Disability Management Program. 43.1 An Employee who is sick, injured or disabled and is unable to perform the regular duties of his position shall be provided with modified and/or alternate work as outlined in the City’s Disability Management Policy and consistent with the following principles:
43.1.1 There shall be no alteration to any Employee’s status (permanent or temporary) nor shall there be any change to his eligibility to participate in the group health and insurance or pension plans as a result of an accommodation.
43.1.2 No other permanent Employee shall be subject to layoff as a result of an accommodation. If a temporary Employee is laid off because an Employee is accommodated, the City shall endeavour to find another position for the effected temporary Employee.
43.1.3 No Employee shall be removed from the bargaining unit without mutual agreement of the City and the Union.
43.1.4 The Union shall be involved in the disability management process as outlined in the City’s Disability Management Policy.
43.2 Notwithstanding the above, the obligation of the City, the Union or the Employee shall not exceed the point of undue hardship.
Disability Management Program. The Commission and the Union agree to their joint responsibility to ensure that employees who are disabled due to injury or illness are afforded all available opportunities to participate in rehabilitation programs, including rehabilitative employment through the Transi- tional Work Program. To support this commitment, the Commission and the Union agree to work together to establish processes which allow for the identifica- tion of rehabilitation opportunities and the successful re-integration of employees into the workplace. Local 2 will be consulted of the movement of employees within the term of this Program. Any dis- putes arising from the administration of the Program will be ad- dressed through the Management/Union Objectives process. It is agreed that when opportunities for rehabilitation have been iden- tified, Health Services will discuss these opportunities with the em- ployee and the treating physician and, with their approval, work together with the appropriate health professionals and other resources as may be necessary, to design an individual rehabilitation program.
Disability Management Program. The Commission and the Union agree to their joint responsibility to ensure that employees who are disabled due to injury or illness are afforded all available opportunities to participate in rehabilitation pro- grams, including rehabilitative employment through the Transitional Work Program. To support this commitment, the Commission and the Union agree to work together to establish processes which allow for the identifica- tion of rehabilitation opportunities and the successful reintegration of employees into the workplace. Local will be consulted of the move- ment of employees within the term of this Program. Any disputes arising from the administration of the Program will be addressed through the Objectives process. It is agreed that when opportunities for rehabilitation have been identified, Health Services will discuss these opportunities with the employee and the treating physician and, with their approval, work together with the appropriate health professionals and other resources as may be necessary, to design an individual rehabilitation program. Consistent with the requirements as set out under the provincial Act, employees required to lose time on the day they suffer an injury while at work, will have their normal time made up by the Commission for the day of the injury. Upon application, an employee who but for the bereavement would normally have worked will be granted leave for four days commencing with the day of death or the day immediately following the death of employee’s spouse, children or step-children and three working days commencing with the day of death or the day immedi- ately following the death of the employee’s parents, step-parents, sister, brother, father-in-law, mother-in-law, grandparents and grand- child. person as a spouse or partner eligible for some benefit. The father or mother of such a common law spouse or same partner shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecu- tive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A day does not include off days, statutory or designated holidays or days when the employee is absent commencing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Seriou...
Disability Management Program. 11.2.1 Where an employee is absent for five (5) or more consecutive days of work or where it appears that there is a pattern of frequent absence from work, the employee may be referred for participation in the Disability Management Program (DMP). If an employee is referred, they must participate in the DMP.
11.2.2 Once referred, employees are required to provide all necessary information to the DMP provider to determine ongoing participation in the DMP, and any prognosis for early managed return to work.
11.2.3 Any employee medical information received or shared with the University will remain confidential; managers will only be provided with information necessary to support required rehabilitative employment.
11.2.4 Employees may request Union representation at any stage of the DMP. The Union agrees to maintain the confidentiality of the employee’s medical and related information.
11.2.5 The ECU Benefits Committee, consisting of two (2) elected CUPE members and two (2) appointed Administrators, will meet to review the operation and effectiveness of the plan.
Disability Management Program. It is understood by the parties to this Collective Agreement that the Board will consult with CUPE 1196 in matters pertaining to the maintenance of the Disability Management Program. It is understood that members of CUPE 1196 will have the right to Union Representation at any disability and/or safe return to work meetings.
