Accommodation and Attendance Management
Accommodations and Attendance Management is within Human Resources and under the Organizational Development Employee Wellness portfolio. AAM reports to one Provincial Director and to the Executive Director of Organizational Development & Employee Wellness (ODEW).
While the Saskatchewan Health Authority is established as one provincial structure, our department has been broken out into four main areas - North, Rural, Saskatoon, and Regina. One Manager leads each area with Specialists, Associates, and Administrative Assistants providing the support to their assigned portfolios.
AAM Purpose Statement
We are trusted partners who facilitate and lead stakeholders through a case management process to support a healthy workforce.
Accommodation
A successful accommodation process is when we have worked collaboratively with other teams to achieve the best outcome for the employee and the department as possible. While this may not always be the perfect outcome for either/both parties, it is our responsibility to trust in and facilitate the process based on human rights, case law. Our goal is to lead managers and employees through effective case management during an employee’s disability, illness, or injury.
Return to Work (RTW)
A return to work is defined as any progressing workplace reintegration for an employee. This is a tri-party process involving numerous stakeholders where support is provided through collaboration to facilitate a successful return to work plan for affected employees.
A significant number of return-to-work plans involve a 3rd party insurer, such as WCB, SGI, or other applicable disability plans. We work collaboratively with these groups towards the same goal of returning employees to their own job.
A return to work can include modifications to hours and/or duties, based on the medical information provided at the time of a return to work. A meeting may be held with stakeholders and the employee to review the medical information and formulate a plan that is agreeable with all parties to ensure a successful return to the workplace.
Attendance Management
This covers the daily duties and roles a manager plays to ensure the employee’s attendance are captured accordingly. The manager makes sure they are aware of the daily attendance of the team for example:
- Who called in sick today?
- Does the shift require replacement?
- Do I need to have any informal conversations about sick time/ attendance with staff?
- Is there a Duty to Inquire with any staff?
- Do I need to follow up for any updates for staff on medical leaves?
Attendance Support Program (ASP)
The purpose of the Attendance Support program is to assist employees to maintain regular attendance at work and to establish the process for consistent and reasonable administration of the program throughout the SHA. The program is in place to assist all employees that are unable to fulfill the employment contract by not regularly attending scheduled shifts and offer support to those who are struggling with health conditions or personal circumstances, which may affect their employment. Employees, union, and management work collaboratively to identify challenges and opportunities for regular attendance at work.
By accepting employment, employees enter into a contract with the employer. Part of this contract is the expectation of reasonable attendance. These expectations are in place to ensure that our patients, clients, and residents continue to receive high-quality care and to ensure respect and consideration for colleagues and coworkers. Frustration of the employment contract means the Employer has identified that the employee is unable to fulfill their obligation to provide a service by regularly attending the workplace. The employment contract can be frustrated due to innocent absenteeism.