Common use of Early and Safe Return to Work Clause in Contracts

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.

Early and Safe Return to Work. a) The Hospital parties recognize their duties and obligations under the Ontario Human Rights Code with respect to accommodating disabled employees. In this regard, the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to Employer will cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. It is agreed that employees will be entitled to Union representation at all times during the Return to Work process. The Employer will advise the employee of this right. If the employee wishes to waive their right to union representation, the employee shall advise both the Employer and the Union. (ab) At The Employer agrees to provide the regular HAC meeting or at least bi-monthly employee and the Employer will provide an updated list Union with a copy of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including Form 7 at the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in same time as it is sent to the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplaceBoard. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready their treating physician to return to work will provide the Occupational Health Service Specialist with medical this verification of her their ability to return to work including information regarding any restrictions. The Occupational Health Specialist will advise the manager when the employee is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. The Employer shall have the right to require the employee to undergo an independent medical evaluation at the Employer’s expense. Note: It is understood that, should the Employer no longer retain the services of an Occupational Health Specialist, the reference in this Article will be deemed to refer to the appropriate Human Resources designate. It is further understood that this Human Resources designate will adhere to any and all privacy legislation. d) When a returning employee is in need of modified work or a permanent accommodation the Employer will notify the Union and will provide to them the information obtained under c) above. e) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under a) above. Once an employee has been offered appropriate permanent accommodation he/she will be removed from the list of employees requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Hospital and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RWC) comprised of an equal number of Union and Hospital representatives will be established. One of the regular HAC meeting or Union representatives will be recognized as co-chair. One of the Hospital representatives will be recognized as the other co-chair. The Committee will meet at least bionce per month. The Union co-monthly chair, if she attends return to work meetings on her day off, will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the Employer purposes of determining premium. The Hospital and the Union agree to communicate through electronic and other communication processes to expedite the work of the committee. (b) The Hospital will provide an updated list of information to the bargaining unit president (RWC) before each monthly meeting including the following: (i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; (ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; (iii) Nurses Employees who have been absent from work because of disability for more than twenty-four 23 months (24) months; iv) Nurses Employees who are currently on a temporary modified work program; (v) Nurses Employees who are currently permanently accommodated in the workplace; (vi) Nurses awaiting Employees who require temporary modified work; (vii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her ability to return to work including information regarding any restrictions. The employee will advise her manager that she wishes to return to work. The Occupational Health Department will advise the manager when she is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of modified work or a permanent accommodation the Hospital will notify the RWC co-chairs and will provide to them the information obtained under (c) above. (e) As soon as practicable the co-chairs or their designates will meet with the affected employee and the manager and Occupational Health to create and recommend a return to work plan. (f) In creating a return to work plan, the co-chairs or their designates and the manager and Occupational Health will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to her: (i) original position (ii) original unit (iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement. (iv) alternate positions outside the original unit. (g) In creating a return to work plan, the co-chairs or their designates and the manager and Occupational Health will consider the employee’s abilities and accommodation needs, and if she is unable to return to work in accordance with article (f) above, they will identify any positions in the Hospital in which the employee may be accommodated. (h) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under article (b) (vii) above. Once an employee has been offered appropriate permanent accommodation she will be removed from the list of employees requiring permanent accommodation. The Hospital will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (f) and (g) and (h) above, they must first consider the skills, ability and experience of the employees. They may then balance additional factors including but not restricted to: (i) ability to acquire skills (ii) seniority (iii) path of least disruption in the workplace (j) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in article (i) are relatively equal, seniority shall govern. (k) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. (l) The committee will develop and recommend strategies for: (i) integrating accommodated workers back into the workplace (ii) educating employees about the legal, personal, organizational aspects of returning disabled workers to work

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or A Return to Work Committee (RWC) will be established, at least bi-monthly one member of which will be a representative of the Employer Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the bargaining unit president RWC before each monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a required temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting or permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised It is understood that it is the obligation of the Bargaining Unit President disabled employee in receipt of short-term or designate, long-term disability benefits to ensure the Hospital’s Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time Department is advised as soon as possible of any change in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her restrictions which may affect their ability to return to work regular or modified duties. (c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. (d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit. (e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful. (g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. (h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including information regarding any restrictionsthe number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit. (i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration. (j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: i) the employee 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; iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy: A) In so selecting, the position will be filled in accordance with the job posting provisions of the collective agreement. B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. C) Where 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. D) Filling of a disabled employee’s home position does not remove the parties’ duty to accommodate that employee.

Early and Safe Return to Work. 21.01 The Hospital Health Centre and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Employer Health Centre and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At 21.02 Employees requiring modification for return to work whether work related, LTD, or short term will be represented at the regular HAC meeting or at least bi-monthly by the Employer local representative of the Ontario Nurses’ Association with the option of involving a staff representative. 21.03 The employer will notify the local representative of all ONA employees in need of modified work/hours. Any plan for modified work must be provided to the Union. 21.04 The Health Centre will provide an updated list of information to the bargaining unit president Union before each monthly meeting including the following: i(a) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii(b) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii(c) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a required temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting or permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised 21.05 It is understood that it is the obligation of the Bargaining Unit President disabled employee in receipt of short- term or designate, long-term disability benefits to ensure the Health Centre’s Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time Department is advised as soon as possible of any change in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her restrictions which may affect their ability to return to work including information regarding any restrictionsregular or modified duties. The Health Centre will advise the Union of offers of permanent accommodation within or outside the bargaining unit. The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Health Centre will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, (within a reasonable time frame), seniority and path of least disruption in the workplace. Before posting, the Health Centre’s Human Resources department 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. The substantive position of the nurse who needs permanent accommodation may be posted where the weight of medical evidence establishes that there is no reasonable prospect of a return to her position in the foreseeable future.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or A Return to Work Committee (RWC) will be established, at least bi-monthly one member of which will be a representative of the Employer Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the bargaining unit president RWC before each monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a required temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting or permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised It is understood that it is the obligation of the Bargaining Unit President disabled employee in receipt of short-term or designate, long-term disability benefits to ensure the Hospital’s Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time Department is advised as soon as possible of any change in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her restrictions which may affect their ability to return to work regular or modified duties. (c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union Return to Work Representative. The Occupational Health Department in consultation with the Union Return to Work Representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. (d) The Union will identify two (2) members, in addition to the Bargaining Unit President, who can serve as Return to Work Representatives. Article 6.01 will apply with respect to payment of these nurses. (e) The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit. (f) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (g) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful. (h) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. (i) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including information regarding any restrictionsthe number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit. (j) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration. (k) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: i) the employee 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; iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy: A) In so selecting, the position will be filled in accordance with the job posting provisions of the collective agreement. B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. C) Where 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. D) Filling of a disabled employee’s home position does not remove the parties’ duty to accommodate that employee.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or A Return to Work Committee (RWC) will be established, at least bi-monthly one member of which will be a representative of the Employer Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the bargaining unit president RWC before each monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked;; and iii) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a required temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting or permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised It is understood that it is the obligation of the Bargaining Unit President disabled employee in receipt of short-term or designate, long-term disability benefits to ensure the Hospital’s Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time Department is advised as soon as possible of any change in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. (d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit. (e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful. (g) Before posting, the Hospital’s People Services department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit after the following options have been exhausted: i) Original position. ii) Original unit. iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement. iv) Alternate positions outside the original unit. (h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including information regarding any restrictionsthe number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.

