Mandatory Early Intervention Program FAQs and Information Sheet

On March 31, 2014 the early intervention program became mandatory, since then we have received a variety of questions from members regarding the program.

To help members, CSSEA has developed a set of Frequently Asked Questions (below) and a Mandatory Early Intervention Information Sheet to improve understanding of the program.

Download Early Intervention Information Sheet

Frequently Asked Questions – Mandatory Early Intervention Program

How does the disability management provider help my employee return to work?
The disability management provider is responsible for coordinating your employee's return to work plan by:

• Staying in contact with the employee who has been referred to the program, explaining the program to them and assessing their need for the early intervention program.
• Providing the employee with an Occupational Fitness Assessment form for the employee and their doctor to complete and return to the disability management provider.
• Developing a customized return to work plan to accommodate their limitations and capabilities, if possible.
• Referring them to rehabilitation services providers, as required.
• Working with you, your employee and the union to facilitate the employee's return to work.
• Following up with you to ensure the employee's return to work is successful.

What information can employers expect from the disability management provider regarding the validity of the medical information they receive?
The disability management provider will report to employers the following:

• If the medical documentation substantiates that the employee has a medically- recognized illness.
• If the information is provided by an appropriate medical professional.
• If the information is sufficient.
• If it contains limitations and return to work information.
• All personal medical information will be treated confidentially and only the prognosis will be provided to the employer. 

If an employee fails to participate in the program, will that be sufficient evidence for the employer to deny sick benefits?
Failure to participate by not complying with the requests for medical information or adhering to the time lines could result in discipline and/or negatively effect an employee’s benefit entitlements including, eligibility for long term disability and paid sick leave. It is the employer’s responsibility to follow up with an employee who fails to participate in the early intervention program. Employers should contact their HRLR consultant to determine the appropriate course of action.

Are employees responsible to pay for the completion of the fitness assessment form?
No, the cost is covered by the disability management provider.

Are employees over the age of 65 eligible to participate in the mandatory early intervention program?
No, employees over the age of 65 are not eligible to participate in the early intervention program or LTD.

Are employees who do not have LTD coverage required to participate in the Early Intervention Program?
It depends on the employee’s status and age. Please refer to the eligibility table.

Are casual employees working full- or part-time in a temporary posting required to participate in the early intervention program?
Casual employees are not required to participate in the program unless they are filling-in for a temporary job under Article 24.11 and meet the 3 month health and welfare benefits eligibility requirement.

Are employees without benefit coverage included in the early intervention program?
It depends on the employee’s status and age. Please refer to the eligibility table.

Can an employer instruct an employee who does not have benefit coverage to participate in the early intervention program?    
Only eligible employees according to the eligibility table are required to participate in the program.


For more information contact your HRLR Consultant.