit provision, claims management and job descriptions and placements. Disability management policies need to align with those of the human resources department and with employments standards acts. This course provides an overview of the linkages between HR and DM.

Participants will explore what kind of program and client information is collected, how it is collected and used, and what issues of confidentiality are involved. The applicability of Human Resource Information Systems (HRIS) is considered. Also examined will be the Return to Work Coordinator’s role in collecting information on community services and resources, keeping professional skills and knowledge up to date, and researching information on an as needed basis.

Participants will explore what kind of program and client information is collected, how it is collected and used, and what issues of confidentiality are involved. The applicability of Human Resource Information Systems (HRIS) is considered. Also examined will be the Return to Work Coordinator’s role in collecting information on community services and resources, keeping professional skills and knowledge up to date, and researching information on an as needed basis.

This module provides an overview of workplace safety programs and wellness programs. The interaction of such programs with the disability management program is explored.

This module provides an overview of workplace safety programs and wellness programs. The interaction of such programs with the disability management program is explored.

The course covers long-term and short-term disability, CPP disability, automobile insurance, EI sickness benefits, social assistance, and the hierarchy of benefits when several are available to an employee with an injury or illness. Government programs and community organizations that might provide assistance to workers with disabilities will be discussed.

The course covers long-term and short-term disability, CPP disability, automobile insurance, EI sickness benefits, social assistance, and the hierarchy of benefits when several are available to an employee with an injury or illness. Government programs and community organizations that might provide assistance to workers with disabilities will be discussed.

Interviewing strategies are explored as is their contribution to a problem-solving process in which Return to Work Coordinators identify barriers to return to work, resources that might be helpful in the process, and options that might be part of an integrated plan. Effective interviewing skills are essential in carrying out the three-stage model of helping that is presented in this module. The difference between helping and therapy is considered along with how and when to refer clients for professional counseling. It is recommended that participants take Module G before Module H unless they have had a recent course in communications skills.

Interviewing strategies are explored as is their contribution to a problem-solving process in which Return to Work Coordinators identify barriers to return to work, resources that might be helpful in the process, and options that might be part of an integrated plan. Effective interviewing skills are essential in carrying out the three-stage model of helping that is presented in this module. The difference between helping and therapy is considered along with how and when to refer clients for professional counseling. It is recommended that participants take Module G before Module H unless they have had a recent course in communications skills.

The skills and knowledge required to analyze conflicts and to develop strategies for satisfying the interests of all stakeholders will be covered—with a specific focus on return-to-work situations. The steps in resolving conflicts are explored including initially getting people to the table to discuss and define the problem and, as interests are identified, considering ways to expand the benefits that are available as part of the solution.

The skills and knowledge required to analyze conflicts and to develop strategies for satisfying the interests of all stakeholders will be covered—with a specific focus on return-to-work situations. The steps in resolving conflicts are explored including initially getting people to the table to discuss and define the problem and, as interests are identified, considering ways to expand the benefits that are available as part of the solution.

The skills and knowledge required to analyze conflicts and to develop strategies for satisfying the interests of all stakeholders will be covered—with a specific focus on return-to-work situations. The steps in resolving conflicts are explored including initially getting people to the table to discuss and define the problem and, as interests are identified, considering ways to expand the benefits that are available as part of the solution.

The skills and knowledge required to analyze conflicts and to develop strategies for satisfying the interests of all stakeholders will be covered—with a specific focus on return-to-work situations. The steps in resolving conflicts are explored including initially getting people to the table to discuss and define the problem and, as interests are identified, considering ways to expand the benefits that are available as part of the solution.

The skills and knowledge required to analyze conflicts and to develop strategies for satisfying the interests of all stakeholders will be covered—with a specific focus on return-to-work situations. The steps in resolving conflicts are explored including initially getting people to the table to discuss and define the problem and, as interests are identified, considering ways to expand the benefits that are available as part of the solution.

Topics covered include the elements of the plan; the roles of people involved in the process ranging from medical service providers to coworkers; types of accommodations; and the hierarchy of return-to-work options.

Topics covered include the elements of the plan; the roles of people involved in the process ranging from medical service providers to coworkers; types of accommodations; and the hierarchy of return-to-work options.

Topics covered include the elements of the plan; the roles of people involved in the process ranging from medical service providers to coworkers; types of accommodations; and the hierarchy of return-to-work options.

Topics covered include the elements of the plan; the roles of people involved in the process ranging from medical service providers to coworkers; types of accommodations; and the hierarchy of return-to-work options.