Early and Safe Return to Work. The Hospital Centre and the Union are committed to a consistent, consistent and fair approach to meeting the needs of disabled workers, to restoring returning them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital Centre and the Union agree to cooperate in facilitating the return to work of disabled employeesnurses. The Employer Centre and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. For the purposes of expediting communication, the Centre and the Union agree that participants will use electronic communication where available. (a) At An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such Committee will normally be comprised of the regular HAC Employee, a Union Representative, and Occupational Health representative or delegate and the employee’s Manager. A union representative who is required to attend a return to work meeting or on a scheduled day off will receive pay at least bi-monthly straight time for hours spent attending the Employer return to work meeting. Such hours shall not result in premium payment. (b) The Centre will provide an updated list of information to the bargaining unit president Local Bargaining Unit President on a monthly basis, including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board WSIB benefits;. ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits benefits, including the last day worked;worked by the nurse. iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program;. viv) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting may require permanent accommodation in the workplace. (bc) A disabled nurse returning to work who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her ability to return to work including information regarding any restrictions. The Occupational Health Department will advise the nurse’s manager when the nurse has been cleared to return to work. (d) When a returning nurse is in need of modified work the Centre will convene, if necessary, a meeting of an ad-hoc Return to Work Committee. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a committee. Meeting(s) will be required to discuss any permanent accommodation. (e) When required, the Committee will meet as soon as practicable to develop and recommend a return to work plan.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or A Return to Work Committee (RWC) will be established, at least bi-monthly one member of which will be a representative of the Employer Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the bargaining unit president RWC before each monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a required temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting or permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised It is understood that it is the obligation of the Bargaining Unit President disabled employee in receipt of short-term or designate, long-term disability benefits to ensure the Hospital’s Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time Department is advised as soon as possible of any change in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her restrictions which may affect their ability to return to work regular or modified duties. (c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. (d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit. (e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful. (g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. (h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including information regarding any restrictionsthe number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit. (i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration. (j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: i) the employee 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; iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy: A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement. B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. C) 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. D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.

Early and Safe Return to Work. The Hospital Employer and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersemployees, to restoring them to work which is meaningful for them and valuable to the HospitalEmployer, and to meeting the parties’ responsibilities under the law. To that end, the Hospital Employer and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RTWC) comprised of: Occupational Health Coordinator, Bargaining Unit President or designate, the employee and the employee’s Supervisor. The Occupational Health Coordinator will be recognized as the RTWC Chair. The Committee will meet quarterly or as necessary. The Employer will pay the Bargaining Unit President or designate, at her regular HAC meeting or at least bi-monthly straight time hourly rate, for all time spent in return to work meetings outside of her regular scheduled working hours. Such hours are invisible for the purposes of determining premium. (b) The Employer will provide an updated list of information to the bargaining unit president RTWC before each meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits;. ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked;. iii) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months;. iv) Nurses Employees who are currently on a temporary modified work program;. v) Nurses Employees who are currently permanently accommodated in the workplace;. vi) Nurses awaiting Employees who require temporary modified work;. vii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Services with medical this verification of her ability to return to work including information regarding any restrictions. The employee will advise her Supervisor or Occupational Health Services that she wishes to return to work. The Occupational Health Services will advise the Supervisor when she is cleared to return to work. It is understood that the Employee Health Physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of modified work or a permanent accommodation, the Employer will notify the RTWC and will provide to them the information obtained under (c) above. (e) As soon as practicable, the Committee will meet with the affected employee, the Manager and Occupational Health Services to create and recommend a return to work plan. In some cases, if the RTWC can not meet in a timely manner, the Chair, in consultation with the employee, will initiate a return to work prior to the RTWC meeting. The RTWC will review plan at the soonest possible time. (f) In creating a return to work plan, Occupational Health Services will take a lead role in making recommendations to the Committee and the Supervisor, which will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to her: i) original position; ii) original unit; iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement; iv) alternate positions outside the original unit. (g) In creating a return to work plan, the Committee, the Supervisor and Occupational Health Services, in consultation with Human Resources will consider the employee’s abilities and accommodation needs, if she is unable to return to work in accordance with Article (f) above, they will identify any positions in the organization in which the worker may be accommodated. (h) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under Article (b) vii) above. Once an employee has been offered appropriate permanent accommodation, she will be removed from the list of employees requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular reason or arrangement. In such cases, the parties agree that in complying with Articles (f), (g) and (h) above, they must first consider the skills, ability and experiences of the employees. They may then balance additional factors including but not restricted to: i) ability to acquire skills; ii) seniority; iii) path of least disruption in the workplace. (j) When more than one (1) employee is deemed by the Committee to be suitable for a particular position or arrangement, and the factors set out in Article (i) are relatively equal, seniority shall govern. (k) The Committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. (l) The Committee will develop and recommend strategies for: i) safely integrating accommodated employees back into the workplace; ii) educating employee about the legal, personal, organizational aspects of returning disabled workers to work.

