ACCOMMODATION/RETURN TO WORK. The parties endorse the joint responsibility and importance of early intervention and safe return to work and to the accommodation of an employee due to illness or injury when alternate/modified work is required, whether the disability is permanent or temporary. When it is determined that a member of CUPE 2424 is unable to perform the full duties of their position due to medical restrictions, the Employer will encourage the employee to exercise their right to be accompanied by a Union Representative to attend any meetings to discuss the circumstances surrounding the employee's return to work. With the Employee's consent, the Employer shall share with the union information relevant to the accommodation of the affected employee and information regarding the requirements/duties of the employee's position. The Employer shall consult at a meeting with the Employee and the Union to discuss and to consider the available evidence regarding the existence and nature of the restrictions/capabilities, and, if necessary, options with respect to the accommodation of the employee. Notwithstanding the above, the Employer agrees to provide the Union with copies of the workplace accommodation arrangements made for the CUPE 2424 member.
ACCOMMODATION/RETURN TO WORK. 20.01 The Parties recognize their rights and responsibilities under the Employer’s Policy and the Ontario Human Rights Code, R.S.O. 1990, c. H.19.
20.02 Members of this Bargaining Unit have the right to be accompanied by a Union representative at any time under this Article.
ACCOMMODATION/RETURN TO WORK.
19:01 The University recognizes its duty to accommodate the disabilities of the bargaining unit members under the Ontario Human Rights Code.
a) The University agrees to recognize and, to the extent outlined in this article, to deal with a Union Representative. The University will pay for the Representative to receive up to three (3) (or more as agreed to between the parties) days of appropriate training in accommodation issues through a training programme that will be agreed to in advance by the Union and the University.
b) Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, the Union may assign the Representative to represent the employee. The University may also request that the Union direct the Union Representative to participate in discussions regarding a particular case before a dispute arises. The University shall notify employees who require accommodation and/or are returning to work from a leave that was due to disability of their right to representation. With the written consent of the employee, the Union Representative shall have access to any relevant medical information related to the accommodation and/or return to work of the employee.
c) Where the University proposes a particular measure of accommodation, or does not adopt a proposal by an employee / Union of a particular measure of accommodation, the University shall provide the Union Representative with the reasons for the proposal or denial at the Union’s request.
d) The Union Representative will suffer no loss of straight-time pay when meeting with the University on accommodation and/or return to work issues, or for time necessarily spent in the handling of grievances where the Representative is acting in place of a Union Xxxxxxx.
e) Disputes regarding accommodation and/or return to work shall be subject to the grievance procedure beginning at Step Two.
f) The employee will be reimbursed for all medical reports related to accommodation that the University may request subsequent to the initially completed University of Toronto Return to Work Form. Reimbursement will be up to the amount as outlined in the Ontario Medical Association’s Guidelines.
ACCOMMODATION/RETURN TO WORK. The parties endorse the joint responsibility and importance of early intervention and safe return to work. When identified, an accommodation for the employee due to illness and or injury will be considered and when possible alternate/modified work will be assigned in accordance with the restrictions/capabilities (i.e. FAF – Functional Assessment Form or similar assessments(s) provided by a qualified medical professional), whether the disability is permanent or temporary. When it is determined that a member of CUPE 910 is unable to perform the full duties of their position due to medical restrictions, The Employer and Employee will meet to discuss the restrictions/capabilities surrounding the employee’s return to work/accommodation. The Employer will notify the employee of their right to be accompanied by a Union Representative prior to the meeting. With the Employee’s consent, the Employer shall share with the union information relevant to the accommodation of the affected employee and information regarding the requirements/duties of the employee’s position. Notwithstanding the above, the Employer agrees to provide the Union with copies of the workplace accommodation arrangements made for the CUPE 910.
ACCOMMODATION/RETURN TO WORK. The University recognizes its duty to accommodate the disabilities of the bargaining unit members under the Ontario Human Rights Code.
ACCOMMODATION/RETURN TO WORK. 32:01 The University recognizes its duty to accommodate the disabilities of bargaining unit members under the Ontario Human Rights Code.
(a) The University agrees to recognize and, to the extent outlined in this article, to deal with representatives as determined under Article 21:16 of the CUPE 3261 Full-Time & Part-Time Collective Agreement to deal with accommodation issues involving Casual employees. These representatives may deal with accommodation issues involving those employed under this Collective Agreement.
(b) Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, one Union accommodation representative will represent the employee. The University may also request that the Union appoint a representative to participate in discussions regarding a particular case before a dispute arises. The University shall notify employees who require accommodation and/or are returning to work from a leave that was due to disability of their right to representation.
