1. Scope
1.1 This policy applies to all regular non-academic, non-unionized staff. (For information on what to do in the event of an accident, see Accident, Incident & Occupational Disease Reporting in the Healthy and Safety section of the Administrative Handbook.
1.2 For the purposes of this policy, "regular" shall refer to an employee who has successfully completed the probationary period.
2. Policy
2.1 In the case of a work-related accident or occupational disease covered by the Act respecting Industrial Accidents and Occupational Diseases, the University shall pay the employee's regular salary less all regular deductions during the first fifty-two (52) weeks of disability, insofar as the employee is eligible for income replacement indemnity according to the Commission de la Santé et sécurité au travail (CSST). During the first fifty-two (52) weeks period of total disability, the indemnity granted by the CSST to the employee shall be paid to the University.
2.2 At the appropriate time (normally, the tenth (10th) month of disability), the employee must complete the University's eligibility forms for long-term disability benefits.
2.3 Following the first fifty-two (52) weeks period, if the employee is still unable to return to work because of disability, all appropriate payments shall be paid directly by the CSST to the employee in accordance with the applicable regulations.
2.4 If the University deems it appropriate, the employee must agree to be examined at the offices of a doctor chosen and paid for by the University. The employee must be given a copy of the report within five (5) working days of receipt by the University.
2.5 Subject to the provisions of other University policies, when the employee returns to work, the University reinstates the employee in the position that the employee held at the beginning of the leave. If their position has been abolished, the employee will be accorded the rights that would have been granted had the employee been at work.
2.6 The salary which the employee receives upon return to work will be the salary the employee was receiving when the leave commenced, increased by the amount of any salary increases implemented during the course of the leave, subject to eligibility criteria.
2.7 An employee who becomes able to work but who remains afflicted by a permanent functional disability that prevents them from occupying the position they previously held is placed, without any posting, in another position that their state of health allows them to occupy, taking into consideration the available positions that need to be filled.
2.8 An employee who has returned to work following an absence pursuant to this policy and who must be absent from work in order to receive medical treatments, undergo medical examinations related to their injury or pursue activity in the context of their individualized rehabilitation plan, will be granted a leave without loss of salary for the duration of the absence.
Effective April 30, 2000.
