Supported job search

Prepare for the initial case conference

Within the first four weeks of supported job search, at least one job option will be identified. A job option is a position chosen by the worker and decision maker based on the re-employment specialist’s recommendations. A job option is one suggestion of a job that suits the worker's skills, experience, education and physical abilitiesThe worker would be physically capable of completing the required tasks for the job. that they can pursue. 

The re-employment provider outlines the job option in the supported job search update report.  Using the ALIS occupational profiles and the essential job demands, the report(s) will include how the job option matches the worker's vocational backgroundThe worker meets the educational and skill requirements for the job. and physicalThe worker would be physically capable of completing the required tasks for the job. a The worker would be physically capable of completing the required tasks for the job.bilities including the worker's compensable work restrictions and any non-compensable restrictions or barriers (e.g., criminal record, no driver's license, etc.) that existed prior to the work injury. Job ads, postings or training on the job opportunities will be included with the report as potential job leads. Job leads are used to support that the identified job option is accessible. See the Job options and leads section for more information.

In some circumstances, the plan may include a phased-in approachA phased in approach means there is more there is a next step in the re-employment plan. A phased in approach often includes the worker retraining or working in a short-term job to gain additional skills before becoming employable in a long-term option. such as retraining or a short-term job that will be steppingstones to a more suitable long-term career. The short-term job option is a job the worker can start looking for immediately and may allow them to gain the additional skills and experience they need to become employable in the long-term job option. A phased-in approach allows a worker to gain additional skills, experience or training needed to be employable in the identified job option.

The decision maker reviews the information submitted by the re-employment provider to confirm the job option is suitable, maximizes the worker's earnings and is accessible.

When a job option is not found, the provider will indicate the challenges they are having with finding one in their report.

Note:  If the worker has relocated (i.e., the accident occurred in Edmonton and the worker later moved to Camrose for reasons not due to the work-related accident), the decision maker may choose to look for job options in either the area where the worker was injured or the area where the worker has relocated. The decision maker must decide which location will be used prior to the Supported Job Search (SJS). 

Review the identified job option

Review the job option information in the report to confirm it is physically, psychologically and vocationally suitable, is accessible and the salary information maximizes the worker's earnings potential. 

Confirm the job option is suitable for the worker:

• It matches the worker's physical, psychological and vocational abilities.
• It fits with the worker’s interests and motivations.
• It has sufficient salary information.
• It fairly represents what the worker could earn given their skills, experience, education and work history.

Confirm if there is a viable job lead

Review the job ads, postings or training on the job opportunities submitted and determine if they can be used for a viable job lead. A job lead is considered viable when it is available for the worker to apply for in their locale and it is available during the supported job search service. The worker also meets the core requirements for the job and the job is within the worker's work restrictions.  

To determine if the worker meets core requirements for the job lead consider:

• Can the job be fulfilled by the general public and is it within reasonable commuting distance?
• Is the worker competitively employable for the job (that is, the worker can reasonably compete with other applicants for the job lead)?
• Is the worker capable (physically and psychologically) of performing the essential job demands of the position? Does the job match the worker's compensable work restrictions and any non-compensable restrictions or barriers (e.g., criminal record, no driver's license, etc.) that existed before the work accident?
• Does the worker possess the skills and abilities the employer requires?  The worker may not meet the preferred requirements for the job, but the worker has the required education, skills, and experience for the job.
• Are the hours within the same hour range as the date of accident position?

Note:  A job is not viable if it is outside of the worker's work restrictions.

If the job option is suitable and accessible, calculate the  wage loss liabilityCost of the wage loss supplement for the period it will be paid. for the job option(s). Consider whether other supports could improve the worker's job search outcome such as short-term or long-term retraining, training on the job, etc. For example, if the wage loss liability is quite high, the decision maker may consider other supports or job options to reduce the wage loss liability. 

For out-of-province referrals, see the Out of province supported job search section for additional parameters.

Attending the case conference

During the initial case conference, discuss the job option that has been identified as well as the viable job lead. Explain how the job option is suitable to the worker's compensable work restrictions and any non-compensable barriers or restrictions that existed before the date-of-accident injury. Confirm if the worker agrees with the job option and address any identified barriers. For example, does the job lead indicate that an applicant requires specific certification to work in the job (e.g., criminal record check, driver’s license)? If so, does the worker have the certification or can we help them get it? Work to resolve or remove barriers where possible.  