The purpose of this module is to provide students with the understanding of how to complete a job analysis. In addition, students will gain knowledge in the practical application of a job analysis specific to injury prevention, return to work planning, and job accommodation. 

The purpose of this module is to provide students with the understanding of how to complete a job analysis. In addition, students will gain knowledge in the practical application of a job analysis specific to injury prevention, return to work planning, and job accommodation. 

Participants will examine human rights laws and the requirement for accommodation as it applies to workers with disabilities. Other acts that impact on accommodation and disability will be considered.  

Participants will examine human rights laws and the requirement for accommodation as it applies to workers with disabilities. Other acts that impact on accommodation and disability will be considered.  

This module covers the process of implementing low to high tech assistive devices and technology in the accommodation of a worker with disabilities. The process includes evaluating the needs of the employee; researching and choosing the most appropriate equipment, software or other job aid; researching and choosing the best supplier; developing a business case for the application; testing the technology and training the worker as necessary; maintaining the assistive technology; and evaluating the outcomes.

Participants will review the four management functions of planning, operating, leading and controlling, and how they relate to the administration of disability management programs. Data collection and analysis, including cost-benefit analyses, and budgeting are important aspects of program administration. Many stakeholders will have a role in the planning and implementation of a return to work plan for an employee who has incurred temporary or permanent impairments and the DM practitioner will need to involve others and gain their support.

Participants will review the four management functions of planning, operating, leading and controlling, and how they relate to the administration of disability management programs. Data collection and analysis, including cost-benefit analyses, and budgeting are important aspects of program administration. Many stakeholders will have a role in the planning and implementation of a return to work plan for an employee who has incurred temporary or permanent impairments and the DM practitioner will need to involve others and gain their support.

This module is designed to enable participants to apply theories of change in practical ways. The administrators of disability management programs must be able to adapt to external changes ranging from the effects of new technology to new legislation and regulation. Internal policies and procedures will affect, and be affected by, the disability management program. Individual returns to work may be influenced by changes within the organization or by the effect of personal changes in physical and other capacities.

This module is designed to enable participants to apply theories of change in practical ways. The administrators of disability management programs must be able to adapt to external changes ranging from the effects of new technology to new legislation and regulation. Internal policies and procedures will affect, and be affected by, the disability management program. Individual returns to work may be influenced by changes within the organization or by the effect of personal changes in physical and other capacities.

This module covers the case management process including working with a return-to-work team that includes internal personnel and external service providers. The return-to work process including assessment, return-to-work planning, implementation, monitoring and adaptation, and evaluation is examined.

This module covers the case management process including working with a return-to-work team that includes internal personnel and external service providers. The return-to work process including assessment, return-to-work planning, implementation, monitoring and adaptation, and evaluation is examined.

The human resources department is a key stakeholder in the disability management process as the department is involved in a number of areas that will be important in a return to work including benefit provision, claims management and job descriptions and placements. Disability management policies need to align with those of the human resources department and with employments standards acts. This course provides an overview of the linkages between HR and DM.

This module covers the planning and development of internal communications programs aimed at creating support for disability management among management and labor, employees who might incur disabilities, and their coworkers. The requirement for external communications components is examined including education and information targeted to medical and other service providers.

This module covers the planning and development of internal communications programs aimed at creating support for disability management among management and labor, employees who might incur disabilities, and their coworkers. The requirement for external communications components is examined including education and information targeted to medical and other service providers.

An overview of mental health issues in the workplace is provided along with a more in-depth focus on stress and depression. Participants will explore symptoms, treatments and strategies for assisting individuals with to return to work.

An overview of mental health issues in the workplace is provided along with a more in-depth focus on stress and depression. Participants will explore symptoms, treatments and strategies for assisting individuals with to return to work.

An overview of mental health issues in the workplace is provided along with a more in-depth focus on stress and depression. Participants will explore symptoms, treatments and strategies for assisting individuals with to return to work.

An overview of mental health issues in the workplace is provided along with a more in-depth focus on stress and depression. Participants will explore symptoms, treatments and strategies for assisting individuals with to return to work.

Participants will obtain a basic understanding of the body systems (respiratory, pulmonary, etc.); treatment providers and the type of information that they are likely to provide; and the impact of physical impairments on individuals and their work.

Participants will obtain a basic understanding of the body systems (respiratory, pulmonary, etc.); treatment providers and the type of information that they are likely to provide; and the impact of physical impairments on individuals and their work.

Participants will obtain a basic understanding of the body systems (respiratory, pulmonary, etc.); treatment providers and the type of information that they are likely to provide; and the impact of physical impairments on individuals and their work.

