Common use of Vocational Rehabilitation Clause in Contracts

Vocational Rehabilitation. This type of rehabilitation supports a disabled member who is unable to return to a pre-disability job or another job with the original Board. The Vocational Rehabilitation Specialist works with the disabled Employee to identify potential job opportunities appropriate to the employee’s functional capacity, education, training and experience; has access to a network of specialized vocational evaluation resources to test the employee’s aptitudes, personality etc. and provides services such as resume preparation, job search straining and volunteer program placement to prepare the employee for labour market re-entry. Appeal Process‌ When a claim is not supported or no longer supported for medical reasons, the right of appeal is offered to the Employee. The process includes: Employee Communication: The employeeis contacted verbally by the Case Manager and also receives a letter from the Case Manager advising of this right. The letter will include an explanation of the rationale behind the decision and will outline any additional information that should be submitted should the employee wish to appeal. It also outlines the timelines to have the appeal information sent back to the Case Manager (normally 10 business days) unless there are extenuating circumstances that the employee has discussed with the case manager. Board and Union Communication:The Board and Union are contacted verbally by the Case Manager. Both the Board and the Union receive a copy of the letter sent to the Employee (excluding the medical details). The letter includes an explanation of the rationale behind the non-support recommendation, outlines any additional information that should be submitted if there is an appeal as well as timelines that the Employee has to submit the appeal. Upon receipt of the appeal from the Employee, OTIP and Manulife have a unique appeal process. This includes a first and second appeal (when required). The purpose of an appeal is to provide an objective review of the information on file and the original claim recommendation. For the first appeal, the Manulife Operations Specialist, who is independent of the claims assessment process and the Board, reviews the claim file and recommendation. The Specialist reviews all new medical information provided on appeal and if required, may need to fully investigate the claim by writing to the Employee's doctors or setting up an independent medical assessment. Upon completion of receiving all information, the Specialist will communicate results of the appeal to the Board and the Employee both verbally and in writing within 5 business days of receiving all information required for appeal. The Union is copied in on written communication as well. If the decision is to maintain the non-support recommendation, the Employee, the Boardand Union are notified of the timeline for the next appeal as well as the rationale for the decision and any outstanding information. Should a second appeal be requested, the appeal is sent to an appeal committee who makes the final appeal recommendation/decision. The appeal committee is represented by a blend of the Manulife Operations Supervisor, medical consultant and OTIP Appeal Specialist that are independent of the Board and claims assessment process and would be responsible for rendering the decision.

Vocational Rehabilitation. This type of rehabilitation supports a disabled member who is unable to return to a pre-disability job or another job with the original Board. The Vocational Rehabilitation Specialist works with the disabled Employee to identify potential job opportunities appropriate to the employee’s functional capacity, education, training and experience; has access to a network of specialized vocational evaluation resources to test the employee’s aptitudes, personality etc. and provides services such as resume preparation, job search straining and volunteer program placement to prepare the employee for labour market re-entry. Appeal Process‌ When a claim is not supported or no longer supported for medical reasons, the right of appeal is offered to the Employee. The process includes: Employee Communication: The employeeis contacted verbally by the Case Manager and also receives a letter from the Case Manager advising of this right. The letter will include an explanation of the rationale behind the decision and will outline any additional information that should be submitted should the employee wish to appeal. It also outlines the timelines to have the appeal information sent back to the Case Manager (normally 10 business days) unless there are extenuating circumstances that the employee has discussed with the case manager. Board and Union Communication:The Board and Union are contacted verbally by the Case Manager. Both the Board and the Union receive a copy of the letter sent to the Employee (excluding the medical details). The letter includes an explanation of the rationale behind the non-support recommendation, outlines any additional information that should be submitted if there is an appeal as well as timelines that the Employee has to submit the appeal. Upon receipt of the appeal from the Employee, OTIP and Manulife have a unique appeal process. This includes a first and second appeal (when required). The purpose of an appeal is to provide an objective