Disability Management. The Parties agreed to form a Committee of representatives from both the Union and Management sides of the bargaining team to agree upon a Disability Management Program. This Committee agreed to produce a letter of understanding outlining the terms of a mutually agreed Disability Management Program, ideally, within three (3) months of the ratification of this Agreement. If this program requires the disclosure of any information to a third party, the Committee will ensure that procedures are in force that comply with the recent privacy legislation. The Parties agreed that the use of an outside claims management company was unacceptable.
Disability Management. The parties agree that the issue of Disability Management is a complex and difficult one which requires study. In addition, disability management policies and programs, when fully implemented, may require changes in some of the provisions of this Agreement. This project includes both the project director and the project labor-management work group. Nothing in this Section is intended to preclude the parties from working, jointly or separately, to learn more about disability management and implementing mutually agreed upon programs. The parties agree that, in the event the state adopts a disability management program, the contract may be reopened for negotiations on this issue by mutual agreement.
Disability Management. 1. The third party administrator or self-administered entity shall work proactively to obtain work restrictions and/or a release to full duty on all cases. The TPA or self-administered entity shall notify a designated Member representative immediately upon receipt of temporary work restrictions or a release to full duty, and work closely with the Member to establish a return to work as soon as possible.
2. The third party administrator or self-administered entity shall notify a designated Member representative immediately upon receipt of an employee’s permanent work restrictions so that the Member can determine the availability of alternative, modified or regular work.
3. If there is no response within 20 calendar days, the third party administrator or self-administered entity shall follow up with the designated Member representative.
4. Members shall have in place a process for complying with laws preventing disability discrimination, including Government Code Section 12926.1, which requires an interactive process with the injured worker when addressing a return to work particularly with permanent work restrictions.
5. Third party administrators or self-administered claims professional shall cooperate with members to the fullest extent, in providing medical and other information the member deems necessary for the member to meet its obligations under federal and state disability laws.
Disability Management. The parties hereby agree that this Letter shall modify those Articles and Sections of the Agreement which require that employees be fully able to perform all the duties of their position. The parties recognize that employees may have certain temporary medical restrictions which prevent them from performing their full range of duties. For the purpose of this Letter, “limited duty assignment” is defined as an assignment generally lasting 180 calendar days or less which can be performed by employees whose medical condition does not permit them to perform all of the functions of their classification. Employees may request an extension beyond the 180 calendar days for the Employer to consider. In accordance with Articles 16 and 17, employees on sick leave, Workers’ Compensation or medical leave of absence must furnish the Employer the following medical documentation from their physician: • medical condition and prognosis; • projected duration of disability; • any restrictions such as physical movement, and the length of the work day; • a schedule of prescribed physical or occupational therapy; • a description of all prescribed medications and/or prosthetic devices relating to the disabling condition. The Employer reserves the right to have employees examined by the Employer’s physician, without cost to the employee, to determine whether he/she is able to return to work for full or limited duty. Employees who object to examination by a state employed doctor may be examined by a mutually approved doctor. In the absence of mutual agreement, the parties will select a physician from recommendations from a county or local medical society, by alternate striking, if necessary. After the initial medical documentation has been furnished, employees will be required to provide additional documentation upon request by the Employer, if their medical condition changes, or if the limitations recommended by the treating physician change. Employees who feel they are unable to complete assignments within a pain free range will be required to notify their supervisor immediately and may be required to provide medical certification relating to the assignment. There shall be no loss of pay or benefits for employees in limited duty assignments. Such employees may work both voluntary and mandatory overtime in accordance with the medical certification. The Employer reserves the right to notify the State’s Workers’ Compensation insurance carrier that an offer of employment was made. The ...
Disability Management. 53.01 Where a temporary or permanent injury occurs to an Employee as a result of accident or illness and the Employee is unable to return to his/her position, the Employer and the Union may determine if alternate employment placement is possible.
53.02 Where any alternative employment placement is established, it will be based on the agreement of the Employer, Union and the Employee, and the agreement will contain such terms and conditions as are appropriate for the placement.
53.03 Agreements of this nature will not infringe upon the rights of other employees within the Bargaining Unit. In exceptional circumstances to accommodate an Employee as per clause 53.01 the Employer may need to modify the duties of other Employees. No Employee that has had their duties modified shall suffer any loss of pay or seniority.
Disability Management. L-1 (a) Worker’s Safety and Insurance Board The Hospital agrees to provide, via email or otherwise, the Unions site representative on Occupational Health and Safety Committee and the Bargaining Unit President with a copy of the Workplace Safety and Insurance Board’s Form #7 (Employer’s Report of Accidental Injury or Industrial Disease) at the same time it is sent to the Board.
Disability Management. The parties agree to abide by the Monarch Recovery Service Disability Management Policy, as reflected in the agency’s personnel policies. This policy was developed jointly with Union Management. Both parties agree to meet if either party would like to make changes or additions to the policy.
Disability Management. 51 #3 INFORMATION TECHNOLOGY SERVICES DEVELOPMENT LADDERS............_ 52 #4 GUARANTEE TO PERMANENT EMPLOYEES WORKING IN A TEMPORARY POSITION 52 #5 STATUS REVIEW COMMITTEE ................................................................................................_ 53 #6 INSPECTIONS & LICENSING CUSTOMER SERVICES DEVELOPMENT LADDER 53 #7 DEVELOPMENT LADDERS 54. #8 FULL TIME UNION PRESIDENT 5.4 #9 SENIOR PLANNER DEVELOPMENT 5. 6 #10 UNION RECORDING SECRETARY 57 #II UNION SECRETARY TREASURER 58 #12 REPORTING PAY AND PROCEDURE 58 APP ENDIC ES : l018CUPE INSIDE PAY RATES 60 2018 CUPE OUTSIDE PAY RATES 67 2019 CUPE INSIDE PAY RATES 70 2019 CUPE OUTSIDE PAY RATES 77 2020 CUPE INSIDE PAY RATES 80 2020 CUPE OUTSIDE PAY RATES 87 CUPE JOB CLASSIFICATION GROUPINGS 90
Disability Management. The City of Red Deer agree to engage CUPE Local 417 in discussions regarding the Employee Disability Support Plan (EDSP), Disability Management, Return to Work, Rehabilitation placements and the roles and responsibilities of the Union, the Employee and the Employer. These discussions will occur following the monthly Labour/Management meetings. It is also understood that changes to the Employee Disability Support Plan (EDSP) documentation will be finalized by December 21, 2018.
Disability Management. The Disability Management process will be engaged, where there is a requirement, due to residual impairment of functionality following illness or injury, to place an employee in gainful employment at an acceptable level of risk, or assist the employee to separate from the organisation. This applies to all employees who have a condition, which is of sufficient severity to result in a significant occupational disability. The Case Manager will be an ENERGEX Rehabilitation Consultant, or another suitably qualified person.
