Based on your learning to date, explain the benefits of having a disability manager involved in a
Question:
- Based on your learning to date, explain the benefits of having a disability manager involved in a return-to-work plan. Make specific reference to the role a disability manager may play in confidentiality, the duty to accommodate, and stay-at-work and return-to-work planning.
A disability manager plays a key role in ensuring a fair and smooth return to work plan. They are needed to give the employee the individual plan they need since disability planning is never a one-size-fits-all (Jones 2020). They are up-to-date and aware of any legal proceedings having to do with the company's duty to accommodate, as well they are trained in this area where the employee may not be. They also track if anything changes in the legality that the company should be aware of, and change the program as necessary. They also organize records, costs, and outcomes of their program, maintain information on local service providers, and develop policies and procedures (Dyke, 2013). The main benefit underlying all their activities is that they are a designated person to ensure the laws are being followed and that this area of the workplace is given the attention it needs. For example, in one of the readings, it outlined how an "employer failed to perform its duties under the Ontario Human Rights Code (the "Code")" ( De Bousquet PC, 2019). This would not occur if they had a manager who knew the up-to-date laws. If the employee is also trying to manage disability, they are adding an area to their job description that they may have no training or experience in. The employee may also have conflicting feelings about disability and their employee return to work that would impact their ability to handle it in an unbias way. The disability manager also keeps information from the confidential employee, but that they may need to know to create the plan- this ensures the employee is kept safe from any prejudice.
Imagine you are part of a new business with 1000 employees. You are tasked with determining whether your company should choose internal or external disability management services and identifying what types of disability management programs and strategies the new business should utilize. Identify whether you would recommend an internal or external disability management program (and explain why) and state one important program or one important strategy that would you recommend for this new business. Defend and support your decisions.
For this thought experiment, I would utilize an external disability management service. This is because an external service can offload any pressure the employee feels in their relationship to their disability and their return to work. They also have a reputation so employers can rely on their expertise. It also provides a distance between the employer and the employee's situation while still providing the highest support to the employee. The external service may also have a greater breadth of resources to work with the individual. I had an experience with using an external management service and I found it helped to have a third party manage my recovery because it wasn't linked to my job, I didn't feel the pressure to return before I was ready. One strategy I would recommend to the new business is making sure the employees have a quality amount of benefits that include a wide variety of practitioners. I would also recommend providing education for the employees on how to use their benefits based on the type of work they are engaged in. For example, if they are working on a farm, this may involve a certain repetitive motion. If this motion has been found to create carpel tunnel, I would research what preventative care measures can be taken through appts such as physio, massage, chiro, osteo etc. I would then encourage the employees to use their benefits as a way to prevent injury. I would pitch this to the employers by pointing out the money saved by avoiding an injury altogether by putting money into prevention care.
Resources
De Bousquet PC. (2019). An employer's continuing obligations when outsourcing disability management to a third party. Retrieved from: https://www.debousquet.com/blog/2019/09/28/an-employers-continuing-obligations-when-outsourcing-disability-management-to-third-party/
Dyck D. E. (2013). Disability Management: Theory, Strategy & Industry Practice (6th ed.). Markham, ON: LexisNexis.
Understanding Business Ethics
ISBN: 9781506303239
3rd Edition
Authors: Peter A. Stanwick, Sarah D. Stanwick