蘑菇短视频

Medical conditions which may not be covered under the disability plans

may not satisfy the eligibility conditions of your collective agreement and applicable policies. As a result, a claim related to situations such as the ones described below, may not be covered under the short-term and long-term disability plans:

• Surgery or treatments not covered by RAMQ;
• Eye surgery for vision correction not covered by RAMQ;
• Treatment related to fertility/infertility;
• Out of country procedures, unless covered by the Emergency Travel assistance insurance.

To obtain more information prior to engaging in treatments and procedures, please contact disability management at disability.hr [at] mcgill.ca and/or submit your medical information using the secure link.

Please know that should there be medical complications arising from the treatment or procedure that would prolong the initial period of leave, the employee may be eligible to a disability leave for the additional time off, subject to submitting the appropriate medical information.

Drug & alcohol provision

Individuals whose disability is related to drug or alcohol use may be eligible for benefits under the Long-Term Disability plan only if they are engaged in, and subsequently complete, a recognized rehabilitation program intended specifically for the treatment of substance abuse. This treatment must begin during the 6-month period of STD benefits.

Going on leave

As you begin your disability leave, you must:

• Inform your supervisor of your absence, and;
• Obtain a detailed medical certificate or a completed 蘑菇短视频 Attending Physician's Statement form, and submit this documentation to either:
  • Your supervisor, and/or
  • your HR representative, and/or
  • your听

If you submit a medical certificate, please ensure that it is readable and includes the diagnosis, a detailed treatment plan, functional limitations preventing you from performing the normal duties of your position, and expected return-to-work date or the date of the next medical visit, as applicable.

While sharing information about your medical condition with your supervisor may facilitate exchanges during the period of Short-term disability and during the return-to-work process, please know that no employee is obliged to share medical information with their supervisor.

Should you wish to do so, you can send your medical certificates, confidentially, to Disability management using the secure link.

While on leave

While you are on leave, you must:

• Provide your supervisor and/or HR representative with regular updates about your expected return-to-work date.
• Regularly provide detailed medical certificates or a completed 蘑菇短视频 Attending Physician's Statement form.
• Provide additional information that may be necessary to assess your situation, upon request.
• Participate in regular phone conversations with your disability management advisor to share information on your treatment plan and discuss services that may be available to you, functional limitations, job demands, barriers to returning to work, potential temporary accommodations, etc.
• Actively participate in the return-to-work process.

Returning from leave

Timely return to work proposals

A timely return to work helps you to progressively return to your full-time position by gradually increasing your duties and/or weekly hours, while taking into account your temporary limitations. Your disability management advisor may prepare a return-to-work proposal tailored to your specific situation, to be approved by your treating physician. Your physician can also initiate a timely return-to-work proposal at any time during your disability leave.

Return-to-work meetings

When returning to work after a lengthy absence, it may be helpful to hold a 鈥渞eturn-to-work鈥� meeting with your supervisor, HR representative, disability management advisor, and union representative (if you wish). The goal of the meeting is to complete the return to work plan, answer any questions and ensure that all parties hold a common understanding of the parameters of your return to work, such as:

• A return-to-work schedule (taking into account scheduled appointments, unit needs, vacation, holidays, etc.);
• Temporary functional limitations/restrictions;
• A schedule of follow-up meetings with your supervisor to assess progress and address any challenges;
• Incidental illnesses/absences during your return;
• Salary/indemnities; and
• Any other subject that may be relevant.

Contact information

We're here to help

Your active participation in the return-to-work process is invaluable, so please do not hesitate to ask questions, seek information, express concerns, and share your thoughts on how your temporary limitations might be accommodated. Your disability management advisor, HR representative and supervisor are all available to help.

Disability Management Advisors