review of the information on file and the original claim recommendation. For the first appeal, the Manulife Operations Specialist, who is independent of the claims assessment process and the Board, reviews the claim file and recommendation. The Specialist reviews all new medical information provided on appeal and if required, may need to fully investigate the claim by writing to the Employee's doctors or setting up an independent medical assessment. Upon completion of receiving all information, the Specialist will communicate results of the appeal to the Board and the Employee both verbally and in writing within 5 business days of receiving all information required for appeal. The Union is copied in on written communication as well. If the decision is to maintain the non-support recommendation, the Employee, the Boardand Union are notified of the timeline for the next appeal as well as the rationale for the decision and any outstanding information. Should a second appeal be requested, the appeal is sent to an appeal committee who makes the final appeal recommendation/decision. The appeal committee is represented by a blend of the Manulife Operations Supervisor, medical consultant and OTIP Appeal Specialist that are independent of the Board and claims assessment process and would be responsible for rendering the decision. Preparing for transition to LTD 8 weeks before LTD, Case Manager will discuss next steps with appropriate provider’s LTD CM to prepare LTD application Phase 3 – Early Intervention and Ongoing Case Management Process Absence Not Supported Absence Supported Return to Work Facilitation Meeting Appeal‌ Early Intervention or Case Management‌ Return to Work Absence No Longer Supported‌ Return to work Seamless transition to LTD Return to Work Facilitation Meeting (If needed)‌‌ Advise to Pay Case Closed‌ Advise to Pay Transition to Long Term Disability‌ When the continuum of care warrants a full transition to LTD we have a strict protocol for review, at no later than mid-way in the benefit period, of all short-term cases with the Board’s LTD provider’s Case Manager to ensure that the claim as well as the Employee is prepared in the event that the absence extends into LTD. Specific attention to ongoing communication with the employee also supports an elimination of late filed LTD claims. We realize that an Employee is concerned about return to health and assurance of income replacement while disabled. As such, we ensure that, for claims that qualify, our claims administration processes support an easy transition to LTD, and for those claims that will not qualify for LTD, we provide early notification to the Employee and the Board, while continuing to manage the case to resolution. Having this smooth transition and hand off from Advice to Pay to the Board’s LTD provider’s case manager will eliminate the filing of a late LTD claim and the delay in LTD notification.

Vocational Rehabilitation. This type of rehabilitation supports a disabled member who is unable to return to a pre-disability job or another job with the original Board. The Vocational Rehabilitation Specialist works with the disabled Employee to identify potential job opportunities appropriate to the employee’s functional capacity, education, training and experience; has access to a network of specialized vocational evaluation resources to test the employee’s aptitudes, personality etc. and provides services such as resume preparation, job search straining and volunteer program placement to prepare the employee for labour market re-entry. Appeal Process‌ Process When a claim is not supported or no longer supported for medical reasons, the right of appeal is offered to the Employee. The process includes: Employee Communication: The employeeis contacted verbally by the Case Manager and also receives a letter from the Case Manager advising of this right. The letter will include an explanation of the rationale behind the decision and will outline any additional information that should be submitted should the employee wish to appeal. It also outlines the timelines to have the appeal information sent back to the Case Manager (normally 10 business days) unless there are extenuating circumstances that the employee has discussed with the case manager. Board and Union Communication:The Board and Union are contacted verbally by the Case Manager. Both the Board and the Union receive a copy of the letter sent to the Employee (excluding the medical details). The letter includes an explanation of the rationale behind the non-support recommendation, outlines any additional information that should be submitted if there is an appeal as well as timelines that the Employee has to submit the appeal. Upon receipt of the appeal from the Employee, OTIP and Manulife have a unique appeal process. This includes a first and second appeal (when required). The purpose of an appeal is to provide an objective review of the information on file and the original claim recommendation. For the first appeal, the Manulife Operations Specialist, who is independent of the claims assessment process and the Board, reviews the claim file and recommendation. The Specialist reviews all new medical information provided on appeal and if required, may need to fully investigate the claim by writing to the Employee's doctors or setting up an independent medical assessment. The Manufacturers