Accommodation and Return to Work Clause Samples
The Accommodation and Return to Work clause outlines the employer’s obligation to support employees who are temporarily unable to perform their regular duties due to illness, injury, or disability. Typically, this clause requires the employer to make reasonable adjustments to the employee’s work environment or responsibilities, such as modifying tasks, providing assistive devices, or allowing flexible work schedules, to facilitate the employee’s continued employment or gradual return to work. Its core function is to ensure that employees are not unfairly disadvantaged by health-related absences and to promote a fair and supportive workplace by addressing barriers to continued employment.
Accommodation and Return to Work. The Employer recognizes the importance of early and safe return to work and the accommodation of employees with disabilities. In accordance with the Ontario Human Rights Code, the Parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer will accommodate employees in accordance with the Ontario Human Rights Code. The Union and the employees will fully cooperate in the arrangement of such accommodation.
Accommodation and Return to Work. (a) The Employer recognizes the importance of early and safe return to work and the accommodation of Employees with disabilities. In accordance with the Ontario Human Rights Code, the University’s Policy on Workplace Accommodation, the University’s Return to Work Program and Article 8.02, the Parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer will accommodate Employees in accordance with the Code. The Union and the Employees will fully cooperate in the arrangement of such accommodation.
(b) In fulfilling its duty to accommodate, the Employer has a responsibility to make every reasonable effort to provide, at the appropriate time, suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. Dependent on the circumstances, this may include the modification of work stations, equipment, or elements of the job, in keeping with the Employee’s medical requirements, providing that such accommodation does not create undue hardship to the Employer.
(c) In the event an Employee provides written consent to the Employer for the release of their medical information to the Union, the medical information shall be provided to the Union.
(d) In the event an Employee provides written consent to the Employer for the Union’s Health and Safety Coordinator to attend at the Employee’s return to work meeting, if such a meeting is required by the Employer, the Union’s Health and Safety Coordinator shall be entitled to attend. Complete Years of Service Severance Pay in the Form of weeks of regular pay Employees hired before October 22, 2012 Severance Pay in the Form of weeks of regular pay Employees hired on or after October 22, 2012 APPENDIX II WAGE RATE GRIDS Grade Hire Rate Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Grade Hire Rate Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Grade Hire Rate Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Unifor Wage Rate Grid – Year 3 – Effective May 2, 2021 Grade Minimum Rate (Short Term Employees Only) Step 0 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Accommodation and Return to Work. (a) The Employer recognizes the importance of early and safe return to work and the accommodation of Employees with disabilities. In accordance with the Ontario Human Rights Code, the “McMaster University Policy And Procedures On Employment Accommodation” policy, the University’s Return to Work Program and Article 8.02, the Parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer will accommodate Employees in accordance with the Code. The Union and the Employees will fully cooperate in the arrangement of such accommodation.
(b) In fulfilling its duty to accommodate, the Employer has a responsibility to make every reasonable effort to provide, at the appropriate time, suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. Dependent on the circumstances, this may include the modification of work stations, equipment, or elements of the job, in keeping with the Employee’s medical requirements, providing that such accommodation does not create undue hardship to the Employer.
(c) In the event an Employee provides their written consent to the Employer for the release of their medical information to the Union, the Union’s Health and Safety Co-ordinator shall be entitled to attend at their return to work meeting, if such a meeting is required by the Employer.
Accommodation and Return to Work. (a) The Employer will maintain the Return to Work Program, RMM #1002.
(b) The Employee and Union will participate in the Return to Work Program. The Employee has the right to the representation and support of her Union ▇▇▇▇▇▇▇, as requested.
(c) An Employee may be required to provide written consent for the exchange of relevant medical information between the Employee’s physician and the Employer’s physician by signing a consent form. If an Employee has an objection to providing such consent, the Employee will contact the Union. The Union shall discuss said concern with the Employer and the Employee shall instead attend at the Employer’s physician, at the Employer’s expense.
(d) If the Employer or both the Union and Employee request that an Employee attend an independent medical examination (“IME”) by a mutually selected health professional, the cost of such examination shall be paid by the Employer, including reasonable Employee travel expenses required to attend the appointment. An Employee who fails to attend a scheduled IME is responsible for paying any cancellation fee or penalty.
(e) The Employee is responsible for cost incurred with respect to appointments at, or information required from, the Employee’s physician. The Employer will reimburse the employee for the costs incurred by the employee with respect to appointments at, or getting information from, the Employer’s physician.
(f) Any Employee, while on duty, who is required by the Employer to be examined by a physician shall be informed that a taxi will be made available, at the Employer’s expense, for transportation to and from the examination.
(g) An Employee returning to work after an absence due to illness or injury of less than 24 consecutive months will return to her former position provided:
(i) it still exists; and
(ii) she is capable of performing the bona fide occupational requirements of the position, subject to any workplace accommodations required in accordance with the Ontario Human Rights Code; failing which, the Employee shall be permitted to displace a junior Employee in accordance with Article 19.03.
Accommodation and Return to Work. (a) The Employer recognizes the importance of early and safe return to work and the accommodation of Employees with disabilities. In accordance with the Ontario Human Rights Code, the “McMaster University Policy And Procedures On Employment Accommodation” policy, the University’s Return to Work Program and Article 8.02, the Parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer will accommodate Employees in accordance with the Code. The Union and the Employees will fully cooperate in the arrangement of such accommodation.
