The first question we have is, do you have a return to work policy, program and plan in place for the employee already? This plan should outline any limitations, current employee’s abilities, a timeline and milestones for fully resuming the job and tasks performed before the absence.
The second question we have is, are there any labour contracts in place or EAPs that might influence an RTW plan?
The third question we have is, does you LTD plan have some transition process already mapped out? Is there a partial wage subsidy program in place? What is their expectation?
Ultimately, you have 3 stakeholders here: the employee, the insurer, and you. The plan is to have the employee return to full employment, but this will probably be a long process given the length of absence, and will not necessarily be a progressive path, it will likely ebb and flow at best. Having a clear communication plan between all 3 stakeholders with regular touch base meetings is a good first step, but ultimately it all starts with an agreed upon RTW plan.
We can definitely help you with creating one, but it is likely that your LTD provider has started this already.
HR Insider staff.
