Alternative Placements i) Before posting, the Occupational Health and Safety Consultant or designate will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to her/his home unit in accordance with Article (f).
ii) If a vacancy is identified as suitable for accommodation purposes, the Occupational Health and Safety Consultant may recommend holding the posting and convene a meeting of the RWC as soon as possible to determine:
A) Whether the unit, after considering all factors including the number of accommodated nurses in the unit, the operational needs of the unit, safety of nurses working in the unit, alternative resources, can reasonably accommodate a nurse
B) Whether the posting of the position under the collective agreement between the parties may be waived
C) Whether a position outside the bargaining unit may be an appropriate position for accommodating a nurse.
iii) When the parties agree to a permanent accommodation, whether or not a job posting is waived, and whether or not the position is inside the bargaining unit, the parties will sign an agreement containing the details of the accommodation.
iv) The parties may agree to a written agreement for temporary accommodations of extended duration.
v) The home position of a nurse requiring permanent accommodation may be posted under the following circumstances:
A) The nurse is permanently accommodated in another position or arrangement.
B) The weight of the medical evidence establishes that there is no reasonable prospect of a return to her/his original position in the foreseeable future.
C) The employer may elect to fill the disabled nurse's home position by posting a temporary or permanent vacancy
1) so electing, the position will be filled in accordance with the job posting provisions of the collective agreement;
2) if and when it is confirmed that the disabled nurse cannot return to her/his original position, the position may be offered to the incumbent on a permanent basis;
3) when a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
vi) Filling of a disabled nurse's home position does not remove the Hospital's duty to accommodate that nurse.
Alternative Placements. (a) Before posting, the Employer, in consultation with the RWT Union member, will examine all vacancy(ies) to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to her original program position in accordance with Article (d).
(b) If a vacancy is identified as suitable for accommodation purposes, a meeting of the RWT and the immediate supervisor will be convened as soon as possible to determine:
(i) whether the assignment area, after considering all factors including the number of accommodated nurses, the operational needs of the Health Unit, safety of nurses, alternative resources, can reasonably accommodate a nurse;
(ii) whether the posting of the position under the Collective Agreement between the parties may be waived;
(iii) whether a position outside the bargaining unit may be an appropriate position for accommodating a nurse.
(c) The parties may agree to a written agreement for temporary accommodations of extended duration.
(d) The original program position of a nurse requiring permanent accommodation may be posted under the following circumstances:
(i) the nurse is permanently accommodated in another position or arrangement;
(ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future.
(e) In so electing, the position will be filled in accordance with the job-posting provisions of the Collective Agreement.
(f) Filling of a disabled nurse’s original program position does not remove the Employer’s duty to accommodate that nurse.
Alternative Placements i) Before posting, the Occupational Health Services and Human Resources will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to her home unit in accordance with Article (f).
ii) If a vacancy is identified as suitable for accommodation purposes, Occupational Health Services and Human Resources may recommend holding the posting in consultation with the Committee to determine:
1) whether the unit, after considering all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of employees working in the unit, alternative resources, can reasonably accommodate an employee.
2) whether the posting of the position under the Collective Agreement between the parties may be waived.
3) whether a position outside the bargaining unit may be an appropriate position for accommodating an employee.
Alternative Placements. Before posting, the Recovery Program Coordinator or designate and Human Resources will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to her home unit in accordance with article (f).
Alternative Placements i) Before posting positions, the Human Resources Department will examine all potential vacancies to determine if they can be used to accommodate a disabled Nurse who requires accommodation but cannot return to her pre-injury/illness unit. The Hospital shall provide the Union’s Return To Work representative a list of all current and potential vacancies.
ii) When a position or positions in the Bargaining Unit which may be appropriate for Modified Work become available for posting by the Hospital, the Hospital shall withhold such posting(s) until: the Union has been notified and has had an opportunity to review the suitability of Employees requiring permanent modified work to fill the position(s).
Alternative Placements. Before posting, Human Resources will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to her home unit in accordance with article (f).
Alternative Placements. In the event that the Charter School is unable to provide an appropriate placement or services for a student with special needs, the Charter School will contact the Charter Operated Programs Unit to discuss placement and service alternatives as set forth in paragraph 6 below. The IEP team convened at the Charter School shall have the authority to make offers of a FAPE and decisions regarding the staffing and methodology used to provide special education and related services at the Charter School pursuant to an IEP.
Alternative Placements. (i) Before posting, the Recovery Program Coordinator or designate and Human Resources will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to her home unit.
(ii) If a vacancy is identified as suitable for accommodation purposes, the Recovery Program Coordinator and Human Resources may recommend holding the posting in consultation with the designated Union Representative to determine:
1. whether the unit, after considering all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of employees working in the unit, alternative resources, can reasonably accommodate an employee
2. whether the posting of the position under the collective agreement between the parties may be waived
3. whether a position outside the bargaining unit may be an appropriate position for accommodating an employee
Alternative Placements. Before posting, all potential vacancies will be examined to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to her home unit.
Alternative Placements i) Before posting, the RWC will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to her/his home unit.
ii) If a vacancy is identified as suitable for accommodation purposes, the RWC may recommend holding the posting and convene a meeting of the RWC as soon as possible to determine:
a) Whether the unit, after considering all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of employees working in the unit, alternative resources, can reasonably accommodate an employee, and,
b) Whether a position outside the bargaining unit may be an appropriate position for accommodating an employee.
iii) When the parties agree to a permanent accommodation and whether or not the position is inside the bargaining unit, the parties will sign an agreement containing the details of the accommodation.
iv) The parties may agree to a written agreement for temporary accommodations of extended duration. In the event the accommodation placement is unsuccessful, the parties will meet to determine next steps.
