Position Title: Health Promotion & Wellness Caseworker
Status: Permanent Full Time
Department: Health Wellness & Promotion
Salary Range: $81,018-$101,106 (Level 4)
Work Location: CEC - 40 Matheson Blvd. W, Mississauga, ON
Union: Mid-Management (Non-Union)
Number of Vacancies: 1
Posting type: Internal & External
Vacancy Status: Replacement
Internal Posting Close Date: May 11, 2026 @ 4:30pm
External Posting Close Date: Position will be posted until filled
ABOUT US:
The Dufferin-Peel Catholic District School Board is a dynamic board committed to the delivery of quality educational programs and services. The Board is comprised of over 70,000 students enrolled in 152 schools (126 elementary and 26 secondary schools) throughout the municipalities of Mississauga, Brampton, Caledon and Orangeville. We have over 10,000 employees in an increasingly diverse community. Dufferin-Peel Catholic District School Board is one of Ontario’s largest school boards, encompassing both urban and rural areas
POSITION SUMMARY:
Under the direction of the Manager of Health Promotion and Wellness, the Caseworker is responsible for implementing the Disability Management Program (all injured or ill employees), while ensuring compliance with applicable legislation.
RESPONSIBILITIES (but not limited to):
- Monitors all sick leave, LTD (Long-Term Disability) and WSIB.
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Researches, prepares, and presents information required to dispute a WSIB claim or appeal a WSIB decision.
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Provides employees with guidance regarding health care concerns.
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Manages caseloads of up to 100 employees in various stages of absence continuum.
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Recommends the use of independent examiners to assess the suitability for return to work.
- Recommends the use of Functional Ability Evaluations to determine the employee’s ability to perform job tasks.
- Develops a rapport with employees so they feel confident in contacting the Health Promotion and Wellness Department to discuss problems, concerns, and issues.
- Assists Supervisors in identifying needs, assessing, and understanding medical restrictions, and suggesting options to facilitate an early and safe return to work.
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Maintains contact with the employee and his/her Supervisor to determine progress. Designs and implements return to work programs, provides consultation on worksite accommodation, including the use of assistive devices, if required.
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Develops and maintains monthly reports on absenteeism for employees receiving sick day benefits, WSIB or LTD payments.
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Maintains regular contact with WSIB, to ensure speedy resolution of claims along with a return to work program.
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Establishes interpersonal relationships with employees, communicating with those who are angry, upset, depressed, or unpredictable.
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Develops a rapport with employees so they feel confident in contacting the Health Promotion and Wellness Department to discuss problems, concerns, and issues.
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Assists Supervisors in identifying needs, assessing, and understanding medical restrictions, and suggesting options to facilitate an early and safe return to work.
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Reviews medical information and verifies that the documentation supports the medical reason for absence in relation to the demands of the job.
- Maintains confidential information as legally and ethically required. Employees must be confident that any information given to the Health Promotion and Wellness Department remains confidential and will not be shared with Supervisors, Principals, or other staff.
- Documents, accurately, all medical and non-medical information regarding all claims.
- Maintains a proficiency in the Parklane system.
- Determines issues to address when an employee returns to work.
- Contacts the health care providers, to determine the need for further documentation with signed consent.
- Assesses an employee’s work capabilities and determines the appropriate intervention approach; co-ordinates with the employee, WSIB, LTD carrier, health care providers, Union representatives, and Supervisors/Principals.
- Works with Supervisors and disabled employees to help identify physical and emotional needs, to make referrals, where applicable, to appropriate internal or external resources, and to discuss treatment options. Based on information obtained, formulates realistic rehabilitation goals, and provides support and counselling to enhance the Return to Work process.
- Develops and maintains a working knowledge of appropriate rehabilitation resources in the community.
- Keeps abreast of new resources and approaches to rehabilitation.
- Keeps updated with Peel Health, other vendors, and service providers.
- Attends professional development conferences and in-service courses provided by the Board.
- Maintains professional registrations and certifications for nurses.
QUALIFICATIONS:
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University Graduate or Post-Secondary diploma in Human Resources, Health/Rehab Science or related fields
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Return to Work, Vocational Rehabilitation, Disability Management courses or similar programs preferred
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Minimum five (5) years of experience in Disability Case Management managing high volume caseloads in a unionized environment is considered an asset
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WSIB experience is required
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Combination of education and experience may be considered
OTHER QUALIFICATIONS/ADDITIONAL EXPERIENCE:
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Experience in design and implementation of Return to Work programs.
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Working knowledge of rehabilitation, ergonomics, pathophysiology, and supportive counselling techniques.
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Experience in a unionized environment an asset.
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Excellent report writing and presentation skills.
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Proficiency in computer applications such as Microsoft Office Suite and Internet Explorer.
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Ability to exercise considerable independent judgment, tact, and sensitivity in dealing with internal and external contacts.
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Excellent time management skills and the ability to prioritize and successfully complete projects with conflicting deadlines and urgency.
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Ability to work in a team environment as well as independently.
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A valid driver’s license and access to a vehicle
Police Record Check: This role will require a Satisfactory Criminal Record and Judicial Matters Check dated with six (6) months of hire date and to be provided to Human Resources. The successful candidate will be responsible for any cost associated with obtaining. The Police Record Check will be required to be renewed every 5 years.
Disability-related accommodation during the recruitment process is available upon request. Please notify us when contacted and we will work with you to meet your needs.
Please note that the Dufferin-Peel Catholic District School Board does not use artificial intelligence or automated decision-making tools in our recruitment processes. All applications are reviewed directly by our Recruitment Team.
The Dufferin-Peel Catholic District School Board is an equal opportunity employer.
We thank all applicants, please note that only those under consideration will be contacted.
