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Disability Management in Practice—Canada Post: Integrated Disability Management The Conference Board of Canada, 4 pages, October 31, 2013 Case Study by Nicole Stewart

Disability Management in Practice—Canada Post: Integrated Disability Management

The Conference Board of Canada, 4 pages, October 31, 2013
Case Study by Nicole Stewart

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This profile is one in a series of case studies featuring organizations and their absence and disability management practices. By integrating its programs, Canada Post successfully transformed its disability management program. Document Highlights Canada Post: Integrated Disability Management is one in a series of case studies that feature organizations and their absence and disability management practices. The organizations featured in these profiles are a diverse group, representing different industries, regions, and sizes from across Canada. Each organization has a unique approach to managing absenteeism and is at a different stage in the development of its disability management program. For example, Canada Post took a critical look at its absenteeism rates. At the time, various facets of disability management—employee assistance programs, sick leave, long-term disability leave, and wellness—were handled by different groups. The company believed an integrated disability management program would be more beneficial to its employees and to Canada Post. The company established a vision for a disability management program that included employee engagement, healthy workplaces, and reduced absences.

This profile is one in a series of case studies featuring organizations and their absence and disability management practices. By integrating its programs, Canada Post successfully transformed its disability management program.

Document Highlights

Canada Post: Integrated Disability Management is one in a series of case studies that feature organizations and their absence and disability management practices. The organizations featured in these profiles are a diverse group, representing different industries, regions, and sizes from across Canada. Each organization has a unique approach to managing absenteeism and is at a different stage in the development of its disability management program. For example, Canada Post took a critical look at its absenteeism rates. At the time, various facets of disability management—employee assistance programs, sick leave, long-term disability leave, and wellness—were handled by different groups. The company believed an integrated disability management program would be more beneficial to its employees and to Canada Post. The company established a vision for a disability management program that included employee engagement, healthy workplaces, and reduced absences.