Life Insurance Company Upon completion of receiving all information, the Specialist will communicate results of the appeal to the Board and the Employee both verbally and in writing within 5 business days of receiving all information required for appeal. The Union is copied in on written communication as well. If the decision is to maintain the non-support recommendation, the Employee, the Boardand Union are notified of the timeline for the next appeal as well as the rationale for the decision and any outstanding information. Should a second appeal be requested, the appeal is sent to an appeal committee who makes the final appeal recommendation/decision. The appeal committee is represented by a blend of the Manulife Operations Supervisor, medical consultant and OTIP Appeal Specialist that are independent of the Board and claims assessment process and would be responsible for rendering the decision. Return to Work Facilitation Meeting Absence Not Supported Absence Supported Advise to Pay Case Closed Preparing for transition to LTD 8 weeks before LTD, Case Manager will discuss next steps with appropriate provider’s LTD CM to prepare LTD application Phase 3 – Early Intervention and Ongoing Case Management Process Appeal Early Intervention or Case Management Return to Work Absence No Longer Supported Return to work The Manufacturers Life Insurance Company Return to Work Facilitation Meeting (If needed) Seamless transition to LTD Advise to Pay Transition to Long Term Disability When the continuum of care warrants a full transition to LTD we have a strict protocol for review, at no later than mid-way in the benefit period, of all short-term cases with the Board’s LTD provider’s Case Manager to ensure that the claim as well as the Employee is prepared in the event that the absence extends into LTD. Specific attention to ongoing communication with the employee also supports an elimination of late filed LTD claims. We realize that an Employee is concerned about return to health and assurance of income replacement while disabled. As such, we ensure that, for claims that qualify, our claims administration processes support an easy transition to LTD, and for those claims that will not qualify for LTD, we provide early notification to the Employee and the Board, while continuing to manage the case to resolution. Having this smooth transition and hand off from Advice to Pay to the Board’s LTD provider’s case manager will eliminate the filing of a late LTD claim and the delay in LTD notification. LTD Case Manager follows up with Employee regarding completion of LTD application Advice to Pay Case Manager will review file with LTD Case Manager and develop an action plan going forward Advice to Pay Case Manager provides the LTD Case Manager with a copy of Advice to Pay file (with appropriate consents in place) Advice to Pay File will close and seamless transition to LTD LTD Case Manager advises Employee that LTD application is being sent to them LTD Case Manager advises Board that LTD application is being sent out to the Employee Week 13 Week 14 Transition to Long Term Disability Confidentiality Week 18 Week 22 Week 26 Manulife Financial’s Privacy Policy, which includes information on how and why Manulife The Manufacturers Life Insurance Company collects, uses, maintains and discloses personal information is available on Manulife Financial’s website: xxx.xxxxxxxx.xx.

Vocational Rehabilitation. This type of rehabilitation supports a disabled member who is unable to return to a pre-disability job or another job with the original Board. The Vocational Rehabilitation Specialist works with the disabled Employee to identify potential job opportunities appropriate to the employee’s functional capacity, education, training and experience; has access to a network of specialized vocational evaluation resources to test the employee’s aptitudes, personality etc. and provides services such as resume preparation, job search straining and volunteer program placement to prepare the employee for labour market re-entry. Appeal Process‌ Process When a claim is not supported or no longer supported for medical reasons, the right of appeal is offered to the Employee. The process includes: Employee Communication: The employeeis contacted verbally by the Case Manager and also receives a letter from the Case Manager advising of this right. The letter will include an explanation of the rationale behind the decision and will outline any additional information that should be submitted should the employee wish to appeal. It also outlines the timelines to have the appeal information sent back to the Case Manager (normally 10 business days) unless there are extenuating circumstances that the employee has discussed with the case manager. Board and Union Communication:The Board and Union are contacted verbally by the Case Manager. Both the Board and the Union receive a copy of the letter sent to the Employee (excluding the medical details). The letter includes an explanation of the rationale behind the non-support recommendation, outlines any additional information that should be submitted if there is an appeal as well as timelines that the Employee has to submit the appeal. Upon receipt of the appeal from the Employee, OTIP and Manulife have a unique appeal process. This includes a first and second appeal (when required). The purpose of an appeal is to provide