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

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 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 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.

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 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.

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.

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.

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.

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 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.

Many organizations in Canada arrange for short- and long-term disability insurance to cover their employees’ non-occupational injuries and illnesses. The purpose of this module is to consider possible elements of these contracts and how they can impact the individual claimant. The information to be considered includes typical arrangements for replacing income; common time frames; any other expenses that might be covered; possible restrictions on claims and any requirements that should be met; the connection between short- and long-term disability insurance; the claims process; the appeals process; and the role of the insurance company in return to work.

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.

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 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 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. 

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 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.

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.

Different approaches to job analysis are examined and participants will be provided with skills and knowledge relating to the job analysis process from the perspective of disability management.

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 examines the history and underlying concepts of workers compensation in Canada; the legislative foundation, regulations and policies; structure and activities of workers compensation boards; industries and jobs in which coverage is a requirement; premium structures based on industry groupings; experience ratings including surcharges and rebates; and how organizations should approach their workers compensation costs.

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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 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.

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.

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 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 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.

The purpose of this course is to provide an introduction to the human resources functions within an organization, and how these functions interface with and relate to the maintenance of the health and safety, work capacity, and well-being of people in the workplace.

Students will examine factors that affect the nature of work and how it is performed. This will include technological change, work organization, the divide between rote work and more cognitively complex tasks, globalization and organizational mobility, and the use of outsourcing and temporary employees. There will be an emphasis on how the transformation of work in the contemporary world of work impacts upon the field and practice of disability management.

The purpose of this course is to introduce students to case management and service coordination from both a general and a return-to-work focus. This is the process whereby one individual acts as a central liaison and facilitator for the delivery to clients of a range of services, including services that can facilitate a return to work. Models of case management will be examined and key challenges explored.

This course is designed to provide students with an understanding of physical disabilities, their impact on work activities, and how workers can be accommodated to mitigate the effects of work disability.

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 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.

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

This module is designed to provide you with information about how to use the Moodle for your course instruction.