Early and Safe Return to Work. The Hospital Employer and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersRTs requiring accommodation, to restoring them to work which is meaningful for them and valuable to the HospitalEmployer, and to meeting the parties’ ' responsibilities under the law. To that end, the Hospital Employer and the Union agree to cooperate in facilitating the return to work of disabled those employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. For the purposes of expediting communication the Employer and the Union agree that participants will use electronic communication where available a) A joint Return to Work committee (RTW) comprised of the bargaining unit president, the RTW lead and or alternate and Employer representatives will be established. One Union representative will be recognized as the RTW lead. RTW will meet monthly with the ability to call additional meetings as necessary. The Union RTW lead will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings on a day off. Such hours are invisible for the purposes of determining premium. (ab) At the regular HAC meeting or at least bi-monthly the The Employer will provide an updated list of information to the bargaining unit president Union RTW lead, one week before each the monthly meeting including the following: i) Nurses i. Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses . Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses . Employees who have been absent from work because of disability for more than twenty-four three (2423) months; iv. Employees who are currently off for thirty (30) Nurses days or longer due to illness. v. Employees who are currently on a temporary modified work program; v) Nurses vi. Employees who are currently permanently accommodated in the workplace; vi) Nurses awaiting vii. Employees who require temporary modified work; vii) Nurses awaiting viii. Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Department with medical verification of her her/his ability to return to work including information regarding any restrictions. It is understood that the Occupational Health Physician is not the treating physician for the disabled employee. d) When a returning employee is in need of a permanent accommodation the Employer will notify the Union RTW lead and will provide him/her the information obtained under (c) above. e) As soon as practicable the committee Chair or their designate, and the Union will meet with the affected employee and the Manager to create and recommend a return to work plan. f) In creating a return to work plan, the committee will consider the employee's abilities and accommodation needs and if she/he is unable to return to work in accordance with (e) above, the committee will identify any positions in the Employer in which the employee may be accommodated. g) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with the Collective Agreement, they must balance additional factors including in no particular order: i. skills, ability and experience ii. ability to acquire skills iii. path of least disruption in the workplace iv. the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, consistent and fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting or exceeding the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the processEmployees. (a) At A return to work committee will be composed of the regular HAC meeting or at least bi-Union’s Return to Work Representatives, the Employee Health Nurse, and a Representative of Human Resources, as required. The committee will meet monthly to monitor the Employer status of accommodated employees, the status of employees awaiting accommodation, nurses on LTD and will provide an updated list review the safety of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplaceexisting accommodations. (b) A disabled nurse returning to Employees off work from a disability including WSIB to a modified/light/alternative work program, for thirty (30) calendar days or greater will have a joint be provided with the agreed upon Return to Work Team letter, attached as Appendix C. (RTWc) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready Prior to return to work a Nurse will provide the Occupational Employee Health Service Nurse with medical verification of her ability to return to work including information regarding any restrictionsrestrictions the Nurse may have that require accommodation in order to safely return to work. Upon receipt of the above noted medical verification, or at the request of either party, the Hospital, the Union representative and the Employee will meet to discuss the nurse’s potential return to work. The affected Nurse may also request the presence of the Bargaining Unit President or designate and/or the Labour Relations Officer to attend the RTW meeting; however the ability of these additional representatives will not delay such RTW meeting. Following the RTW meeting, a copy of the workplace modification form will be provided to the employee, and the Union’s return to work representative. (d) When a returning Nurse is in need of a permanent accommodation, the Hospital will notify the Union’s Return to Work Representative and will provide the information under (c), above. (e) In creating a return to work plan, the RWC and the Manager will examine the disabled Xxxxx’s abilities and accommodation needs to determine if the Nurse can return to her: i) Original position; ii) Original unit; iii) Original unit/position with modifications to the work area and/or equipment and/or work arrangement; iv) Alternate positions outside of the original unit. (f) In developing a return to work plan, the RWC will consider the Nurse’s abilities and accommodation needs, and if they are unable to return to work in accordance with Article (e), above, the RWC will identify any positions in the Hospital in which the Nurse may be accommodated. (g) A Nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a Nurse will remain on the list of Nurses requiring permanent accommodation. (h) The parties recognize that more than one (1) Nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases, the parties agree that in complying with the provisions of this Article, they must balance additional factors including, in no particular order: i) Skills, ability and experience; ii) Ability to acquire skills; iii) Path of least disruption in the workplace; iv) The principle that more should be done to provide work to a Nurse who would otherwise remain outside the active workplace; v) Seniority; vi) Timing of return to work. (i) When more than one (1) Nurse is deemed by the RWC to be suitable for a particular position or arrangement, and the factors set out above are relatively equal, seniority shall govern.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful and safe for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Hospital and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At the regular HAC A joint return to work meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently be held on a temporary modified work program; vmonthly basis or less frequently as required. The following representatives will attend the meeting: a designated Union representative, a designated representative from Human Resources, a representative from Occupational Health and a Recovery Program Coordinator. The Manager(s) Nurses of employees who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend require a return to work meetingplan will attend the meeting as required. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health Union representative, the manager and Human Resources. If the Bargaining Unit President or designate if she attends RTW return to work meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW return to work meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse Hospital and the Union agree to communicate through electronic and other communication processes to expedite the work of the committee. The Return to Work Committee will advise her manager monitor the status of accommodated employees and Occupational Health Services that she wishes the status of employees awaiting accommodation, and the Return to return to work. Work Committee will review the safety of accommodations during their regular inspections of the workplace. (b) A disabled nurse employee who is ready has obtained medical clearance from her treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her ability to return to work including information regarding any restrictions. The Employee will advise her manager that she wishes to return to work. The Occupational Health Department will advise the Manager when she is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. (c) When a returning employee is in need of modified work or a permanent accommodation the Occupational Health Department will notify the designated Union representative and the designated Human Resources representative and will provide to them the information obtained under (b) above. (d) As soon as practicable there will be a meeting with the affected employee, the Manager, a Union representative and a representative of Occupational Health to create and recommend a return to work plan. A representative of the Union and/or Human Resources may attend if requested. (e) In creating a return to work plan, the designated Union representative and the designated Human Resources representative and the Manager and Occupational Health will consider the Employee’s abilities and accommodation needs, and if she is unable to return to work in accordance with article (d) above, they will identify any positions in the Hospital in which the Employee may be accommodated. (f) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under article N.1 (e). Once an employee has been offered appropriate permanent accommodation she will be removed from the list of employees requiring permanent accommodation. The Hospital will advise the Union of offers of permanent accommodation. (g) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (e) and (f) above, they must first consider the skills, ability and experience of the Employees. They may then balance additional factors including but not restricted to: (i) ability to acquire skills (ii) seniority (iii) path of least disruption in the workplace (h) When more than one employee is deemed by the members of the return to work meeting to be suitable for a particular position or arrangement, and the factors set out in article (g) are relatively equal, seniority shall govern. (i) The Occupational Health Department will monitor the status of accommodated employees and the status of employees awaiting accommodation. (j) The Occupational Health Department will develop and recommend strategies for: (i) safely integrating accommodated workers back into the workplace (ii) educating employees about the legal, personal, organizational aspects of returning disabled workers to work.

Early and Safe Return to Work. a) The Hospital parties recognize their duties and obligations under the Ontario Human Rights Code with respect to accommodating disabled employees. In this regard, the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to Employer will cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. It is agreed that employees will be entitled to Union representation at all times during the Return to Work process. The Employer will advise the employee of this right. If the employee wishes to waive their right to union representation, the employee shall advise both the Employer and the Union. (ab) At The Employer agrees to provide the regular HAC meeting or at least bi-monthly employee and the Employer will provide an updated list Union with a copy of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including Form 7 at the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in same time as it is sent to the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplaceBoard. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready their treating physician to return to work will provide the Occupational Health Service Specialist with medical this verification of her their ability to return to work including information regarding any restrictions. The Occupational Health Specialist will advise the manager when the employee is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. The Employer shall have the right to require the employee to undergo an independent medical evaluation at the Employer’s expense. Note: It is understood that, should the Employer no longer retain the services of an Occupational Health Specialist, the reference in this Article will be deemed to refer to the appropriate Human Resources designate. It is further understood that this Human Resources designate will adhere to any and all privacy legislation. d) When a returning employee is in need of modified work or a permanent accommodation the Employer will notify the Union and will provide to them the information obtained under c) above. e) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under a) above. Once an employee has been offered appropriate permanent accommodation they will be removed from the list of employees requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation.

