Common use of ACCOMMODATION/RETURN TO WORK Clause in Contracts

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 parties endorse the joint responsibility and importance of early intervention and a 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) assessments provided by a qualified medical professional), whether the disability is permanent or temporary. When it is determined that a member of CUPE 910 1281 is unable to perform the full duties of their position due to medical restrictions, The 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 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 9101281 members.

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. i.e., FAF – Functional Assessment Form or similar assessments(sassessment(s) provided by a qualified medical professional), whether the disability is permanent or temporary. When it is determined that a member of CUPE 910 3778 is unable to perform the full duties of their position due to medical restrictionsrestriction, The 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 9103778 members.