Managing sick leave
For information specific to BC Public Service employees, please see the COVID-19 (Coronavirus) information page.
Last updated: March 12, 2020
On this page
- Early intervention and return to work
- Early Intervention and Return to Work eSeries
- Short term sick leave
- Long term disability
- Medical assessments for safety sensitive work
- Reporting other income, subrogation and integration of funds
Research shows that a program focused on early intervention and return to work is an effective way to reduce the rate of health-related absences and shorten the time an employee is absent from work.
This e-learning series for supervisors will help you manage your employees who are ill or injured, whether they're still at work, off work, or returning to work after a period of absence.
These quick, just-in-time e-learning modules only take a few minutes to work through.
When an employee calls in sick or injured, it’s important to keep the lines of communication open.
See Short term sick leave for supervisors for more about your roles and responsibilities.
As a supervisor, you can offer positive and structured support to your employee on long term disability to help them eventually return to work successfully.
If you're overseeing safety sensitive jobs, occupational health specialists will review and provide medical clearance and guidance where needed to support an employee's return to work.
There are 3 ways an injured employee may be compensated:
- By the employer's short term injury and illness plan (STIIP) or long term disability plan
- By a lawsuit for an injury from a motor vehicle accident that occurred prior to May 17, 2018, or a lawsuit for an injury from another source, such as a 'slip and fall' injury
- By a disability pension. For example:
- Canada Pension Plan
- private disability insurance
If ICBC, a lawyer or another third party contacts you to get personnel file information or salary and pay information for an injured employee, the request must be submitted in writing and forwarded to AskMyHR for processing. Clearly identify the employee's name in the subject line.
Let the employee and the party making the request know that you have forwarded the request for processing.