Early and Safe Return to Work. i) The Hospital and facility will notify in writing the Union are committed Bargaining Unit President or Vice President of the local Nurse’s Association of the names of all nurses who go off work due to a consistentwork related injury, fair approach to meeting or when a nurse goes on LTD, WSIB, modified work (or when the needs of disabled workersemployer becomes aware that a nurse may require modified work), to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the processor on an extended illness. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because When it has been medically determined that a nurse is unable to return to the full duties of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB her/his position due to a modified/light/alternative work programdisability, the Facility will have a joint notify the Return to Work Team Committee (RTW) attend a return to work meeting. The RTW team RWC), which will be comprised consist of the Bargaining Unit Employee Relations Manager or designate, the local President or designate, the Occupational Health representativeManager or designate and the direct Manager of the unit or area, and the manager injured or disabled nurse, to discuss the circumstances surrounding the nurses’ safe return to suitable work. The parties agree that lack of union or HR representation will not delay the early and Human Resources. safe return to work process, after the initial meeting to discuss the nurses’ safe return to suitable work. iii) If the Bargaining Unit President bargaining union president, or designate attends RTW meetings the return to work meeting on her day her/his time off, she / he /he will receive pay at straight time or time off in lieu lieu, where possible for the hours she/he spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to early return to work meetings. iv) The Occupational Health Unit will monitor the status of the accommodated nurse and the status of nurses awaiting accommodation. A nurse who was off work due to illness or injury shall provide the Occupational Health Service Unit with medical verification supporting documentation of her her/his ability to return to work including information regarding any restrictions. v) When a returning employee is in need of a temporary or permanent accommodation the Facility will notify the RWC and will provide to them the restrictions as provided by the nurse’s treating physician or specialist. vi) The RWC will meet with the affected nurse to create and recommend a return to work plan. vii) In creating a return to work plan, the RWC will examine the nurse’s abilities and accommodation requirements to determine if the nurse can return to her/his: i) Original position ii) Original unit iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement iv) Alternate positions outside the original unit viii) When the parties agree to a permanent accommodation, due to disability 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. ix) When it is medically determined that a nurse requires a permanent accommodation the nurse may be temporarily accommodated until a permanent arrangement is established. Such employee will remain on the list of employees requiring permanent accommodation provided under Article J.5 (i) until appropriate permanent accommodation has been offered.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful and safe for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Hospital and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At the regular HAC A joint return to work meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently be held on a temporary modified work program; vmonthly basis or less frequently as required. The following representatives will attend the meeting: a designated Union representative, a designated representative from Human Resources, a representative from Occupational Health and a Recovery Program Coordinator. The Manager(s) Nurses of employees who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend require a return to work meetingplan will attend the meeting as required. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health Union representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW if they attend return to work meetings on her their day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW return to work meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse Hospital and the Union agree to communicate through electronic and other communication processes to expedite the work of the committee. The Return to Work Committee will advise her manager monitor the status of accommodated employees and Occupational Health Services that she wishes the status of employees awaiting accommodation, and the Return to return to work. Work Committee will review the safety of accommodations during their regular inspections of the workplace. (b) A disabled nurse employee who is ready has obtained medical clearance from their treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her their ability to return to work including information regarding any restrictions. The Employee will advise their manager that they wish to return to work. The Occupational Health Department will advise the Manager when they are cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. (c) When a returning employee is in need of modified work or a permanent accommodation the Occupational Health Department will notify the designated Union representative and the designated Human Resources representative and will provide to them the information obtained under (b) above. (d) As soon as practicable there will be a meeting with the affected employee, the Manager, a Union representative and a representative of Occupational Health to create and recommend a return to work plan. A representative of the Union and/or Human Resources may attend if requested. (e) In creating a return to work plan, the designated Union representative and the designated Human Resources representative and the Manager and Occupational Health will consider the Employee’s abilities and accommodation needs, and if they are unable to return to work in accordance with article (d) above, they will identify any positions in the Hospital in which the Employee may be accommodated. (f) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under article N.1 (e). Once an employee has been offered appropriate permanent accommodation they will be removed from the list of employees requiring permanent accommodation. The Hospital will advise the Union of offers of permanent accommodation. (g) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (e) and (f) above, they must first consider the skills, ability and experience of the Employees. They may then balance additional factors including but not restricted to: (i) ability to acquire skills (ii) seniority (iii) path of least disruption in the workplace (h) When more than one employee is deemed by the members of the return to work meeting to be suitable for a particular position or arrangement, and the factors set out in article (g) are relatively equal, seniority shall govern. (i) The Occupational Health Department will monitor the status of accommodated employees and the status of employees awaiting accommodation. (j) The Occupational Health Department will develop and recommend strategies for: (i) safely integrating accommodated workers back into the workplace (ii) educating employees about the legal, personal, organizational aspects of returning disabled workers to work.

Early and Safe Return to Work. The Hospital Employer and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the HospitalEmployer, and to meeting the parties’ responsibilities under the law. To that end, the Hospital Employer and the Union agree to cooperate in facilitating the return to work of disabled employeesnurses. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RTW) comprised of an equal number of Union and Employer representatives will be established. A senior management representative of Human Resources shall be recognized as the regular HAC meeting or RTW Chair. The Committee will meet at least bi-monthly once per month. The Bargaining Unit President, or in her absence one (1) Union Representative, if she attends return to work meetings on her day off, will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purposes of determining premium. (b) The Employer will provide an updated list of information to the bargaining unit president (RTW) before each monthly meeting including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits;. ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked;. iii) Nurses who have been absent from work because of disability for more than twenty-four three (2423) months;. iv) Nurses who are currently on a temporary modified work program;. v) Nurses who are currently permanently accommodated in the workplace;. vi) Nurses awaiting who require temporary modified work;. vii) Nurses awaiting who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Nurse with medical this verification of her ability to return to work including information regarding any restrictionsrestrictions and/or functional abilities. The nurse will advise her manager that she wishes to return to work. The Occupational Health Nurse will advise the manager when she is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled nurse. (d) When a returning nurse is in need of modified work or a permanent accommodation the Employer will notify the RTW Committee and will provide to them the information obtained under (c) above. (e) As soon as practicable the Committee will meet with the affected nurse and the manager and Occupational Health to create and recommend a return to work plan. (f) In creating a return to work plan, the Committee, the manager and Occupational Health will examine the disabled nurse’s abilities and accommodation needs to determine if the nurse can return to her: i) original position ii) original unit iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement. iv) alternate positions outside the original unit. (g) In creating a return to work plan, the Committee, the manager and Occupational Health will consider the nurse’s abilities and accommodation needs, and if she is unable to return to work in accordance with article (f) above, they will identify any positions in the Employer in which the nurse may be accommodated. (h) A nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a nurse will remain on the list of nurses requiring permanent accommodation provided under article (b) (vii) above. Once a nurse has been offered appropriate permanent accommodation she will be removed from the list of nurses requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (f) and (g) and (h) above, they must first consider the skills, ability and experience of the nurses. They may then balance additional factors including but not restricted to: i) ability to acquire skills ii) Seniority iii) path of least disruption in the workplace iv) skills, ability and experience. (j) When more than one nurse is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in article (i) are relatively equal, seniority shall govern. (k) The committee will monitor the status of accommodated nurses and the status of nurses awaiting accommodation. (l) The committee will develop and recommend strategies for: i) integrating accommodated workers back into the workplace. ii) educating nurses about the legal, personal, organizational aspects of returning disabled workers to work.

Early and Safe Return to Work. a) The Hospital parties recognize their duties and obligations under the Ontario Human Rights Code with respect to accommodating disabled employees. In this regard, the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to Employer will cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication.‌‌ It is agreed that employees will be entitled to Union representation at all times during the Return to Work process. The Employer will advise the employee of this right. If the employee wishes to waive their right to union representation, the employee shall advise both the Employer and the Union. (ab) At The Employer agrees to provide the regular HAC meeting or at least bi-monthly employee and the Employer will provide an updated list Union with a copy of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including Form 7 at the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in same time as it is sent to the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplaceBoard. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready their treating physician to return to work will provide the Occupational Health Service Specialist with medical this verification of her their ability to return to work including information regarding any restrictions. The Occupational Health Specialist will advise the manager when the employee is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. The Employer shall have the right to require the employee to undergo an independent medical evaluation at the Employer’s expense. Note: It is understood that, should the Employer no longer retain the services of an Occupational Health Specialist, the reference in this Article will be deemed to refer to the appropriate Human Resources designate. It is further understood that this Human Resources designate will adhere to any and all privacy legislation. d) When a returning employee is in need of modified work or a permanent accommodation the Employer will notify the Union and will provide to them the information obtained under c) above. e) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under a) above. Once an employee has been offered appropriate permanent accommodation he/she will be removed from the list of employees requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation.