Participants will obtain a basic understanding of the body systems (respiratory, pulmonary, etc.); treatment providers and the type of information that they are likely to provide; and the impact of physical impairments on individuals and their work.

The module covers a range of facilitation skills such as clarifying issues or dealing with obstruction—skills that Return to Work Coordinators will use in return-to-work case meetings involving the employee, supervisor, shop steward or other service providers, and in Disability Management Committee meetings. These group techniques are related to a problem solving process that can be used to move the return-to-work process forward or to deal with issues arising from the program in general.

The module covers a range of facilitation skills such as clarifying issues or dealing with obstruction—skills that Return to Work Coordinators will use in return-to-work case meetings involving the employee, supervisor, shop steward or other service providers, and in Disability Management Committee meetings. These group techniques are related to a problem solving process that can be used to move the return-to-work process forward or to deal with issues arising from the program in general.

This course provides an overview of the process of ethical reasoning, professional ethics, and ethical decision making.

This course provides an overview of the process of ethical reasoning, professional ethics, and ethical decision making.

The purpose of this module is not to enable Return to Work Coordinators to become proficient in the administration, scoring, or interpretation of different assessment approaches or tests but instead, to provide them with an understanding of the purpose of each assessment, what a Return to Work Coordinator can expect as outcome information, and how to work effectively with different assessment professionals.

The purpose of this module is not to enable Return to Work Coordinators to become proficient in the administration, scoring, or interpretation of different assessment approaches or tests but instead, to provide them with an understanding of the purpose of each assessment, what a Return to Work Coordinator can expect as outcome information, and how to work effectively with different assessment professionals.

Workers' compensation income, services, and requirements play a crucial role in returning an employee who has incurred an occupational injury or illness to the workplace. This module explores the knowledge required to provide information about income replacement to employees; to interact with workers' compensation representatives about funding for treatment, rehabilitation and services such as counselling, special equipment or adaptations to the work station, gradual or part-time returns, and training; to identify available expertise within the workers compensation organization; and to fulfill any Board requirements.

Workers' compensation income, services, and requirements play a crucial role in returning an employee who has incurred an occupational injury or illness to the workplace. This module explores the knowledge required to provide information about income replacement to employees; to interact with workers' compensation representatives about funding for treatment, rehabilitation and services such as counselling, special equipment or adaptations to the work station, gradual or part-time returns, and training; to identify available expertise within the workers compensation organization; and to fulfill any Board requirements.

The purpose of this course is to expand participants’ awareness and knowledge of the field of organizational development and organizational change. It will increase students’ understanding of some of the major theories and models of change management in use today, as well as techniques and strategies employed in organizational change initiatives. It will also enable students to identify the role of leaders and others within organizations in implementing change initiatives.

The purpose of this course is to expand participants’ awareness and knowledge of the field of organizational development and organizational change. It will increase students’ understanding of some of the major theories and models of change management in use today, as well as techniques and strategies employed in organizational change initiatives. It will also enable students to identify the role of leaders and others within organizations in implementing change initiatives.

This course introduces students to the field of ethics, the role of the Disability Management Professional, and the application of ethics to workplace issues. There will be a focus on the CDMP Ethical Standards and Professional Conduct document and how it applies to providing disability management services. The course will cover concept specific information in ethics and examples or points of contact between concept specific information and the disability management profession. Through individual work and group discussions, students move from obtaining information to potential application in their professional work lives. Student will work through the CDMP Ethical Standards and Professional Conduct document to determine the potential application to disability management services.

Using the UN Convention on the Rights of Persons with Disabilities (CRPD) as a framework, this course will provide an in-depth analysis of the scope and focus of disability policy and legislation from a societal perspective. It will provide students with a grounding in the regulatory framework within which disability policy is deployed through legislation and regulation in several areas that are central to disability management including independent living and mobility, education, health, rehabilitation, employment, adequate living standards and social protection. Available legal cases that have set precedents in the field will be reviewed and analyzed. Students will critique the application of disability policy and legislation in terms of their impact on equality of participation and full citizenship for persons with disabilities and the role that Disability Management can play in achieving these aspirations.

The purpose of this course is to provide an understanding of the field of occupational health, including the major components of an occupational health and safety program and management system. Processes related to identifying, measuring and mitigating risks to health and safety will be explored.