an objective review of the information on file and the original claim recommendation. For the first appeal, the Manulife Operations Specialist, who is independent of the claims assessment process and the Board, reviews the claim file and recommendation. The Specialist reviews all new medical information provided on appeal and if required, may need to fully investigate the claim by writing to the Employee's doctors or setting up an independent medical assessment. The Manufacturers Life Insurance Company Upon completion of receiving all information, the Specialist will communicate results of the appeal to the Board and the Employee both verbally and in writing within 5 business days of receiving all information required for appeal. The Union is copied in on written communication as well. If the decision is to maintain the non-support recommendation, the Employee, the Boardand Union are notified of the timeline for the next appeal as well as the rationale for the decision and any outstanding information. Should a second appeal be requested, the appeal is sent to an appeal committee who makes the final appeal recommendation/decision. The appeal committee is represented by a blend of the Manulife Operations Supervisor, medical consultant and OTIP Appeal Specialist that are independent of the Board and claims assessment process and would be responsible for rendering the decision.. Return to Work Facilitation Meeting Absence Not Supported Absence Supported Advise to Pay Case Closed Phase 3 – Early Intervention and Ongoing Case Management Process Early Intervention or Preparing for transition to LTD 8 weeks before LTD, Case Manager will discuss next steps with appropriate provider’s LTD CM to Appeal Case Management prepare LTD application Return to Work Absence No Longer Supported Return to work The Manufacturers Life Insurance Company Return to Work Facilitation Meeting (If needed) Seamless transition to LTD Advise to Pay Transition to Long Term Disability When the continuum of care warrants a full transition to LTD we have a strict protocol for review, at no later than mid-way in the benefit period, of all short-term cases with the Board’s LTD provider’s Case Manager to ensure that the claim as well as the Employee is prepared in the event that the absence extends into LTD. Specific attention to ongoing communication with the employee also supports an elimination of late filed LTD claims. We realize that an Employee is concerned about return to health and assurance of income replacement while disabled. As such, we ensure that, for claims that qualify, our claims administration processes support an easy transition to LTD, and for those claims that will not qualify for LTD, we provide early notification to the Employee and the Board, while continuing to manage the case to resolution. Having this smooth transition and hand off from Advice to Pay to the Board’s LTD provider’s case manager will eliminate the filing of a late LTD claim and the delay in LTD notification. LTD Case Manager follows up with Employee regarding completion of LTD application Advice to Pay Case Manager will review file with LTD Case Manager and develop an action plan going forward Advice to Pay Case Manager provides the LTD Case Manager with a copy of Advice to Pay file (with appropriate consents in place) Advice to Pay File will close and seamless transition to LTD LTD Case Manager advises Employee that LTD application is being sent to them LTD Case Manager advises Board that LTD application is being sent out to the Employee Week 13 Week 14 Transition to Long Term Disability Confidentiality Week 18 Week 22 Week 26 Manulife Financial’s Privacy Policy, which includes information on how and why Manulife The Manufacturers Life Insurance Company collects, uses, maintains and discloses personal information is available on Manulife Financial’s website: xxx.xxxxxxxx.xx. Paiement des jours de revenus réduits Les enseignants qui s’absentent plus xx xxx jours pendant l’année scolaire voient leurs réductions salariales calculées de la façon suivante :

Vocational Rehabilitation. This type of rehabilitation supports a disabled member who is unable to return to a pre-disability job or another job with the original Board. The Vocational Rehabilitation Specialist works with the disabled Employee to identify potential job opportunities appropriate to the employee’s functional capacity, education, training and experience; has access to a network of specialized vocational evaluation resources to test the employee’s aptitudes, personality etc. and provides services such as resume preparation, job search straining and volunteer program placement to prepare the employee for labour market re-entry. Appeal Process‌ When a claim is not supported or no longer supported for medical reasons, the right of appeal is offered to the Employee. The process includes: Employee Communication: The employeeis contacted verbally by the Case Manager and also receives a letter from the Case Manager advising of this right. The letter will include an explanation of the rationale behind the decision and will outline any additional information that should be submitted should the employee wish to appeal. It also outlines the timelines to have the appeal information sent back to the Case Manager (normally 10 business days) unless there are extenuating circumstances that the employee has discussed