Early and Safe Return to Work. ‌ The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersNurses requiring accommodation, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ ' responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled those employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.. For the purposes of expediting communication the Hospital and the Union agree that participants will use electronic communication where available (a) At A joint Return to Work Committee (RWC) comprised of the regular HAC meeting bargaining unit president, the RTW lead and or alternate and Hospital representatives will be established. One union representatives will be recognized as the RTW lead. The Committee will meet monthly with the ability to call additional meetings as necessary. The Union RTW lead will receive pay at least bi-monthly straight time or time in lieu where possible for hours spent in return to work meetings on a day off. Such hours are invisible for the Employer purposes of determining premium. (b) The Hospital will provide an updated list of information to the bargaining unit president Union RTW lead, one week before each the monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses Employees who have been absent from work because of disability for more than twenty-four three (2423) months; iv) Nurses Employees who are currently off for thirty (30) days or longer due to illness. v) Employees who are currently on a temporary modified work program; vvi) Nurses Employees who are currently permanently accommodated in the workplace; vivii) Nurses awaiting Employees who require temporary modified work; viiviii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Department with medical verification of her her/his ability to return to work including information regarding any restrictions. It is understood that the Occupational Health Physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of a permanent accommodation the Hospital will notify the Union RTW lead and will provide him/her the information obtained under (c) above. (e) As soon as practicable the committee Chair or their designate, and the Union will meet with the affected employee and the Manager to create and recommend a return to work plan. (f) In creating a return to work plan, the committee and the Manager will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to her/his: i) Original position ii) Original unit iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement iv) Alternate positions outside the original unit (g) In creating a return to work plan, the committee will consider the employee’s abilities and accommodation needs and if she/he is unable to return to work in accordance with (f) above, the committee will identify any positions in the Hospital in which the employee may be accommodated. (i) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with the Collective Agreement, they must balance additional factors including in no particular order: i) skills, ability and experience ii) ability to acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce v) seniority. (j) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in the Collective Agreement are relatively equal, seniority shall govern. (k) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful. (l) The committee will develop and recommend strategies for; i) integrating accommodated workers back into the workplace ii) educating employees about the legal, personal, organizational aspects of disabled workers to work.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Hospital and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RWC) comprised of an equal number of Union and Hospital representatives will be established. One of the regular HAC meeting or Union representatives will be recognized as co-chair. One of the Hospital representatives will be recognized as the other co-chair. The Committee will meet at least bionce per month. The Union co-monthly chair, if she attends return to work meetings on her day off, will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the Employer purposes of determining premium. The Hospital and the Union agree to communicate through electronic and other communication processes to expedite the work of the committee. (b) The Hospital will provide an updated list of information to the bargaining unit president (RWC) before each monthly meeting including the following: (i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; (ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; (iii) Nurses Employees who have been absent from work because of disability for more than twenty-four 23 months (24) months; iv) Nurses Employees who are currently on a temporary modified work program; (v) Nurses Employees who are currently permanently accommodated in the workplace; (vi) Nurses awaiting Employees who require temporary modified work; (vii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her ability to return to work including information regarding any restrictions. The employee will advise her manager that she wishes to return to work. The Occupational Health Department will advise the manager when she is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of modified work or a permanent accommodation the Hospital will notify the RWC co-chairs and will provide to them the information obtained under (c) above. (e) As soon as practicable the co-chairs or their designates will meet with the affected employee and the manager and Occupational Health to create and recommend a return to work plan. (f) In creating a return to work plan, the co-chairs or their designates and the manager and Occupational Health will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to her: i) original position ii) original unit iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement. iv) alternate positions outside the original unit. (g) In creating a return to work plan, the co-chairs or their designates and the manager and Occupational Health will consider the employee’s abilities and accommodation needs, and if she is unable to return to work in accordance with article (f) above, they will identify any positions in the Hospital in which the employee may be accommodated. (h) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under article (b) (vii) above. Once an employee has been offered appropriate permanent accommodation she will be removed from the list of employees requiring permanent accommodation. The Hospital will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (f) and (g) and (h) above, they must first consider the skills, ability and experience of the employees. They may then balance additional factors including but not restricted to: (i) ability to acquire skills (ii) seniority (iii) path of least disruption in the workplace (j) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in article (i) are relatively equal, seniority shall govern. (k) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. (l) The committee will develop and recommend strategies for: (i) integrating accommodated workers back into the workplace (ii) educating employees about the legal, personal, organizational aspects of returning disabled workers to work

Early and Safe Return to Work. The Hospital Employer and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersnurses, to restoring them to work which is meaningful for them and valuable to the HospitalEmployer, and to meeting the parties’ responsibilities under the law. To that end, the Hospital Employer and the Union agree to cooperate in facilitating the return to work of disabled employeesnurses. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RTWC) comprised of: Occupational Health Coordinator, Bargaining Unit President or designate, the regular HAC meeting nurse and the nurse’s manager. The Occupational Health Coordinator will be recognized as the RTWC Chair. The Committee will meet quarterly or as necessary. The Bargaining Unit President or designate, who attends return to work meetings on her day off, will receive pay at least bi-monthly straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purposes of determining premium. (b) The Employer will provide an updated list of information to the bargaining unit president RTWC before each meeting including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits;. ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked;. iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months;. iv) Nurses who are currently on a temporary modified work program;. v) Nurses who are currently permanently accommodated in the workplace;. vi) Nurses awaiting who require temporary modified work;. vii) Nurses awaiting who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Services with medical this verification of her ability to return to work including information regarding any restrictions. The nurse will advise her manager or Occupational Health Services that she wishes to return to work. The Occupational Health Services will advise the manager when she is cleared to return to work. It is understood that the Employee Health physician is not the treating physician for the disabled nurse. (d) When a returning nurse is in need of modified work or a permanent accommodation, the Employer will notify the RTWC and will provide to them the information obtained under (c) above. (e) As soon as practicable, the Committee will meet with the affected nurse, the Manager and Occupational Health Services to create and recommend a return to work plan. In some cases, if the RTWC can not meet in a timely manner, the Chair, in consultation with the nurse, will initiate a return to work prior to the RTWC meeting. The RTWC will review plan at the soonest possible time. (f) In creating a return to work plan, Occupational Health Services will take a lead role in making recommendations to the Committee and the Manager, which will examine the disabled nurse’s abilities and accommodation needs to determine if the nurse can return to her: i) original position; ii) original unit; iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement; iv) alternate positions outside the original unit. (g) In creating a return to work plan, the Committee, the Manager and Occupational Health Services, in consultation with Human Resources will consider the nurse’s abilities and accommodation needs, if she is unable to return to work in accordance with Article (f) above, they will identify any positions in the organization in which the nurse may be accommodated. (h) A nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a nurse will remain on the list of nurses requiring permanent accommodation provided under Article (b) vii) above. Once a nurse has been offered appropriate permanent accommodation, she will be removed from the list of nurses requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one (1) nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases, the parties agree that in complying with Articles (f), (g) and (h) above, they must first consider the skills, ability and experiences of the nurses. They may then balance additional factors including but not restricted to: i) ability to acquire skills; ii) seniority; iii) path of least disruption in the workplace. (j) When more than one (1) nurse is deemed by the Committee to be suitable for a particular position or arrangement, and the factors set out in Article (i) are relatively equal, seniority shall govern. (k) The Committee will monitor the status of accommodated nurses and the status of nurses awaiting accommodation. (l) The Committee will develop and recommend strategies for: i) safely integrating accommodated nurses back into the workplace; ii) educating nurse about the legal, personal, organizational aspects of returning disabled nurses to work.