If the worker still does not agree with the job option, discuss how the evidence is being weighed to support suitability and accessibility. Explain to the worker that they do not need to meet all the requirements specified in the job posting to be competitively employable. They only need to be able to reasonably compete with other applicants for the position. When the job lead is considered suitable, explain that their supported job search will end after the 12-week period.

Consider discussing:

• Additional job interests or ideas generated by the worker or re-employment specialist.
• Any barriers to identifying a job option (i.e. worker lives in a remote area, no computer skills, criminal records, etc.) and ways to resolve the barriers (i.e. consider relocation, training, whether the worker can obtain a pardon).
• The worker's educational background, skills, experience, interests and values.
• The job search location and the target salary.
• The expected hours of work (i.e., part or full time), and any other relevant factors.
• The number of weekly job contactsJob contacts refers to the number of jobs a worker applies for weekly. the worker is expected to meet.
• The identified job option and whether the worker is able to perform the essential job demands (within the worker's work restrictions).
• Whether the worker has the combination of skills, experience, education and training to be competitively employable for the identified job option.
• Additional supports that would improve the success of the job search (e.g., clothing or grooming for interviews) or change in occupationFor example, new clothing or a haircut may be considered when a worker changes careers from a manual labor job to work in an office environment.. Advise of the amount of money available to the worker for these services, taking into consideration the worker's gender identity.
• The worker's retirement plans if the wage loss type is expected to be an ELP (Economic Loss Payment). Discuss normal retirement age and the factors that would allow for an extension of the wage loss beyond the retirement date.
• The end date for the 12 weeks of supported job search.
• Any questions or concerns the worker may have about the job search process.

Collaborate with the worker and re-employment provider to develop a re-employment plan and to remove obstacles and encourage cooperation. 

If the re-employment plan has a phased-in approach (i.e., there is more than one step), clearly explain the steps that will be taken to help the worker reach their long-term job option.  

Note: A job option may be identified after supported job search ends such as when the worker is not at vocational plateau or the re-employment plan involves a phased-inA phased in approach means there is more there is a next step in the re-employment plan such as the worker retraining, a TOJ, or working in a short-term job to gain additional skills before becoming employable in a long-term option. In these cases the job lead may be identified after support job search to ensure the lead support current accessibility. approach. See the Re-employment plan with a phased-in approach section for more information.

Work to resolve barriers to participation and provide solutions to support the worker in their job search. When the worker does not want to participate or continue with SJS services because of concerns with the RE provider, and there is no alternate provider in their area, offer an independent job search. Consider a referral for a job option serviceA job option service can be completed by a re-employment provider to obtain a job option and lead for estimating purposes. from the re-employment provider. 

When the worker is not willing to participate, review their duty to cooperate and discuss the impact to their benefits. 

Approve any services that are required, such as short or long-term training and agree on the plan for the remainder of the job search.  

Discuss the job option pre-approval process including the estimated wage loss supplement. Ensure the worker understands that the job option may be used to estimate their earnings if they do not find a job during supported job search or if they find a job but are underemployedA worker is considered underemployed when they accept a job that does not make full use of their skills and abilities, nor does it maximize their earnings ability.. Explain to the worker that this does not limit their job search to finding work based solely on options identified by the re-employment provider. They can apply for other available jobs during their job search, if they choose.

When retraining or training on the job is recommended, refer to the appropriate procedure to action the recommendation and obtain pre-approval for the plan, if required.   

Obtain pre-approval for the job option.  Continue with the supported job search service and monitor the worker's progress. Follow the monitoring details outlined in step 4.

Pre-approval is required when:

• The earnings for the job option(s) pays less than the worker's date of accident salary.
• There is a proposed retraining plan.
• The re-employment plan involves a short-term job option and a long-term job option. The worker is able to look for work immediately and the short-term option helps the worker develop additional skills and experience that would support the long-term option. The short-term option should be suitable and accessible and allow the worker to find employment early in the process while participating in supported job search (SJS). 

Note:  A short-term and long-term option may be identified at different stages of SJS. For example, a short-term option might be identified at the beginning of supported job search, while the longer-term option is identified towards the end. 

Pre-approval of the wage loss supplement is obtained from the supervisor, manager and/or director, depending on the type of wage loss supplement payable and the anticipated cost of the wage loss supplement (total liabilityCost of the wage loss supplement for the period it will be paid.). 

Note: The request for pre-approval should be submitted within five business days of receiving the Supported Job Search Update report. Pre-approval should be finalized by all levels of authority within the first four to five weeks of the worker starting SJS. 