with the case manager. Board and Union Communication:The Board and Union are contacted verbally by the Case Manager. Both the Board and the Union receive a copy of the letter sent to the Employee (excluding the medical details). The letter includes an explanation of the rationale behind the non-support recommendation, outlines any additional information that should be submitted if there is an appeal as well as timelines that the Employee has to submit the appeal. Upon receipt of the appeal from the Employee, OTIP and Manulife have a unique appeal process. This includes a first and second appeal (when required). The purpose of an appeal is to provide an objective review of the information on file and the original claim recommendation. For the first appeal, the Manulife Operations Specialist, who is independent of the claims assessment process and the Board, reviews the claim file and recommendation. The Specialist reviews all new medical information provided on appeal and if required, may need to fully investigate the claim by writing to the Employee's doctors or setting up an independent medical assessment. The Manufacturers Life Insurance Company Upon completion of receiving all information, the Specialist will communicate results of the appeal to the Board and the Employee both verbally and in writing within 5 business days of receiving all information required for appeal. The Union is copied in on written communication as well. If the decision is to maintain the non-support recommendation, the Employee, the Boardand Union are notified of the timeline for the next appeal as well as the rationale for the decision and any outstanding information. Should a second appeal be requested, the appeal is sent to an appeal committee who makes the final appeal recommendation/decision. The appeal committee is represented by a blend of the Manulife Operations Supervisor, medical consultant and OTIP Appeal Specialist that are independent of the Board and claims assessment process and would be responsible for rendering the decision.

Vocational Rehabilitation. This type of rehabilitation supports a disabled member who is unable to return to a pre-disability job or another job with the original Board. The Vocational Rehabilitation Specialist works with the disabled Employee to identify potential job opportunities appropriate to the employee’s functional capacity, education, training and experience; has access to a network of specialized vocational evaluation resources to test the employee’s aptitudes, personality etc. and provides services such as resume preparation, job search straining and volunteer program placement to prepare the employee for labour market re-entry. Appeal Process‌ Process When a claim is not supported or no longer supported for medical reasons, the right of appeal is offered to the Employee. The process includes: Employee Communication: The employeeis contacted verbally by the Case Manager and also receives a letter from the Case Manager advising of this right. The letter will include an explanation of the rationale behind the decision and will outline any additional information that should be submitted should the employee wish to appeal. It also outlines the timelines to have the appeal information sent back to the Case Manager (normally 10 business days) unless there are extenuating circumstances that the employee has discussed with the case manager. Board and Union Communication:The Board and Union are contacted verbally by the Case Manager. Both the Board and the Union receive a copy of the letter sent to the Employee (excluding the medical details). The letter includes an explanation of the rationale behind the non-support recommendation, outlines any additional information that should be submitted if there is an appeal as well as timelines that the Employee has to submit the appeal. Upon receipt of the appeal from the Employee, OTIP and Manulife have a unique appeal process. This includes a first and second appeal (when required). The purpose of an appeal is to provide an objective review of the information on file and the original claim recommendation. For the first appeal, the Manulife Operations Specialist, who is independent of the claims assessment process and the Board, reviews the claim file and recommendation. The Specialist reviews all new medical information provided on appeal and if required, may need to fully investigate the claim by writing to the Employee's doctors or setting up an independent medical assessment. Upon completion of receiving all information, the Specialist will communicate results of the appeal to the Board and the Employee both verbally and in writing within 5 business days of receiving all information required for appeal. The Union is copied in on written communication as well. If the decision is to maintain the non-support recommendation, the Employee, the Boardand Union are notified of the timeline for the next appeal as well as the rationale for the decision and any outstanding information. Should a second appeal be requested, the appeal is sent to an appeal committee who makes the final appeal recommendation/decision. The appeal committee is represented by a blend of the Manulife Operations Supervisor, medical consultant and OTIP Appeal Specialist that are independent of the Board and claims assessment process and would be responsible for rendering the decision.