Canadian Pacific (CP) is committed to supporting employees with physical and mental health issues by facilitating the employment of persons with a disability through a coordinated effort. The Disability Management Program encourages employee health and well-being, promotes timely intervention to employees who become ill or injured, and promotes early and safe return to work. The Disability Management Program aims to provide a consistent and caring process through which CP supports employees with timely reintegration to regular or modified work duties in conjunction with their recovery.
Canadian Pacific recognizes the value of each employee as well as the important contribution that work is in an individual's life. Remaining involved at work, by focusing on an employee's capabilities, benefits an individual's recovery and reduces the impact of injury or disability on the employee.
As part of the mandatory RTW program with CP, employees are responsible for providing information for the provision of suitable modified work. Whether you are injured or become ill while at work or during your personal time, you have an obligation to inform CP if you will be unable to perform your regular work duties and/or anticipate time off work.
CP's Disability Management Specialists will develop an appropriate RTW plan in conjunction with the ill or injured employee, appropriate Manager/Supervisor, and the information gathered from the Functional Abilities Form (FAF).
1. Immediately (at your earliest opportunity or by the end of your shift) report your medical absence to your Supervisor or Manager.
Discuss with your Manager the possibility of non-safety sensitive, sedentary (not physically strenuous) modified work to temporarily accommodate you while the company is awaiting your initial medical information.
2. Whether you're medical condition is non-occupational or work-related, unionized or non-union, the RTW process is essentially the same. If you know you are going to be absent from work,
3. Seek immediate medical attention for assessment, care and treatment with a Physician. Take the FAF to this initial appointment, ensure it is completed, and whenever possible request a copy of the completed FAF forms to take with you. If the Physician will not complete the FAF forms during your visit, remember it is still the employee responsibility to submit the FAF within 72 hours, so follow up with the clinic afterwards to ensure this is done. Be sure to advise your Treating Physician that Canadian Pacific has a disability management program and that there are options for
modified work as required.
4. Fax the completed FAF within
72 hours of your medical absence, to the number indicated on the FAF:
5. Contact the designated Disability Management (DM) Specialist for assistance with options for suitable safe work duties and return to work (RTW) planning. The DM Specialist in your region can be found on CP Station at:
http://intranet.cpr.ca/employees/disability-management. Work with the DM Specialist and your supervisor/manager to develop your RTW plan.
6. Contact your supervisor and/or Disability Management Specialist at least once per week for the duration of your absence to provide updates on your functional ability and estimated return to work date.
7. Provide updated FAF's and additional medical documentation to Occupational Health Services (OHS) upon request or if your condition changes (improvement or regression), and participate fully with RTW planning. Continue to perform modified duties within your documented limitations to the best of your ability, and discuss any concerns with your local Disability Management Specialist and supervisors.
No, this is not true. CP Rail has a multi-faceted Disability Management Policy and Program focused on early intervention and each case is reviewed systematically for suitable RTW options. Even if your immediate Supervisor advises there is no work available, there may exist work elsewhere in the company and your designated Disability Management Specialist will help you through this process. Per policy the review will start with your own position, then own classification & bargaining unit, and finally outside your own craft. All local options are exhausted first, and then alternate locations are reviewed.
CP will pay for completion of the Functional Abilities Form. The employee is not to pay out of their own pocket. Per the instructions included on the FAF, the Physician is to invoice CP's OHS team directly for payment. The employee may be required to pay for completion of Manulife or other insurance forms if applying for benefit coverage.
No, the Disability Management Specialist will work with you, your treatment providers, and insurance providers to provide a safe and successful RTW as soon as functionally able. This is why the FAF is so important, as it allows the Disability Management Specialist to work with your abilities as outlined by your treatment providers and the work available at CP, to identify a match for your needs. Recent research shows that early intervention is critical when recovering from an injury or illness so we will do our best to review each case and provide reasonable options for RTW as soon as possible.
No, this is not true. As mentioned above, CP aims to provide safe and early intervention options for RTW as soon as functionally able. This means we need the FAF as soon as possible. The initial FAF is required within 72 hours of going off work for a medical absence. Please also be reminded that it is the employee responsibility to ensure the FAF is received by the company within the outlined time frame.
Company policy dictates that an employee will be paid for the work they are performing. This means if you are working in a lesser-paid position you will receive the lower rate if working in a higher-paid position you will receive the higher rate of pay. If a person is assigned bundled tasks or is working within their normal role in a modified fashion, then the employee will receive their normal pay rate.
If an employee is not being paid their normal rate of pay (ie. A gradual or part time RTW or lower rated position) and they have an accepted insurance claim, the insurer may review for potential top-up of wage loss benefits.
Yes, by law the company is entitled to employees' functional abilities, restrictions and/or limitations, prognosis, and/or projected RTW date. If you work in a safety critical position and/or Occupational Health Services (OHS) is assisting with management of your medical absence, additional medical information; such as, diagnosis, treatment plan, and medications may be requested, but this information will be maintained confidentially within the OHS Department.