When a job option cannot be identified, recommend pre-approval for a no earnings wage loss supplement. 

Complete a wage loss supplement calculation and confirm the total liability for the re-employment plan. To calculate the total liability for the re-employment plan, include:

• The difference between pre-accident and post-accident earnings.
• How long the potential wage loss supplement (WLS) will be paid (e.g., 4 years vs 40 years).
• The total cost of any retraining programs and re-employment services and benefits.  

Prepare the pre-approval file note using the appropriate template and customize it as required. Send it to the supervisor requesting pre-approval for the wage loss supplement. Pre-approval is not required when no wage loss is expected.

Include the following information in the pre-approval file note:

• If the option requires long-term retraining, the total cost for the retraining program and for comparison include the cost of the wage loss supplement based on retraining job options and an option that does not require long-term retraining (see 7-4 Retraining programs for information to include when retraining is required).
• If the re-employment plan involves a short-term job option and a long-term job option. 
• If more than one option was considered, the rationale for why one option was selected over the other.
• Confirmed retirement, when applicable, including the date of the conversation.

The supervisor will refer the request for pre-approval to the next level of authority, when required.  

Review the response from the supervisor, manager or director (if applicable) and contact the worker to discuss the outcome. 

If the job option changes, it is not necessary to obtain pre-approval again.

Wage loss supplement pre-approved

Discuss the pre-approved plan and what is expected of the worker while they continue with their supported job search.  When retraining has been approved, confirm the expectations with the worker and whether they are expected to participate in supported job search to look for work they can do until the retraining starts. When retraining is scheduled to start in less than eight weeks, the worker is not required to look for work; however, when retraining is scheduled to start in more than eight weeks, the worker is expected to look for work.

Communicate the plan in writing using the appropriate letter for the claim circumstances and continue with monitoring supported job search. When a phased-in approach is used, clearly communicate the steppingstones to reach the long-term re-employment job option in the letter.

Wage loss supplement not pre-approved

Clearly explain why the wage loss supplement was not pre-approved. Discuss the next steps and action recommendations from the supervisor, manager or director.  Review the file to determine whether an alternative position can be selected for the job option. If so, discuss the new position with the worker and submit a new proposal requesting pre-approval based on the new job option.

Bi-weekly reviews and subsequent case conferences

Review the claim every two weeks to monitor the worker's progress with their job search. Call the worker to address concerns and ensure the job search is supported. Review the re-employment reports, completed employer contact forms to confirm the worker is actively applying for work.

Participate in case conferencesCase conferences are scheduled at the half-way point and at the end of SJS, or anytime a job option is identified or changes, when a job lead is found and when the worker finds a new job. with the worker and RE provider to discuss the worker's progress and anytime a job option is identified or changed. Supported job search ends once the worker secures a job.

During case conferences, review and discuss:

• The job option and whether there have been any changes since the last conference call.
• If a better job option was identified. If not, address any barriers that may be impacting this (i.e. consider retraining to open up more employment opportunities, relocation, obtaining a pardon, if required).
• The worker's participation to date and the number of weekly job contacts.
• Options for training on the job (TOJ) opportunities to help the worker get their foot in the door with a new employer.  Encourage the worker to talk to potential employers about TOJs. Ask the provider if they’ve made any progress towards arranging a TOJ.
• Supported job search end date.
• If retraining is required to support the job option.
• Any further recommendations needed.

Together, determine and document an action plan focused on specific re‐employment goals. Contact the date-of-accident employer regularly to keep them informed throughout the supported job search period.

Repeat this step throughout the job search period. Address job search situations as they arise. 

Outcomes

If a better job option is identified or changed, confirm that it is suitable and accessible. Return to step 1 for making that decision.  

If the worker's job option changes, obtain pre-approval only if a prior job option was not pre-approved (pre-approval is only required once). Submit your recommendation for the new job option when obtaining final approval for the wage loss supplement.

If the worker secures employment at any time during the job search, confirm the (1) date of hire, (2) job description and physical demandsIn some cases, a worker may decide to accept a position that is outside their work restrictions. The decision maker still gathers information about the job duties for suitabiliy and may use the actual earnings for determining the wage loss supplement eligibility. If at a later date, the worker realizes the job was not sustainable, the information related to the job suitability is already available on the file for review. and (3) the salary including the potential for raises/increases. End re-employment assistance benefits. Then, proceed to step 6 to prepare for discharge case conference and determine if the worker is eligible for a wage loss supplement.

