Here to Guide the Way

PATHFINDER Enhanced Disability Management Program rep Karla Malm is committed to helping nurses navigate the various supports available to them after suffering from an occupational or nonoccupational illness or injury.

Nursing is a dangerous profession. The ongoing staffing crisis in the health-care sector and deteriorating practice conditions mean it is more important than ever for nurses to get support if they find themselves off the job.

Thankfully, BCNU members suffering from an occupational or non-occupational illness or injury have access to the Enhanced Disability Management Program (EDMP) to help them get safely back to work.

First negotiated by the Nurses’ Bargaining Association and provincial health employers in 2010, the EDMP is a customized disability management program that any union member with an occupational or non-occupational illness or injury can access.

The program is based on best practices and is jointly administered by health employers and the union. It aims to enhance the support provided to members struggling with illness or injury by addressing barriers to returning to work.

Members become eligible for the EDMP in two ways. Those who miss one shift due to a work-related illness or injury or five consecutive shifts due to a non-work-related illness or injury become automatically triaged. Members who are struggling at work and casual employees may also be referred or can self-refer to the program.

Regional BCNU EDMP representatives are the heart of the program. These individuals work collaboratively with program participants and a disability management professional from the employer to address barriers and develop a holistic case management plan. This may include medical intervention, transitional work, a graduated return to work, workplace modifications and vocational rehabilitation and/ or retraining.

“We’re pushing for greater flexibility and innovation in accommodating disabled workers.”

- EDMP rep Karla Malm

MEET EDMP REP KARLA MALM

Karla Malm is a highly experienced EDMP rep from BCNU’s Thompson North Okanagan region. She’s reflective when recalling her attraction to a role that combines individual advocacy, occupational health education, and proactive disability management.

“It was a new program, born out of a critical review of existing health-care practices,” she explains.

“Coming from a background in public health nursing with a strong emphasis on prevention, I saw EDMP as an opportunity to pioneer a program that aligned with my values of proactive health-care management,” recalls Malm.

A member with a disability will need to engage with various third-party organizations and individuals on their journey to wellness. EDMP reps are there as helpers and protectors – someone to shield a member or advise them about where they should go next. They are navigators who point members to the resources they need, such as mental health supports, the union’s Licensing, Education, Advocacy Practice (LEAP) program, a BCNU WorkSafeBC or long-term disability advocate, or Service Canada for medical employment insurance, to name a few.

Malm says one of the distinctive features of the EDMP rep position is its commitment to ongoing positions rather than temporary steward roles.

“We were hired not just to manage cases but to build a sustainable program,” she emphasizes. “This continuity allows us to develop deep knowledge and relationships within the health-care system, benefiting both nurses and employers.”

Malm underscores the importance of continuity for directly supporting nurses.

“By staying in the role long-term, we can build expertise and trust among our peers and stakeholders,” she notes, adding that the EDMP rep is a constant contact and resource throughout a member’s journey to wellness.

Just as important, BCNU EDMP reps are nurses, so members can connect with them “nurse-to-nurse” and be supported by a peer.

Malm’s role involves multifaceted responsibilities, from case management to liaising with health-care providers and advocating for members’ rights.

“We provide support across all stages of disability management,” she explains, “from initial assessments to facilitating return-to-work plans tailored to individual needs.”

BCNU EDMP reps also help their program participants to access rehabilitation services and work with disability managers and labour relations officers to facilitate the member’s return to work.

For nurses unfamiliar with disability management, their EDMP rep serves as a crucial guide.

“Navigating medical leaves and disability processes can be daunting,” says Malm. “We bridge this gap by providing education, resources, and personalized support, ensuring our members receive the assistance they need to return to work successfully.”

EDMP participants receive regular reviews and monitoring. Reps support those returning to work or transitioning to long-term disability benefits.

Reflecting on the program’s impact, Malm highlights its role in fostering inclusive workplaces.

“Our goal is to amplify nurses’ abilities and ensure they receive equitable treatment,” she stresses. “This involves challenging outdated perceptions and promoting policies that support the diverse needs of health-care professionals.”

The EDMP has expanded in the more than 12 years since it was first negotiated, and today, BCNU administers 22 EDMP reps across the province.

Malm is excited about the recent creation of additional EDMP rep positions that were negotiated in NBA contract bargaining last year.

The future of the EDMP representative role, according to Karla, hinges on advocacy and education.

“We’re not just managing cases. We’re advocating for a cultural shift in how disabilities are perceived in the workplace,” she asserts.

“Employers need to understand the value of retaining experienced nurses and accommodating disabilities. It’s about human rights and the right to work without discrimination.”

As the EDMP evolves, Malm remains steadfast in her commitment to its mission.

“We’re pushing for greater flexibility and innovation in accommodating disabled workers,” she affirms. “It’s not just about compliance; it’s about creating environments where every nurse can thrive.” •

UPDATE (Summer 2024)