Common use of Accommodation and Return to Work Clause in Contracts

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 Xxxxxxx, 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 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 Xxxxxxx, 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.