Disability Management Program. The TTC and Union agree to their joint responsibility to ensure that employees who are disabled due to injury or illness are afforded all available opportunities to participate in rehabilitation programs, including rehabilitative employment through the Transi- tional Work Program.
Disability Management Program. The TTC and the Union agree to their joint responsibility to ensure that employees who are disabled due to injury or illness are afforded all available opportunities to participate in rehabilitation programs, including rehabilitative employment through the Transitional Work Program. To support this commitment, the TTC and the Union agree to work together in support of the processes which allow for the identification of rehabilitation opportunities and the successful re-integration of em- ployees into the workplace. Any disputes arising from the administra- tion of the Program shall be referred to the Director – Occupational Health and Claims Management. It is agreed that when opportunities for rehabilitation have been iden- tified, Occupational Health and Claims Management will discuss these opportunities with the employee and will work together with the appropriate health professionals and other resources, as may be necessary, to design an individual rehabilitation program. Consistent with the requirements as set out under the provincial W.S.I.A., employees required to lose time on the day they suffer an injury while at work, will have their normal time made up by the TTC for the day of the injury.
Disability Management Program. 41.1 An employee who is sick, injured or disabled and is unable to perform the regular duties of his position shall be provided with modified and/or alternate work as outlined in the City’s Disability Management Policy and consistent with the following principles:
41.1.1 There shall be no alteration to any employee’s status (permanent or temporary) nor shall there be any change to his eligibility to participate in the group health and insurance or pension plans as a result of an accommodation.
41.1.2 No other permanent employee shall be subject to layoff as a result of an accommodation. If a temporary employee is laid off because an employee is accommodated, the City shall endeavour to find another position for the effected temporary employee.
41.1.3 No employee shall be removed from the bargaining unit without mutual agreement of the City and the Union.
41.1.4 The Union shall be involved in the disability management process as outlined in the City’s Disability Management Policy.
41.2 Not withstanding the above, the obligation of the City, the Union or the employee shall not exceed the point of undue hardship.
Disability Management Program. 39 39 Discrimination and Harassment.............................................................. 8 8 Employee Training and Meetings..........................................................16 22 Expenses Outside City Limits ................................................................29 28
Disability Management Program. 39.1 For the purposes of this article, the following definitions shall apply:
39.1.1 Modified Work shall mean the interim work offered to recovering employees, or those experiencing a diminished capacity, when it is medically foreseen that the employee will be returning to their own occupation. As a general guideline, modified work would not normally exceed six (6) months in duration. However, this timeline may be extended through the case management process. Modified work may include, but is not limited to:
(a) changing existing “own” occupation conditions;
(b) providing transitional work;
(c) providing different duties with another occupation/worksite;
(d) providing a training opportunity to enable the employee to perform the modified duties;
(e) working in a relief position; and
(f) all, or any combination, of the above.
39.1.2 Alternate Work shall mean the permanent placement offered to ill/injured employees, or those with diminished capacity, when it is medically determined that the employee will not be returning to their own occupation. Alternate work may include, but is not limited to;
(a) changing existing “own” occupation conditions;
(b) providing different duties within another occupation/worksite;
(c) providing retraining/job search for movement to a new occupation;
(d) organizing existing work with the complement of established positions; and
(e) all, or any combination, of the above.
39.2 It is to the benefit of all who are employed by the City to support the Disability Management Program for employees who are sick, injured, disabled and are not able to perform the regular duties of their position or are required to be accommodated for the other reasons that fall under the City’s duty to accommodate by being provided with alternate or modified work.
39.3 The City shall provide alternate or modified work for employees who are sick, injured or disabled up to the point of undue hardship.
39.4 There shall be no alteration to regular earnings, status (permanent and temporary), or benefits of any other employees as a result of any accommodation.
39.5 No permanent employee shall be subject to layoff as a result of this work program.
39.6 Under this program no employee shall be removed from the bargaining unit without mutual agreement of the City and the Union.
39.7 The obligation of the City, the Union or the employee shall not exceed the point of undue hardship.
39.8 All Employees within the affected work area of the department shall be notified whe...