Early and Safe Return to Work. The Hospital Employer and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersnurses, to restoring them to work which is meaningful for them and valuable to the HospitalEmployer, and to meeting the parties’ responsibilities under the law. To that end, the Hospital Employer and the Union agree to cooperate in facilitating the return to work of disabled employeesnurses. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RTWC) comprised of: Occupational Health Coordinator, Bargaining Unit President or designate, the regular HAC meeting nurse and the nurse’s manager. The Occupational Health Coordinator will be recognized as the RTWC Chair. The Committee will meet quarterly or as necessary. The Bargaining Unit President or designate, who attends return to work meetings on her day off, will receive pay at least bi-monthly straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purposes of determining premium. (b) The Employer will provide an updated list of information to the bargaining unit president RTWC before each meeting including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits;. ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked;. iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months;. iv) Nurses who are currently on a temporary modified work program;. v) Nurses who are currently permanently accommodated in the workplace;. vi) Nurses awaiting who require temporary modified work;. vii) Nurses awaiting who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Services with medical this verification of her ability to return to work including information regarding any restrictions. The nurse will advise her manager or Occupational Health Services that she wishes to return to work. The Occupational Health Services will advise the manager when she is cleared to return to work. It is understood that the Employee Health physician is not the treating physician for the disabled nurse. (d) When a returning nurse is in need of modified work or a permanent accommodation, the Employer will notify the RTWC and will provide to them the information obtained under (c) above. (e) As soon as practicable, the Committee will meet with the affected nurse, the Manager and Occupational Health Services to create and recommend a return to work plan. In some cases, if the RTWC can not meet in a timely manner, the Chair, in consultation with the nurse, will initiate a return to work prior to the RTWC meeting. The RTWC will review plan at the soonest possible time. (f) In creating a return to work plan, Occupational Health Services will take a lead role in making recommendations to the Committee and the Manager, which will examine the disabled nurse’s abilities and accommodation needs to determine if the nurse can return to her: i) original position; ii) original unit; iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement; iv) alternate positions outside the original unit. (g) In creating a return to work plan, the Committee, the Manager and Occupational Health Services, in consultation with Human Resources will consider the nurse’s abilities and accommodation needs, if she is unable to return to work in accordance with Article (f) above, they will identify any positions in the organization in which the nurse may be accommodated. (h) A nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a nurse will remain on the list of nurses requiring permanent accommodation provided under Article (b) vii) above. Once a nurse has been offered appropriate permanent accommodation, she will be removed from the list of nurses requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one (1) nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases, the parties agree that in complying with Articles (f), (g) and

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersNurses requiring accommodation, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ ' responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled those employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.. For the purposes of expediting communication the Hospital and the Union agree that participants will use electronic communication where available (a) At A joint Return to Work Committee (RWC) comprised of the regular HAC meeting bargaining unit president, the RTW lead and or alternate and Hospital representatives will be established. One union representatives will be recognized as the RTW lead. The Committee will meet monthly with the ability to call additional meetings as necessary. The Union RTW lead will receive pay at least bi-monthly straight time or time in lieu where possible for hours spent in return to work meetings on a day off. Such hours are invisible for the Employer purposes of determining premium. (b) The Hospital will provide an updated list of information to the bargaining unit president Union RTW lead, one week before the monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses Employees who have been absent from work because of disability for more than twenty-four three (2423) months; iv) Nurses Employees who are currently off for thirty (30) days or longer due to illness. v) Employees who are currently on a temporary modified work program; vvi) Nurses Employees who are currently permanently accommodated in the workplace; vivii) Nurses awaiting Employees who require temporary modified work; viiviii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Health, Safety and Wellness Department with medical verification of her her/his ability to return to work including information regarding any restrictions. It is understood that the Occupational Health Physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of a permanent accommodation the Hospital will notify the Union RTW lead and will provide him/her the information obtained under (c) above.* *The Union commits when providing its list of reps it will identify who the RTW Lead is, and will update accordingly. (e) As soon as practicable, the employer and the Union will meet with the affected employee and the Manager to create and recommend a return to work plan. (f) In creating a return to work plan, the Hospital and the Union will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to her/his: i) Original position ii) Original unit iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement iv) Alternate positions outside the original unit v) Alternate positions within the program vi) Alternate positions within the Hospital (g) In creating a return to work plan, the committee will consider the employee’s abilities and accommodation needs and if she/he is unable to return to work in accordance with (f) above, the committee will identify any positions in the Hospital in which the employee may be accommodated. (i) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with the Collective Agreement, they must balance additional factors including in no particular order: i) skills, ability and experience ii) ability to acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce v) seniority. (j) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in the Collective Agreement are relatively equal, seniority shall govern. (k) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful. (l) The committee will develop and recommend strategies for; i) integrating accommodated workers back into the workplace ii) educating employees about the legal, personal, organizational aspects of disabled workers to work.

Early and Safe Return to Work. 21.01 The Hospital Health Centre and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Employer Health Centre and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At 21.02 Employees requiring modification for return to work whether work related, LTD, or short term will be represented at the regular HAC meeting or at least bi-monthly by the Employer local representative of the Ontario Nurses’ Association with the option of involving a staff representative. 21.03 The employer will notify the local representative of all ONA employees in need of modified work/hours. Any plan for modified work must be provided to the Union. 21.04 The Health Centre will provide an updated list of information to the bargaining unit president Union before each monthly meeting including the following: i(a) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii(b) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii(c) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a required temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting or permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised 21.05 It is understood that it is the obligation of the Bargaining Unit President disabled employee in receipt of short-term or designate, long-term disability benefits to ensure the Health Centre’s Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time Department is advised as soon as possible of any change in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her restrictions which may affect their ability to return to work including information regarding any restrictionsregular or modified duties. The Health Centre will advise the Union of offers of permanent accommodation within or outside the bargaining unit. The Parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Health Centre will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, (within a reasonable time frame), seniority and path of least disruption in the workplace. Before posting, the Health Centre’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. The substantive position of the nurse who needs permanent accommodation may be posted where the weight of medical evidence establishes that there is no reasonable prospect of a return to their position in the foreseeable future.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Hospital and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RWC) comprised of an equal number of Union and Hospital representatives will be established. One of the regular HAC meeting or Union representatives will be recognized as co-chair. One of the Hospital representatives will be recognized as the other co- chair. The Committee will meet at least bionce per month. The Union co-monthly chair, if they attend return to work meetings on their day off, will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the Employer purposes of determining premium. The Hospital and the Union agree to communicate through electronic and other communication processes to expedite the work of the committee. (b) The Hospital will provide an updated list of information to the bargaining unit president (RWC) before each monthly meeting including the following: (i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; (ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; (iii) Nurses Employees who have been absent from work because of disability for more than twenty-four 23 months (24) months; iv) Nurses Employees who are currently on a temporary modified work program; (v) Nurses Employees who are currently permanently accommodated in the workplace; (vi) Nurses awaiting Employees who require temporary modified work; (vii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready their treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her their ability to return to work including information regarding any restrictions. The employee will advise their manager that they wish to return to work. The Occupational Health Department will advise the manager when they are cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of modified work or a permanent accommodation the Hospital will notify the RWC co-chairs and will provide to them the information obtained under (c) above. (e) As soon as practicable the co-chairs or their designates will meet with the affected employee and the manager and Occupational Health to create and recommend a return to work plan. (f) In creating a return to work plan, the co-chairs or their designates and the manager and Occupational Health will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to their: (i) original position (ii) original unit (iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement. (iv) alternate positions outside the original unit. (g) In creating a return to work plan, the co-chairs or their designates and the manager and Occupational Health will consider the employee’s abilities and accommodation needs, and if they are unable to return to work in accordance with article (f) above, they will identify any positions in the Hospital in which the employee may be accommodated. (h) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under article (b) (vii) above. Once an employee has been offered appropriate permanent accommodation they will be removed from the list of employees requiring permanent accommodation. The Hospital will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (f) and (g) and (h) above, they must first consider the skills, ability and experience of the employees. They may then balance additional factors including but not restricted to: (i) ability to acquire skills (ii) seniority (iii) path of least disruption in the workplace (j) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in article (i) are relatively equal, seniority shall govern. (k) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. (l) The committee will develop and recommend strategies for: (i) integrating accommodated workers back into the workplace (ii) educating employees about the legal, personal, organizational aspects of returning disabled workers to work

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersNurses requiring accommodation, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ ' responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled those employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.. For the purposes of expediting communication the Hospital and the Union agree that participants will use electronic communication where available (a) At A joint Return to Work Committee (RWC) comprised of the regular HAC meeting bargaining unit president, the RTW lead and or alternate and Hospital representatives will be established. One union representatives will be recognized as the RTW lead. The Committee will meet monthly with the ability to call additional meetings as necessary. The Union RTW lead will receive pay at least bi-monthly straight time or time in lieu where possible for hours spent in return to work meetings on a day off. Such hours are invisible for the Employer purposes of determining premium. (b) The Hospital will provide an updated list of information to the bargaining unit president Union RTW lead, one week before the monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses Employees who have been absent from work because of disability for more than twenty-four three (2423) months; iv) Nurses Employees who are currently off for thirty (30) days or longer due to illness. v) Employees who are currently on a temporary modified work program; vvi) Nurses Employees who are currently permanently accommodated in the workplace; vivii) Nurses awaiting Employees who require temporary modified work; viiviii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Health, Safety and Wellness Department with medical verification of her their ability to return to work including information regarding any restrictions. It is understood that the Occupational Health Physician is not the treating physician for the disabled employee.

