Kinetica Total Disability Management

Present-ABILITY

Attendance Management Solution

What Are Some of the Main Challenges?

We recognize the significant human and financial costs associated with absenteeism. These costs encompass reduced productivity, increased expenses related to temporary replacements or overtime, operational and workforce-planning challenges, workload and division-of-labour quandaries, and elevated risks linked to presenteeism.

Our attendance management solution is to track, review, and analyze excessive intermittent sick absences that do not transition to medical/sick leave of absence or to short-term disability period.

WHEN IS OUR SOLUTION NEEDED?

• When the established number of sick incidences and days are triggered.
• When excessive innocent sick absences are impacting the operations and roster planning.
• When excessive absences are related to sicknesses or illnesses that may require an accommodation solution, and/or an accelerated medical-health service, and/or a wellness intervention, and/or further HR handling.

WHAT WE DO?

• We conduct a supportive intake interview with the employee to understand and address any health needs.
• We gather pertinent information with consent, such as attendance records, job descriptions, job demands, any available sick notes, updated medical information, updated functional information, and any additional information related-to-work issues and barriers.
• We review and analyze a 1- to 3-year chronology of sick absences to establish a history, to track all innocent sick absences, to identify any patterned absences, and to identify any culpable absences.
• We then render a decision and provide suitable recommendations.
• We may recommend that the employee participates in an attendance support program.
• We may recommend an accommodation solution.
• We may recommend an appropriate leave-of-absence, if necessary.
• We may recommend accessing an Employee Family Assistance Program (EFAP), utilizing benefits, and/or implementing health-and-wellness strategies.
• We may recommend involving HR, Employee Relations, and/or Labour Relations to help find solutions.

Renew-ABILITY

Disability Management Solution

What Are Some of the Impactful Organizational Challenges?

We understand that many organizations do not have the capacity nor the budget to operate non-revenue-generating Human Resources/Occupational Health departments, or they are operating a fractional HR department.

We also understand that the total-rewards investment to hire specialized employees is substantial, eroding revenues that could be redirected to business enhancements and innovations.

We know that many organizations self-insure sick-leave (SL) and/or short-term-disability (STD) programs; alternatively, many employers have their employees apply for the EI Sick Leave Benefit when they need a medical-leave-of-absence.

In either case, most organizations do not have the personnel to administer/operate and manage complex absence management portfolios -- all while ensuring early and safe return-to-work, and while remaining compliant to privacy laws and other duties and obligations.

SOLUTIONS FOR YOU!

• Advice-to-pay services
• Adjudication services
• Case management services
• LTD coordination

What is the Scope of Work that we do for you?

• Adjudication (eligibility and disability determinations).
• Disability case management activities: Information gathering, employee/stakeholder interviews, medical reviews, functional profiling, analysis, decision-making, action planning, follow-ups, employer/stakeholder communications, casefile management, reporting.
• Medical coordination: Ensuring appropriate treatment, therapy, and rehabilitation.
• Expedited medical and health services (if required).
• Return-to-work (RTW) planning and monitoring.
• Health and wellness promotion.
• Reporting: Dashboards and case summary and aggregate reports.
• Advisory services.

Occ-ABILITY

Occupational Disability Management Solution

What Are Some of the Main Challenges?

Almost all businesses in every province and territory in Canada are required to register with their respective Workers Compensation Board. These Boards serve as provincially administered, no-fault insurance providers. Employers act as the plan sponsors; they remit premiums to their respective Boards based on the number of employees and their corresponding insurable earnings. The Boards offer a variety of benefits and services, including loss-of-earnings/wage-loss benefits, health benefits, claims adjudication, case management, return-to-work programs, vocational rehabilitation, and health-and-safety programming.

While the Boards aim to render accurate adjudicative claims decisions and facilitate return-to-work, there are opportunities for our firm to support your organization in these areas. Employers also have the option to appeal claims decisions, particularly in cases where there is no established mechanism of injury (MOI) and/or no identifiable source of injury (SOI). Developing and managing a program that emphasizes recovery, early and safe return-to-work, and premium reduction can be challenging.

SOLUTIONS FOR YOU!

• Incident reporting
• Timely claims submissions
• Claims administration
• Parallel claims/case management
• Early-and-safe return-to-work
• Board decision objections and 1st and 2nd level appeals
• Overall health-and-safety programming

What is the Scope of Work that we do for you?

• Kinetica accomplishes the following: information gathering, interviews, reviews and analyses; timely administrative tasks; medical and rehabilitation coordination; disability/return-to-work (RTW) case-management activities and accommodations; and objections and appeal submissions when required.
• Kinetica also helps to enhance key employer programs: (1) First aid programming; (2) Return-to-work/accommodation programming; (3) Health and safety enhancements; (4) Musculo-skeletal injury prevention programs. The goals are enhanced health and safety, premium reduction, risk mitigation and compliance.

Adapt-ABILITY

Accommodation Solution

What Are Some of the Main Challenges?

In compliance with federal or provincial Human Rights Codes, employers in Canada have statutory obligations. When employees request accommodations, employers must fulfill the Duty-to-Accommodate up to the point of undue hardship, which involves a thorough assessment requiring due diligence. Employees participating in an accommodation program are expected to fulfill their duty to participate and cooperate during the process. Both Employers and Employees should actively engage when a reasonable accommodation plan is offered.

Accommodation requests can be made on various protected grounds, including family status, religion, gender, religious beliefs, and medical reasons. These requests may sometimes overlap, making it difficult to address them separately. For instance, medical accommodations might coincide with family status accommodations – this requires careful deliberation.

Additionally, determining what constitutes undue hardship and when to apply the bona-fide occupation principle can be challenging.

Moreover, deciding upon and recommending appropriate modes of accommodation, as well as determining duration, requires careful consideration. Ensuring that the accommodation process is substantive, procedural, and individualized necessitates meticulous attention. By adhering to these principles and mandates, we can provide impartial reviews and effective recommendations for your organization – all while mitigating risks of nonconformity and even potential fines.

When is Our Solution Needed?

Kinetica offers a solution for the whole work-life span. This solution can be applied in the following scenarios:

• To facilitate a stay-at-work scenario (preventing presenteeism and mitigating potential risks).
• To reduce intermittent “sick leave” incidences and days.
• To accommodate employees who are transitioning to work after a lengthy absence (after a Long-Term Disability [LTD] period; before, at, or after the LTD-change-of-definition [COD] period, etc). The duration of an accommodation may be temporary for an extended period. An accommodation may also be permanent.
• We can also provide and apply an accommodation solution if RTW plans continue on-and-on with no end in sight.

TYPES OF ACCOMMODATION

We solve and facilitate the following:

• Stay-at-Work Accommodation
• Return-to-Work Accommodation
• Extended (Temporary) Accommodation
• Permanent Accommodation