Communication 2020 Style

Employers have, at times, been challenged in their communication expectations and outcomes with their employees. Not hearing from the employee, not receiving enough or relevant details or not asking the employee for required information. In the end, communication is typically one of the main factors of discourse in the employment relationship.

The pandemic has raised the bar for communication to a new level. We are physically distanced and, in many situations, communicating virtually. What does this mean for employers in dealing with employee issues such as an injury at work? While information needed by the employer remains the same, how it is gathered from an employee can be different.

For employees who were “injured” prior to the pandemic, the obligations to communicate continue to be one of their legal obligations. Their treatment may have been interrupted and functional information difficult to secure “virtually”; however, the employee and the employer should remain in contact—preferably in person. When that is not possible, virtual contact is the second choice.

Have you set up a platform to communicate with employees not in the workplace due to injury or illness? There are several applications available—Microsoft Teams (preferred platform for WSIB); Zoom; WebEx; FaceTime….and the list goes on.

Does your employee have the ability to utilize these platforms? If they have a cell phone, quite likely if the application is available to download onto their phone.

If not, the next best tool to communicate is the good old fashion, telephone call. Have a purpose for the call—check in to, sincerely, inquire how the employee is recovering at home, (especially given the challenge of the pandemic and the likelihood of their inability to obtain the much-needed treatment—e.g., physiotherapy and in some cases, surgery).

Employees can send FAFs, doctor’s notes, other documents to the employer through their cell phone—take a photo of the document and upload to the employer by either text or email.

Employers can and should make inquiries to the treating health care practitioner about questions concerning the employee’s ability to function when the employer has identified available job duties/tasks. Employers can and should involve the WSIB in understanding the treatment and recovery as well as seeking the assistance of a Return to Work Specialist (RTWS). Currently, the RTWS are conducting teleconference of video conference meetings to address work re-integration concerns by either party.

Communication in 2020 has moved to a new level. All the previous needs of an employer in managing an employee’s injury/claim exist; post-pandemic the style of communication and some of the questions have changed. Keep in touch with your employees. If you have questions and are not sure what to ask or whether you can ask a particular question, contact my office at www.catherinelandgren.com.