(c) With the written consent of the employee, the Union accommodation representative shall have access to any relevant medical information related to the accommodation and/or return to work of the employee.
(d) The Union accommodation representative will suffer no loss of straight-time pay when meeting with the University on accommodation and/or return to work issues, or for time necessarily spent in the handling of grievances where the Union accommodation representative is acting in place of a Union Xxxxxxx.
ACCOMMODATION/RETURN TO WORK. The parties endorse the joint responsibility and importance of early intervention and safe return to work. When identified, an accommodation for the employee due to illness and or injury will be considered and when possible alternate/modified work will be assigned in accordance with the restrictions/capabilities (i.e., FAF – Functional Assessment Form or similar assessment(s) provided by a qualified medical professional), whether the disability is permanent or temporary. When it is determined that a member of CUPE 3778 is unable to perform the full duties of their position due to medical restriction, the Employer and Employee will meet to discuss the restrictions/capabilities surrounding the employee’s return to work/accommodation. The Employer will notify the employee of their right to be accompanied by a Union Representative prior to the meeting.
ACCOMMODATION/RETURN TO WORK. 20.01 The Parties recognize their rights and responsibilities under the University’s Policy and the Ontario Human Rights Code, R.S.O. 1990, c. H.19.
20.02 Members of this Bargaining Unit have the right to be accompanied by a Union representative at any time under this Article.
1. Classroom and/or Laboratory instruction and the preparation of all related materials (excluding course design);
2. Setting of tests, exams, papers and any other student evaluation tools;
3. Meeting with students (office hours);
4. Responding to student queries by email or office phone outside of class hours;
5. Grading and evaluation of student performance for all classes subject to the normal standards and expectations of the department, Should the grading and evaluation need to be supported, the faculty member should be provided assistance through a TA or marker/grader or any other method available in accordance with normal departmental policy;
6. Attendance at department meetings;
7. Classroom management; and
8. Participation in resolution of any student appeals related to a member’s teaching assignment.
9. Proctoring tests and exams.
ACCOMMODATION/RETURN TO WORK. 30:01 The University recognizes its duty to accommodate employees with disabilities in accordance with the Ontario Human Rights Code.
(a) Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, the Union may assign a Union Representative to represent the employee. The University may request that the Union appoint a Union Representative to participate in discussions regarding a particular case before a dispute arises. The University shall notify employees who require accommodation and/or are returning to work from a leave that was due to disability of their right to representation.
(b) With the written consent of the employee, the designated Union Representative shall have access to any relevant medical information related to the accommodation and/or return to work of the employee.
30:02 Where an employee has submitted medical documentation to Accessibility Services regarding a disability and gives written consent to Health & Well-being Programs and Services, medical documentation may be requested directly from Accessibility Services by Health & Well-being Programs and Services.
30:03 Where appropriate supporting medical documentation indicates that the employee requires accommodation in order to fulfill the essential duties of their job, a workplace accommodation plan will be developed by Health & Well-being Programs and Services in consultation with the employee and the appropriate departmental academic administrator(s).
30:04 Documentation pursuant to this Article will be kept in confidence and made available to relevant individuals strictly on a need-to-know basis. For clarity, the employee’s supervisor shall only have the information necessary to implement the accommodation.
ACCOMMODATION/RETURN TO WORK. 34:01 The University recognizes its duty to accommodate the disabilities of bargaining unit members under the Ontario Human Rights Code.
(a) The University agrees to recognize and, to the extent outlined in this article, to deal with representatives as determined under Article 21:16 of the CUPE 3261 Full-Time & Part-Time Collective Agreement to deal with accommodation issues involving Casual employees. These representatives may deal with accommodation issues involving those employed under this Collective Agreement.
(b) Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, one Union accommodation representative will represent the employee. The University may also request that the Union appoint a representative to participate in discussions regarding a particular case before a dispute arises. The University shall notify employees who require accommodation and/or are returning to work from a leave that was due to disability of their right to Union representation.
(c) With the written consent of the employee, the Union accommodation representative shall have access to any relevant medical information related to the accommodation and/or return to work of the employee. Where the University proposes a particular measure of accommodation, or does not adopt a proposal by an employee/Union of a particular measure of accommodation the University shall provide the member of the Accommodation Committee with the reasons for the proposal or denial at the Union's request.
(d) The Union accommodation representative will suffer no loss of straight- time pay when meeting with the University on accommodation and/or return to work issues, or for time necessarily spent in the handling of grievances where the Union accommodation representative is acting in place of a Union Xxxxxxx.
(e) Disputes regarding accommodation and/or return to work shall be subject to the grievance procedure beginning at Step Two.