Early and Safe Return to Work. ‌ 21.01 The Hospital Health Centre and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Employer Health Centre and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At 21.02 Employees requiring modification for return to work whether work related, LTD, or short term will be represented at the regular HAC meeting or at least bi-monthly by the Employer local representative of the Ontario Nurses’ Association with the option of involving a staff representative. 21.03 The employer will notify the local representative of all ONA employees in need of modified work/hours. Any plan for modified work must be provided to the Union. 21.04 The Health Centre will provide an updated list of information to the bargaining unit president Union before each monthly meeting including the following: i(a) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii(b) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii(c) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a required temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting or permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised 21.05 It is understood that it is the obligation of the Bargaining Unit President disabled employee in receipt of short-term or designate, long-term disability benefits to ensure the Health Centre’s Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time Department is advised as soon as possible of any change in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her restrictions which may affect their ability to return to work including information regarding any restrictionsregular or modified duties. The Health Centre will advise the Union of offers of permanent accommodation within or outside the bargaining unit. The Parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Health Centre will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, (within a reasonable time frame), seniority and path of least disruption in the workplace. Before posting, the Health Centre’s Human Resources department 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. The substantive position of the nurse who needs permanent accommodation may be posted where the weight of medical evidence establishes that there is no reasonable prospect of a return to her position in the foreseeable future.

Early and Safe Return to Work. The Hospital Employer and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersemployees, to restoring them to work which is meaningful for them and valuable to the HospitalEmployer, and to meeting the parties’ responsibilities under the law. To that end, the Hospital Employer and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RTWC) comprised of: Occupational Health Coordinator, Bargaining Unit President or designate, the employee and the employee’s Supervisor. The Occupational Health Coordinator will be recognized as the RTWC Chair. The Committee will meet as necessary. The Employer will pay the Bargaining Unit President or designate, at her regular HAC meeting or at least bi-monthly straight time hourly rate, for all time spent in return to work meetings outside of her regular scheduled working hours. Such hours are invisible for the purposes of determining premium. (b) The Employer will provide an updated list of information to the bargaining unit president RTWC before each meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits;. ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked;. iii) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months;. iv) Nurses Employees who are currently on a temporary modified work program;. v) Nurses Employees who are currently permanently accommodated in the workplace;. vi) Nurses awaiting Employees who require temporary modified work;. vii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Services with medical this verification of her ability to return to work including information regarding any restrictions. The employee will advise her Supervisor or Occupational Health Services that she wishes to return to work. The Occupational Health Services will advise the Supervisor when she is cleared to return to work. It is understood that the Employee Health physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of modified work or a permanent accommodation, the Employer will notify the RTWC and will provide to them the information obtained under (c) above. (e) As soon as practicable, the Committee will meet with the affected employee, the Manager and Occupational Health Services to create and recommend a return to work plan. In some cases, if the RTWC can not meet in a timely manner, the Chair, in consultation with the employee, will initiate a return to work prior to the RTWC meeting. The RTWC will review plan at the soonest possible time. (f) In creating a return to work plan, Occupational Health Services will take a lead role in making recommendations to the Committee and the Supervisor, which will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to her: i) original position; ii) original unit; iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement; iv) alternate positions outside the original unit. (g) In creating a return to work plan, the Committee, the Supervisor and Occupational Health Services, in consultation with Human Resources will consider the employee’s abilities and accommodation needs, if she is unable to return to work in accordance with Article (f) above, they will identify any positions in the organization in which the worker may be accommodated. (h) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under Article (b) vii) above. Once an employee has been offered appropriate permanent accommodation, she will be removed from the list of employees requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular reason or arrangement. In such cases, the parties agree that in complying with Articles (f), (g) and (h) above, they must first consider the skills, ability and experiences of the employees. They may then balance additional factors including but not restricted to: i) ability to acquire skills; ii) seniority; iii) path of least disruption in the workplace. (j) When more than one (1) employee is deemed by the Committee to be suitable for a particular position or arrangement, and the factors set out in Article (i) are relatively equal, seniority shall govern. (k) The Committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. (l) The Committee will develop and recommend strategies for: i) integrating accommodated employees back into the workplace; ii) educating employee about the legal, personal, organizational aspects of returning disabled workers to work.

Early and Safe Return to Work. a) The Hospital parties recognize their duties and obligations under the Ontario Human Rights Code with respect to accommodating disabled employees. In this regard, the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to Employer will cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. It is agreed that employees will be entitled to Union representation at all times during the Return to Work process. The Employer will advise the employee of this right. If the employee wishes to waive their right to union representation, the employee shall advise both the Employer and the Union. (ab) At The Employer agrees to provide the regular HAC meeting or at least bi-monthly employee and the Employer will provide an updated list Union with a copy of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Worker’s Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including Form 7 at the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in same time as it is sent to the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplaceBoard. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready their treating physician to return to work will provide the Occupational Health Service Nurse with medical this verification of her their ability to return to work including information regarding any restrictions. The employee will advise the manager that he/she wishes to return to work. The Occupational Health Nurse will advise the manager when the employee is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. The Employer shall have the right to require the employee to undergo an independent medical evaluation at the Employer’s expense. Note: It is understood that, should the Employer no longer retain the services of an Occupational Health Nurse, the reference in this Article will be deemed to refer to the appropriate Human Resources designate. It is further understood that this Human Resources designate will adhere to any and all privacy legislation. d) When a returning employee is in need of modified work or a permanent accommodation the Employer will notify the Union and will provide to them the information obtained under c) above. e) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under a) above. Once an employee has been offered appropriate permanent accommodation he/she will be removed from the list of employees requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Hospital and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RWC) comprised of an equal number of Union and Hospital representatives will be established. One of the regular HAC meeting or Union representatives will be recognized as co-chair. One of the Hospital representatives will be recognized as the other co- chair. The Committee will meet at least bionce per month. The Union co-monthly chair, if she attends return to work meetings on her day off, will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the Employer purposes of determining premium. The Hospital and the Union agree to communicate through electronic and other communication processes to expedite the work of the committee. (b) The Hospital will provide an updated list of information to the bargaining unit president (RWC) before each monthly meeting including the following: (i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; (ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; (iii) Nurses Employees who have been absent from work because of disability for more than twenty-four 23 months (24) months; iv) Nurses Employees who are currently on a temporary modified work program; (v) Nurses Employees who are currently permanently accommodated in the workplace; (vi) Nurses awaiting Employees who require temporary modified work; (vii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her ability to return to work including information regarding any restrictions. The employee will advise her manager that she wishes to return to work. The Occupational Health Department will advise the manager when she is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of modified work or a permanent accommodation the Hospital will notify the RWC co-chairs and will provide to them the information obtained under (c) above. (e) As soon as practicable the co-chairs or their designates will meet with the affected employee and the manager and Occupational Health to create and recommend a return to work plan. (f) In creating a return to work plan, the co-chairs or their designates and the manager and Occupational Health will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to her: (i) original position (ii) original unit (iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement. (iv) alternate positions outside the original unit. (g) In creating a return to work plan, the co-chairs or their designates and the manager and Occupational Health will consider the employee’s abilities and accommodation needs, and if she is unable to return to work in accordance with article (f) above, they will identify any positions in the Hospital in which the employee may be accommodated. (h) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under article (b) (vii) above. Once an employee has been offered appropriate permanent accommodation she will be removed from the list of employees requiring permanent accommodation. The Hospital will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (f) and (g) and (h) above, they must first consider the skills, ability and experience of the employees. They may then balance additional factors including but not restricted to: (i) ability to acquire skills (ii) seniority (iii) path of least disruption in the workplace (j) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in article (i) are relatively equal, seniority shall govern. (k) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. (l) The committee will develop and recommend strategies for: (i) integrating accommodated workers back into the workplace (ii) educating employees about the legal, personal, organizational aspects of returning disabled workers to work

