Disability Case Management Representative (Temp)

York Region District School Board; Aurora; Hybrid; CAD 62,000 - 76,000; Full time

Job summary

An educational institution in York Region is seeking a Disability Management Coordinator to provide support and information on employee disability cases. The role involves maintaining files, managing programs, and ensuring compliance with board policies. The ideal candidate has a diploma in Human Resources and relevant experience. The position offers a flexible work environment.

Qualifications

• Minimum two years of experience in Human Resources or related field.
• Understanding of disability management processes and collective agreements.

Responsibilities

• Administer and provide information on long-term disability and sick leave.
• Maintain and monitor disability management files.
• Review medical documentation to determine next steps in disability management.

Skills

Communication and counseling

File management

Knowledge of HR policies

Education

Two-year college diploma in Human Resources Management or related discipline

Job description

Salary

$62,344 - $75,532

Position Overview

Applicants must complete the online application to the attention of the Recruitment Team. This temporary position is effective immediately and ends on or about March 31, 2026. The board supports flexible work culture and employees may work from home in addition to office work for some positions. Working From Home Guidelines apply and do not apply to school‑based positions.

Job Summary

The role involves administering, assisting and providing information to all employees regarding long‑term disability, sick leave, disability management leaves, in compliance with board policies, procedures and applicable collective agreements.

Responsibilities

• Introduce the disability management program to employees, providing counseling and guidance on benefits and services, both internal and external to the Board.
• Make initial contact with referred employees to gather information about the nature and expected duration of absence while being sensitive to their unique health circumstances.
• Maintain and monitor disability management files to ensure accurate medical documentation and employee information.
• Proactively manage disability files by regularly reviewing cases and following up with employees to ensure all necessary medical documentation is received.
• Guide administrators, managers and supervisors in absence planning and return‑to‑work strategies, using gathered information, medical documentation, standard recovery times and best practices.
• Determine eligibility for sick leave benefits based on file history and ensure alignment with collective agreements and the HRIS system.
• Complete required WSIB paperwork within legislated timelines.
• Coordinate the Early Intervention program between the Board, Unions/Federations and OTIP, monitoring system reports to identify applicable individuals and providing information to the appropriate union/federation and OTIP.
• Review submitted medical and assessment documentation to determine degree of disability, prognosis and functional abilities, and determine next steps in the disability management process, providing recommendations to relevant parties.
• Facilitate the implementation of assistive technology, ergonomic equipment and personal protective equipment from suppliers, contacting suppliers in the event of a defective or broken device.
• Provide guidance to supervisors on specific disability management files, including return‑to‑work processes and offers of modified work while maintaining employee confidentiality.
• Provide information and resources to employees, such as Employee Assistance Program and CAREpath, tailoring resources based on gathered information and communication with the employee and supervisor.
• Audit system reports to ensure that all employees requiring services are identified and supported appropriately (including Absence Reports, Early Intervention Reports, Pension and Life Insurance Waiver Reports, Salary Verification Reports for OTIP/OPC, and WSIB absence reports).
• Maintain and audit monthly and annual case summary statistics reports for department resource planning.
• Review, approve and submit invoices for reimbursement/payment of medical documentation or assistive devices; identify and resolve discrepancies as required.
• Provide backup to Case Managers as needed.
• Perform other duties as assigned.

Line Of Responsibility

Responsible to the Associate Manager, Disability, WSIB and Attendance.

Education, Experience, And Qualifications

• Two‑year college diploma or certificate in Human Resources Management or related discipline, or equivalent, as approved by the Board.
• Minimum two years of Human Resources or related experience.

Leadership

• Supervision or guidance is not an expectation of this role.
• Responsible for sharing knowledge and information within and outside the Board in the area of Disability Management.
• Communicate private and confidential information with individuals and groups within and outside the Board including doctors’ offices and third‑party insurers related to employee disability case management.
• Build collaborative relationships within Disability Management, supervisors, leadership, system partners and Union/Federation partners related to disability management, attendance and return‑to‑work matters.

Accountability and Decision Making

• Maintain knowledge of collective agreements, Human Rights, WSIB and employment legislation, disability management best practices and related HR processes including benefits, sick leave, general leave and pay processes.
• Provide ongoing support for employees with open disability management cases while maintaining confidentiality and professionalism.
• Resolve nuances in each disability management case file while adhering to YRDSB Disability Management guidelines, processes and applicable laws.
• Decisions can impact staffing at the school level, breach of confidential information or granting sick leave in error; risks include potential grievances and/or human rights claims.

Working Conditions

• Typical corporate office environment.
• Requires use of technology and computer equipment for prolonged periods.

Equity, Diversity and Inclusion Statement

The York Region District School Board (YRDSB) believes in giving each and every applicant an equal opportunity to succeed on their own merit and strives to hire staff that reflect and support the diverse perspectives, experiences and needs of students and communities. YRDSB remains committed to upholding equity, diversity and inclusion in our living, learning and work environments. We actively encourage applications from groups with historical and/or current barriers to sovereignty, equity and inclusion, including:

• First Nations, Métis and Inuit peoples, and all other Indigenous peoples;
• African, Black and Black Caribbean peoples (in alignment with Anti‑Black Racism Strategy);
• South Asian, East Asian, Southeast Asian, Middle East/West Asian, Latino/Hispanic (in alignment with YRDSB Workforce Census disproportionalities);
• persons with visible and/or invisible (physical and/or mental) disabilities;
• persons who identify as women; and
• persons of marginalized sexual orientations, gender identities and gender expressions.

Accessibility and Accommodation Statement

We recognize the duty to accommodate and foster a culture of inclusion. Consistent with the principles of dignity, individualization and inclusion, we will make any appropriate accommodation based on protected grounds in the Human Rights Code to support candidate participation in the hiring process. Accommodation requests can be made in advance of any stage of recruitment. All accommodation information is addressed confidentially by the Recruitment and Retention Team.

Important Note for YRDSB Employees

If you have a current accommodation in place through Disability Management, inform your Disability Management Case Manager to ensure that your accommodation needs can be met in the new role. If invited to participate in the hiring process and you are unable to perform the essential/bona fide requirements, please notify the Recruitment Team with a reference to the job title you are applying to.

Important Information For CUPE 1734 Members

CUPE 1734 applicants will be considered to have the required educational qualifications based on the job description for the CUPE 1734 classification they currently hold on a permanent basis, in accordance with the terms of the CUPE 1734 Collective Agreement. Applicants must provide a satisfactory police record check (PVSC) completed within six months prior to the scheduled start date.