If the worker is not participating in their supported job search (includes not making the agreed upon number of job contacts), discuss the reasons and identify possible solutions (such as changing the number of job contacts) with the worker and re-employment provider. Make all reasonable efforts to resolve the worker's concerns. When the worker still does not want to participate, discuss the worker’s duty to cooperate and the impact to their benefits. If the worker still does not want to participate, explain that benefits may be reinstated if they decide to fully participate at a later date. Discuss with the supervisor and make a duty-to-cooperate decision. 

If the worker declines a job offer, determine if it was reasonable for the worker to accept the offer and that the job was physically and vocationally suitable. When the job was not physically and vocationally suitable, or it was not reasonable to expect the worker to accept the job offer, continue to manage the re-employment service process.

When the job is physically and vocationally suitable and it is reasonable for the worker to accept the job offer, advise the worker that they can continue with the support job search, but that their benefits will be impacted. Explain they may be eligible for a wage loss supplement based on what they would have earned had they accepted the job offer or the job option (whichever maximizes their earnings).   

Submit a recommendation to the supervisor to obtain approval to end re-employment benefits because the worker declined a suitable job offer. Refer to the appropriate procedure to determine the worker's wage loss supplement based on their job situation. 

If suspension of benefits is not approved, call the worker to discuss alternate solutions recommended by the supervisor.

If the worker declines a training-on-the-job offer, refer to the 7-5 Training on the job, train and place or work assessment procedure.

Continue monitoring until the supported job search ends or the worker finds or is offered a job. 

A worker may be eligible for an extension of their supported job search beyond 12 weeks.

If the worker is eligible for an extension beyond 12 weeks, participate in a case conference with the worker and re-employment specialist to discuss the worker's progress and offer support.

A worker may be entitled to an initial 4-week extension (for a total of up to 16 weeks) if actual employment has not been offered or a suitableSuitable work refers to a position that can be performed safely and is consistent with the worker's physical, vocational, social and psychological ability. job lead has not been identified within 12 weeks. When barriers are impacting the ability to find a viable job leadJob leads are job ads, postings or other job opportunities (i.e., training on the job). A job lead is considered viable when it is available for the worker to apply for in their locale and it is available during the supported job search service. The worker also meets the core requirements for the job and the job is within the worker's work restrictions. A job lead is not considered viable if it is outside the worker's work restrictions., work with the worker and the re-employment provider to address or remove the barriers. 

A second 4-week extension (for a total of up to 20 weeks) may be granted if actual employment has not been offered or a viable job lead has not been identified within 16 weeks, and the worker has at least oneThe length of the extension is not increased if the worker has more than one personal factor. of three personal circumstances that make it harder to find work, including their:

• Age – the worker is 60 years or older at the time of job search
• Education level – the worker has less than grade 12 education or Canadian Adult Education Credential (CAEC) equivalencyEffective May 3, 2024, the Canadian Adult Education Credential replaces the General Educational Development (GED) program.
• Language – the worker requires an English Interpreter for everyday interactions

Note: Effective May 3, 2024, the Canadian Adult Education Credential (CAEC) will replace the General Educational Development (GED) program. CAEC is a made-in-Canada education credential that meets industry standards for Canadian adults who do not have a high school diploma. The CAEC will provide an equivalent education credential for the worker’s re-employment (RE) plan when applying for school or new work. GED tests completed by May 3, 2024, will still be recognized and count toward the CAEC until May 2027.

Continue to conduct case conferences every four weeks with the worker and re-employment specialist to discuss the worker’s progress and offer support.

If the worker is entitled to an extension for any of these reasons, communicate the decision verbally and in writing. Explain to the worker that the expectations for supported job search remain the same and their progress is reviewed. The extension ends when they are provided with a viable  The worker has the skills, knowledge and experience to do the job. The job also is within their physical and psychological work restrictions. job lead, when they find a job or when the extension period ends.

Continue to monitor the worker's job search and participate in case conferences every four weeks with the worker and re-employment specialist to discuss the worker’s progress and offer support. Refer to step 4 to continue monitoring until the worker completes the remainder of their supported job search.

Prepare for the discharge case conference by reviewing the information that is available on the outcome including job suitability, salary and accessibility. 

When supported job search ends, explain to the worker that re-employment benefits end. Discuss the outcome of the worker's job search and consider if a wage loss supplement is payable.

