Position: Abilities Specialist
Salary Range: $ 79,206 - $ 94,456 – Band 7
Location: Human Resources, J.W. Singleton Education Centre
Work Schedule: 35 hours/week, 12 months/year
Effective Date: As Soon As Possible
Reporting to the Manager, Employee Health and Wellness, this role employs best practices in the administration of the Board’s short term leave disability plan and WSIA to include: case management, early intervention, safe return to work, workplace accommodation and transfer of employees from short term to Long Term disability (LTD) as applicable. This role serves as a resource for all relevant stakeholders with respect to the disability case management process; the position promotes wellness programs for employee wellbeing.
Responsible for clarification of medical restrictions/limitations received both physically and cognitively with health care professionals, analyzing and gathering relevant information to determine reasonable resources, work accommodation needs and safe return to work options for employees.
Recommends ergonomic equipment and assistive devices.
Comprehensive knowledge and compliance with all applicable legislation such as: Ontario Human Rights Duty to Accommodate, AODA, ESA, WSIA, OHSA, PIPEDA, MFIPPA, PHIPA, and adhering to all collective agreements, policies and procedures.
Ensures consistent and best practice case management approach is maintained while addressing individual needs of employees.
Maintains confidentiality, accuracy and integrity of information obtained with employees including medical documentation, emergency response plans, WSIB documents, modified work plans and any other personal medical information.
Effectively deal with potentially confrontational situations.
One (1) or more years’ experience in disability case management, accommodation and return to work.
University Degree/Diploma in Human Resources, Occupational Health or Health professional.
Post graduate education in Disability Management
Certified Return to Work (CRTW); Certificate in Disability Management; Certified Disability Management Professional (CDMP) in progress.
Certified Return To Work Coordinator (CRTWC); Certified Disability Management Professional (CDMP) preferred.
Working knowledge in disability case management, accommodation and return to work in a large unionized environment.
Knowledge of relevant legislation such as Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act, WSIA, Occupational Health and Safety, Employment Standards Act.
Experience in best practices disability case management in both occupational and non-occupational cases preferably in a unionized environment in one or both of the following: Insurance, WSIB (Schedule 1 or 2).
Knowledge of attendance support management principles/best practice and wellness initiatives.
Experience working with Microsoft Office (Word, PowerPoint, Excel), Google Suite (Docs, Sheets, Drive, etc), Parklane and other internal human resources information systems.
Ability to work in a cooperative/ collaborative manner to achieve team desired results.
Excellent interpersonal, diplomacy, communication, attention to detail, problem solving and presentation skills.
Ability to maintain strict confidentiality in all areas of responsibility.
Valid driver’s license and access to reliable transportation.
Experience working in a fast paced, high volume environment.
We thank all applicants for their interest in opportunities with the Halton District School Board. Contact will be made with applicants whose experience and qualifications most closely match the requirements of the position. Communication with short-listed applicants will be made through the email address provided on the applicants’ Apply To Education profile page.
First consideration for posted vacancies will be given to qualified applicants from the employee group in which the vacancy occurs.
The Halton District School Board recognizes that, consistent with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the Ontario Human Rights Code and the Canadian Charter of Rights and Freedoms, employment practices and procedures at all levels should reflect, demonstrate understanding of and respond to a diverse population. The Board is committed to providing a workplace environment that is fair and equitable to all.
In our efforts to ensure an inclusive, diverse and representative workforce, we will:
value, promote and encourage the hiring of staff from under-represented communities;
grant first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities. Where a collective agreement or terms and conditions govern the hiring or promotional process, this will be done in a manner that is consistent with the School Board’s obligations.
Applicant Self Identification Questions:
As part of the recruitment and selection function, the HDSB will collect voluntary self identification data from applicants in accordance with the Ontario Human Rights Code, HDSB’s Teacher Hiring Practices Administrative Procedure, HDSB’s Employment Equity Policy and Ontario’s Anti Racism Data Standards:
Personal information on this form is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HDSB’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce in the school board is vital because the workforce should be reflective and representative of the community.
Although hiring policies must adhere to the qualification requirements set out in applicable Regulations (eg. Regulation 298, “Operation of Schools – General”) and any applicable collective agreement provisions, the Board recognizes the importance of the following when developing its selection and evaluation criteria:
valuing applicants’ additional experience, lived experience, skills, backgrounds and perspectives; and
granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.
We encourage you to respond to our voluntary applicant self-identification questions. This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process. This data will inform our goals, strategies and actions and our progress towards creating and sustaining an inclusive and equitable workforce. Any information that you provide in response to these questions will be referred to during the hiring process for this position, and will be shared with the hiring manager and/or committee members responsible for the hiring process.
The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities within the public sector. The Standards establish consistent, effective practices for producing reliable information to support evidence-based decision-making and public accountability to help eliminate systemic racism and promote racial equity (adapted from Ontario’s Anti-Racism Data Standards, 2017).
Questions about this collection may be directed to Marsha Sulewski, Supervisor of Staffing and Recruiting at email@example.com.
Upon request, we will provide reasonable accommodations for candidates who have temporary or permanent disability, or who otherwise require accommodations based on the protected grounds highlighted in the Ontario Human Rights Code in respect to the recruitment and selection process.
The HDSB is committed to providing a respectful and healthy work environment.