If you will absent from work for longer than a few days, you are required to provide information about your illness or injury.
This information should be provided to your client partner in disability management and should include the following:
- Nature of illness/injury
- Impact of illness/injury on ability to attend work regularly
- Prognosis for recovery
- Summary of restrictions (related to specific job demands/modified light duties)
- Duration of restrictions (temporary or permanent)
- Other non-medical barriers to returning to work (if applicable)
- Is the prescribed treatment or therapy likely to impair performance or safety (nature of treatment or therapy not required)
Protecting your privacy
Medical information is considered to be sensitive, personal information. Fraser Health is legally bound to protect and respect the privacy of employees. Medical information will be treated as confidential and will be collected, maintained, stored and protected in strict accordance with the Freedom of Information and Protection of Privacy Act (FOIPPA).
How much information is my employer entitled to?
The level of medical disclosure requested will vary with the level of absence. Arbitrators have ruled that employers should be granted greater access to medical information when seeking confirmation of an employee's fitness for work due to their legal obligation to ensure a safe workplace. Employers will only be granted access to medical information that is directly related to the employee's absence.
Failure to provide medical documentation may result in notification to your manager for further action, which may include:
- Withholding of sick leave benefits or refusal of requested time off
- A delay in or refusal to return to work until adequate medical information is received
- Disciplinary action due to failure to comply with collective agreement requirements
If you require any further information, please contact your site disability management consultant.