If the worker found a job, confirm the (1) date of hire, (2) job description and physical demands and (3) the salary including the potential for raises/increases. End re-employment assistance (VR04) benefits.  If the job pays more or less than the pre-approved job option, the wage loss supplement may be adjusted to reflect the worker's actual employment.  

If the worker found a seasonal job, confirm the (1) approximate season start and end dates, (2) the hours worked for the season and whether the hours will qualify the worker for Employment Insurance (EI) during the off season. Note: Typically, seasonal jobs allow the worker to work enough hours to be eligible for employment insurance during the off season or the worker works in another job during the off season. Additional re-employment services are not considered when the worker meets the hour requirements for EI.

If the hours worked will not meet the EI hour requirement, confirm:

• The reason the worker was not able to meet the hour requirement (i.e. hours were not available, started the job near the end of season date, etc.).
• If additional re-employment benefits are available to the worker to work towards employment for the off-season.
• Does the seasonal employer have other work available during the off season (i.e., snow removal)?
• Is the worker able to bank hours with the seasonal employer so they could be paid by the employer during the off-season?
• Would the worker gain enough skills to be employable in another job during the off-season? (i.e., heavy equipment operator gains enough experience and could operate equipment for another employer during the off-season)?

Notes: 

• Once employment is secured, re-employment benefits end and should not be reinstated unless the position was never suitable or has become unsuitable. If reinstating the supported job search service, determine if it is reasonable to continue the wage loss based on estimated or actual earnings.
• When a worker was working in a  unique positionA unique job is defined as a job that has been customized by the employer, either through equipment, hours worked, pay at a higher wage than the job is worth, or duties refined (that is, the position cannot be found in the general population). and the job ends or is removed, consider a reopen to re-employment benefits and/or re-employment services.   The worker remains fit for some level of employment and the job option is no longer suitable - refer to the 1-5 Claim reopen decision procedure.
• If a worker has lost their employment due to economic or non-compensable factors only, the worker is not entitled to any remaining supported job search service entitlement. This is because WCB is not responsible for economic or personal factors that impact employment.

If a suitable job lead was not identified but may be identified at a later date due to expected seasonal changes in the job market (e.g., school bus drivers, landscapers, snow removal, etc.), it may be more reasonable to look for job leads during the season when jobs would be available. Consider paying a no post-accident earnings (zero-based) TPD until the hiring season begins. Discuss job market information and hiring periods with the re-employment provider. Clearly document the next step in the re-employment plan to identify a suitable job lead while the TPD is being paid.

If the worker has not found a job but there is a job lead, confirm the job lead is viableJob leads are job ads, postings or other job opportunities (i.e., training on the job). A job lead is considered viable when it is available for the worker to apply for in their locale and it is available during the supported job search service. The worker also meets the core requirements for the job and the job is within the worker's work restrictions. A job lead is not considered viable if it is outside the worker's work restrictions. and determine if the job lead has salary that may impact the estimated earnings. Confirm the worker considers the job lead viable and address any concerns they have with the job lead. If the job lead is viable, and the worker has had 12 weeks or more of supported job search, advise the worker that the supported job search will end one week from the discussion. If the worker has had less than 12 weeks of supported job search, advise the worker the supported job search will end after 12 weeks. 

If the worker has temporary work restrictions and has not found a job, there is no job lead or the employer plans to offer permanent accommodation within the next 6 months, consider:

• the duration of the work restrictions and the anticipated outcome. Are the restrictions expected to resolve, decrease or become permanent? What is the expected fitness level? 
• the barriers and how to address them.  Discuss with the supervisor if necessary.
• If additional re-employment services can be offered (e.g., skilling up) to enhance the worker's employability. 

If medical improvement is expected, consider returning the worker to temporary total disability (TD01) benefits.

If the worker has permanent work restrictions, has not found a job and there is no job lead, consider requesting approval for a no post-accident (zero-based) earnings wage loss supplement (WLS). The fact that a job lead could not be found supports that suitable jobs did not exist for the worker in their locale.

If the worker is under-employed, consider using the earnings for the job lead, if available.  If there is no job lead, use the worker's actual earnings to determine the wage loss supplement.

If the worker is eligible for a wage loss supplement, obtain final approval to implement the wage loss supplement. If the worker is eligible for a wage loss benefit, the wage loss benefit starts the day after supported job search ends. If the wage loss approval process takes longer than two weeks and the worker is experiencing financial hardship, the decision maker may consider issuing an interim (VR01) payment.