A Medical Leave of Absence is granted when an employee is in a state of incapacity due to bodily injury or illness, rendering them unable to work. Once an illness absence reaches or exceeds 5 consecutive days, medical documentation (Abilities Form / Attending Physician Statement / Medical Certificate) is required from the employee’s Health Care Provider to support the medical leave of absence.
Medical Absences can be complex, and all medical forms need to be reviewed by an Abilities Partner prior to a medical leave being approved. Medical Leaves of Absence are only considered for personal medically related issues, therefore the Abilities Office will be unable to approve a medical leave of absence for a family-member’s illness.
Permanent employees have short term and long term disability options available (sick days). Casual and long term casuals could consider applying for Employment Insurance Sickness Benefits. EI sickness benefits will cover up to 15 weeks if you are temporarily not able to work because of illness, including mental illness. Find out more about applying for EI Sickness Benefits
Please note that NO medical information, including Doctors notes or proof of medical appointments are to be submitted directly to a Principal. All of this information must be requested, received and approved by the Abilities Department exclusively.
Please see Operating Procedure HRS 44 for further information about the PDSB’s Medical Leave of Absence process:
https://intranet.peelschools.org/Board/Documents/HRS%2044.pdf
Attachments:
Abilities form
Attending Physician Statement
Medical Certificate
Returning to work following an injury or illness takes planning.
Workers returning to work following an injury or illness must know that the work they are returning to is safe for them. Every effort must be made by all the parties (employer, worker, union, WSIB adjudicator) involved in a RTW process to ensure that the worker’s benefits continue until the worker can be safely accommodated back into the workplace.
A worker’s diagnosis is confidential and only to be shared with the worker’s permission. However, the worker’s restrictions or accommodation needs must be shared with the employer and a Ministry of Labour (MOL) inspector (if necessary). The worker’s accommodation needs must be made clear and specific.
To learn more about your rights, click the link below.
https://opseu.org/information/tools-and-resources/return-to-work-rtw-health-and-safety-tips/17803/