Conclusion
Long-term absenteeism is a significant and costly problem that affects employers, unions, employees and their families. A constantly growing phenomenon, it presents many challenges for those concerned, particularly with respect to the return to work of the absentee. As we have seen in this paper, under Canada’s human rights legislation, the employer and the union must do everything reasonably possible to facilitate the return to work of a person who has been absent for reasons of disability, pregnancy or family status. The parties involved must work together to find a reasonable solution that will ensure respect for the employee’s fundamental rights, while taking into consideration any hardship the situation imposes on the employer or the union.
Given these complex obligations, employers and employees’ representatives are increasingly well-advised to adopt disability management strategies that help to eliminate problems at the source and facilitate the reconciliation of the interests involved. A workplace disability management program, developed with input from all concerned, allows a comprehensive approach to absenteeism and the planning of various measures to deal with it, ranging from prevention to the reintegration of employees. Collaboration between employees and management to ensure working conditions that promote physical and mental health, balancing of work and family obligations and the return of employees as quickly as possible to their jobs or to other suitable jobs is in the best interests of all concerned. Not only does it enable the parties to meet their legal obligations, but it also favours a reduction in disability insurance premiums, increased productivity, and opportunities for people who have had to be absent to resume an active life in dignity.
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