Students will examine vocational rehabilitation processes that can be implemented when a person with a disability seeks to access a job on the open labour market. This is relevant to people with developmental or congenital impairments such as intellectual impairment or cerebral palsy; people with mental health conditions, chronic disease, or brain injury who are economically inactive and in receipt of disability benefits; and workers with physical, cognitive or mental health impairments for whom a return to their own jobs has been deemed infeasible and thus need to be redeployed to another employer in an alternative position. These processes include: providing appropriate assessments and counselling to identify an optimum career/job direction; individual rehabilitation planning and case management; capacity building interventions such a skills training and the development of job search skills; placement support and job coaching; and the provision of supportive assistive devices and technologies.

The legal underpinnings of Disability Management established in international treaties, national, federal and provincial law and regulation will be explored in this course.  Workplace practices that are commonly governed by statutes and regulations in most jurisdictions and the issues and rationale underlying the legislation will be analyzed.  Common provisions developed in response to workplace issues and the legislative requirements that underpin the source or cause of the workplace disability, the legal boundaries within which employers and unions are required to operate, and the requirements on the employee will be compared.

Students in this course will explore the context of mandatory and voluntary insurance and the reality of the interactive nature of insurance for persons with disabilities and/or injuries. This course will help students become more familiar with the complexity of insurance and to actively address issues across insurance paradigms. The scope of the course includes common pubic social insurance implementations (including Canada Pension Plan – Disability, Employment Insurance Sick Benefits, workers’ compensation, taxation treatments for disability), private (corporately provided including self-insurance with and without self-administration, worker-funded, and personal optional disability insurance). Themes include work-related and non-work related injury, illness, disease and death, which are covered in an applied way so as to consolidate discussion on workers’ compensation, universal plans, and other plans (auto, private, optional plans). The role of taxation policy and its implications for net spendable income during recovery or prolonged disability are considered.  The consequences and drivers of conflicts and appeals and the diversity in mechanisms are covered across a range of insurance products.

This course will introduce students to the foundations of Disability Management based on the current guidelines and principles of practice. It will provide students with a broad understanding of the field of disability management, the approaches that are employed in returning a worker with a disability to a job, and the interaction between the disability management program and a range of internal and external stakeholders. It will introduce students to relevant research from a broad range of disciplines including disability management, social work, occupational therapy, ergonomics, mental health, occupational health, case management and business trends.

The purpose of this course is to develop an understanding of adverse mental health conditions in general, and from a workplace perspective. Students will examine the concept of mental illness and explore common mental health impairments, including their impact on the workplace, potential treatments, and strategies for retention and return to work.

The module contains 5 sessions that focus on the importance of information literacy, research strategies, and proper ways to reference information sources using the APA format. 

This space is designed to provide students with orientation help and general resources.

Students can click on the course link and then on the "Enrol Me" button to gain access.

The purpose of this course is to provide an understanding of the field of occupational health, including the major components of an occupational health and safety program and management system. Processes related to identifying, measuring and mitigating risks to health and safety will be explored.

The Consensus-Based Disability Management Audit (CBDMA) was developed in response to the need for tools to identify gaps between actual and best practice.  Development was initiated by the National Institute of Disability Management and Research in Canada working with a broad and diverse group of government, business, and labour organizations, academics and practitioners. It has been adopted not only in Canada but internationally by a range of organizations in a number of countries

Only licensed auditors can carry out a CBDMA audit.  The purpose of the CBDMA Auditor Preparation course is to prepare individuals who already have expertise in the field of disability management for their role as auditors.

Welcome to the Community Involvement Course Site. This site is comprised of two mandatory self-directed education sessions and the resources you will need to participate in a course assignment or activity that involves you interacting with people in the broader public or university community.  The first is on Professional Behaviours and Ethical Performance and the second is Student and Instructor Safety in Community Involvement. The Professional Behaviors and Ethical Performance covers the principles and the resources you will need to prepare for interviews, site visits, obtaining and managing consent and confidentiality.  The Safety Protocol for Students and Instructors covers the safety concepts and procedures you need to plan for your safety.  Students are required to complete these sessions prior to conducting an assignment or learning activity by phone or online or face-to-face within the community.

This course will introduce students to the foundations of Disability Management based on the current guidelines and principles of practice. It will provide students with a broad understanding of the field of disability management, the approaches that are employed in returning a worker with a disability to a job, and the interaction between the disability management program and a range of internal and external stakeholders. It will introduce students to relevant research from a broad range of disciplines including disability management, social work, occupational therapy, ergonomics, mental health, occupational health, case management and business trends.

The purpose of this course is to provide students with the theoretical and practical background to identify and record job demands, interpret assessment reports, determine when there is a mismatch between individual capacity and job demands, and eliminate these through accommodation planning.

This module is designed to provide PCU faculty with information on how to teach online.