Accommodation and Return to Work. (a) The Employer will maintain the Return to Work Program, RMM #1002.
(b) The Employee and Union will participate in the Return to Work Program. The Employee has the right to the representation and support of his Union ▇▇▇▇▇▇▇, as requested.
(c) An Employee may be required to provide written consent for the exchange of relevant medical information between the Employee’s physician and the Employer’s physician by signing a consent form. If, an Employee has an objection to providing such consent, the Employee will contact the Union. The Union shall discuss said concern with the Employer and the Employee shall instead attend at the Employer’s physician, at the Employer’s expense.
(d) If the Employer or both the Union and Employee requests that an Employee attend an independent medical examination (“IME”) by a selected health professional, the cost of such examination shall be paid by the Employer, including reasonable Employee travel expenses required to attend the appointment.
(e) An Employee returning to work after an absence due to illness or injury of less than 24 consecutive months will return to his former position provided:
(i) it still exists; and
(ii) he is capable of performing the bona fide occupational requirements of the position, subject to any workplace accommodations required in accordance with the Ontario Human Rights Code; failing which, the Employee shall be permitted to displace a junior Employee in accordance with Article 19.04.
Accommodation and Return to Work. (a) The Employer recognizes the importance of early and safe return to work and the accommodation of Employees with disabilities. In accordance with the Ontario Human Rights Code, the University’s Policy on Workplace Accommodation, the University’s Return to Work Program and Article 8.02, the Parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer will accommodate Employees in accordance with the Code. The Union and the Employees will fully cooperate in the arrangement of such accommodation.
(b) In fulfilling its duty to accommodate, the Employer has a responsibility to make every reasonable effort to provide, at the appropriate time, suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their
(c) In the event an Employee provides her written consent to the Employer for the release of her medical information to the Union, the medical information shall be provided to the Union.
(d) In the event an Employee provides written consent to the Employer for the Union’s Health and Safety Coordinator to attend at the Employee’s return to work meeting, if such a meeting is required by the Employer, the Union’s Health and Safety Coordinator shall be entitled to attend.
Accommodation and Return to Work. (a) The Employer will maintain the Return to Work Program, RMM #1002.
(b) The Employee and Union will participate in the Return to Work Program. The Employee has the right to the representation and support of a Union ▇▇▇▇▇▇▇ or Union Representative.
(c) An Employee may be required to provide written consent for the exchange of relevant medical information between the Employee’s physician and the Employer’s physician by signing a consent form. If an Employee has an objection to providing such consent, the Employee will contact the Union. The Union shall discuss said concern with the Employer and the Employee shall instead attend at the Employer’s physician, at the Employer’s expense.
(d) If the Employer or both the Union and Employee request that an Employee attend an independent medical examination (“IME”) by a mutually selected health professional, the cost of such examination shall be paid by the Party making such request, including reasonable Employee travel expenses required to attend the appointment.
Accommodation and Return to Work. (a) The Employer recognizes the importance of early and safe return to work and the accommodation of employees with disabilities. In accordance with the Ontario Human Rights Code, the “McMaster University Policy And Procedures On Employment Accommodation” policy, the University’s Return to Work Program and Article 8.02, the Parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer will accommodate employees in accordance with the Code. The Union and the employees will fully cooperate in the arrangement of such accommodation.
(b) In fulfilling its duty to accommodate, the Employer has a responsibility to make every reasonable effort to provide, at the appropriate time, suitable modified or alternate employment to employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. Dependent on the circumstances, this may include the modification of work stations, equipment, or elements of the job, in keeping with the employee’s medical requirements, providing that such accommodation does not create undue hardship to the Employer.
(c) In the event an employee provides her written consent to the Employer for the release of her medical information to the Union, the Union’s Health and Safety Co-ordinator shall be entitled to attend at her return to work meeting, if such a meeting is required by the Employer.
Accommodation and Return to Work. (a) The Employer recognizes the importance of early and safe return to work and the accommodation of Employees with disabilities. In accordance with the AODA (Accessibility for Ontarians with Disabilities Act), the Ontario Human Rights Code, the University’s Policy on Workplace Accommodation, the University’s Return to Work Program and Article 8.02, the Parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer will accommodate Employees in accordance with the Code. The Union and the Employees will fully cooperate in the arrangement of such accommodation.
(b) In fulfilling its duty to accommodate, the Employer has a responsibility to make every reasonable effort to provide, at the appropriate time, suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. Dependent on the circumstances, this may include the modification of work stations, equipment, or elements of the job, in keeping with the Employee’s medical requirements, providing that such accommodation does not create undue hardship to the Employer.
(c) The Employer and the Union recognize the importance of providing a safe, supportive and inclusive workplace for all employees, including those with mental health conditions and invisible disabilities. The Employer is committed to fulfilling its duty to accommodate employees with such conditions in accordance with the Ontario Human Rights Code and other relevant legislation. Both parties agree to work collaboratively to ensure that all employees are able to perform their duties to the best of their abilities, with appropriate accommodations, where required.
(d) In the event an Employee provides written consent to the Employer for the release of their medical information to the Union, the medical information shall be provided to the Union.
(e) In the event an Employee provides written consent to the Employer for the Union’s Health and Safety Coordinator to attend at the Employee’s return to work meeting, if such a meeting is required by the Employer, the Union’s Health and Safety Coordinator shall be entitled to attend.