Early and Safe Return to Work. K-1 The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. For the purposes of expediting communication the Hospital and the Union agree that participants will use electronic communication where available. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) K-2 A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Joint Return to Work Team Committee (RTWRWC) attend a return to work meetingcomprised of an equal number of Union and Hospital representatives will be established. One (1) of the Union representatives will be recognized as co-chair. The RTW team Committee will be comprised of the Bargaining Unit President or designatemeet as required. The Union co-chair, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate if she/he attends RTW RWC meetings on her her/his day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW RWC meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. . K-3 A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her her/his ability to return to work including information regarding any restrictions. K-4 When a returning nurse is in need of a permanent accommodation, the Hospital will notify the Bargaining Unit President and will provide the information obtained under K-3 above. K-5 As soon as practicable, the Committee will meet with the affected nurse to create and recommend a return to work plan. K-6 In creating a return to work plan, the committee will examine the disabled nurse’s abilities and accommodation needs to determine if they can return her to: i) Original position; ii) Original unit; iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement; iv) Alternate positions within nursing outside the original unit. K-7 In creating a return to work plan, the committee will consider the nurse’s abilities and accommodation needs, and if she/he is unable to return to work in accordance with K-6 above, the committee will identify any positions in the Hospital in which the nurse may be accommodated. K-8 A nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a nurse will remain on the list of nurses requiring permanent accommodation. K-9 The parties recognize that more than one (1) nurse may be suitable for a particular position or arrangement. In such cases, the parties agree that in complying with articles K-6, K-7 and K-8 above, they must balance additional factors including, in no particular order: i) Skills, ability and experience; ii) Ability to acquire skills; iii) Path of least disruption to work place; iv) The principle that more should be done to provide work to someone who otherwise would remain outside the active workforce; v) Seniority. K-10 When more than one (1) nurse is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in articles K-6 to K-9 are relatively equal, seniority shall govern. K-11 The committee will monitor the status of accommodated nurses and status of nurses awaiting accommodation. K-12 ALTERNATIVE PLACEMENTS i) Before posting, the Committee 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 home unit in accordance with article (e). ii) If a vacancy is identified as suitable for accommodation purposes, the Committee may recommend holding the posting and convene meeting of the Committee 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, the safety of the 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.

Early and Safe Return to Work. ‌ The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits;. ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked;. iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months;. iv) Nurses who are currently on a temporary modified work program;. v) Nurses who are currently permanently accommodated in the workplace;. vi) Nurses awaiting temporary modified work;. vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/modified / light / alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersRTs requiring accommodation, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ ' responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled those employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At A joint Return to Work committee (RTW) comprised of the regular HAC meeting bargaining unit president, the RTW lead and or alternate and Hospital representatives will be established. One (1) Union representative will be recognized as the RTW lead. RTW issues will be discussed at least bi-monthly the Employer Hospital Association Committee meeting, with the ability to call additional meetings as necessary. The Union RTW lead will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings on a day off. Such hours are invisible for the purposes of determining premium. (b) The Hospital will provide an updated list of information to the bargaining unit president Union RTW lead, one (1) week before each the monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses Employees who have been absent from work because of disability for more than twenty-four three (2423) months; iv) Nurses Employees who are currently off for thirty (30) days or longer due to illness. v) Employees who are currently on a temporary modified work program; vvi) Nurses Employees who are currently permanently accommodated in the workplace; vivii) Nurses awaiting Employees who require temporary modified work; viiviii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Department with medical verification of her her/his ability to return to work including information regarding any restrictions. It is understood that the Occupational Health Physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of a permanent accommodation the Hospital will notify the Union RTW lead and will provide him/her the information obtained under (c) above. (e) As soon as practicable the committee Chair or their designate, and the Union will meet with the affected employee and the Manager to create and recommend a return to work plan. (f) In creating a return to work plan, the committee will consider the employee's abilities and accommodation needs and if she/he is unable to return to work in accordance with (e) above, the committee will identify any positions in the Hospital in which the employee may be accommodated. (g) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with the Collective Agreement, they must balance additional factors including in no particular order: i) skills, ability and experience ii) ability to acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce v) seniority. (h) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in the Collective Agreement are relatively equal, seniority shall govern. i) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful. j) The committee will develop and recommend strategies for: i. integrating accommodated workers back into the workplace ii. educating employees about the legal, personal, organizational aspects of disabled workers to work. k) 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. l) 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. disabled workers to work.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful and safe for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Hospital and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At the regular HAC A joint return to work meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently be held on a temporary modified work program; vmonthly basis or less frequently as required. The following representatives will attend the meeting: a designated Union representative, a designated representative from Human Resources, a representative from Occupational Health and a Recovery Program Coordinator. The Manager(s) Nurses of employees who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend require a return to work meetingplan will attend the meeting as required. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health Union representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW if they attend return to work meetings on her their day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW return to work meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse Hospital and the Union agree to communicate through electronic and other communication processes to expedite the work of the committee. The Return to Work Committee will advise her manager monitor the status of accommodated employees and Occupational Health Services that she wishes the status of employees awaiting accommodation, and the Return to return to work. Work Committee will review the safety of accommodations during their regular inspections of the workplace. (b) A disabled nurse employee who is ready has obtained medical clearance from their treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her their ability to return to work including information regarding any restrictions. The Employee will advise their manager that they wish to return to work. The Occupational Health Department will advise the Manager when they are cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. (c) When a returning employee is in need of modified work or a permanent accommodation the Occupational Health Department will notify the designated Union representative and the designated Human Resources representative and will provide to them the information obtained under (b) above. (d) As soon as practicable there will be a meeting with the affected employee, the Manager, a Union representative and a representative of Occupational Health to create and recommend a return to work plan. A representative of the Union and/or Human Resources may attend if requested. (e) In creating a return to work plan, the designated Union representative and the designated Human Resources representative and the Manager and Occupational Health will consider the Employee’s abilities and accommodation needs, and if they are unable to return to work in accordance with Article (d) above, they will identify any positions in the Hospital in which the Employee may be accommodated. (f) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under Article N.1 (e). Once an employee has been offered appropriate permanent accommodation they will be removed from the list of employees requiring permanent accommodation. The Hospital will advise the Union of offers of permanent accommodation. (g) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with Articles (e) and (f) above, they must first consider the skills, ability and experience of the Employees. They may then balance additional factors including but not restricted to: (i) ability to acquire skills (ii) seniority (iii) path of least disruption in the workplace (h) When more than one employee is deemed by the members of the return to work meeting to be suitable for a particular position or arrangement, and the factors set out in Article (g) are relatively equal, seniority shall govern. (i) The Occupational Health Department will monitor the status of accommodated employees and the status of employees awaiting accommodation. (j) The Occupational Health Department will develop and recommend strategies for: (i) safely integrating accommodated workers back into the workplace (ii) educating employees about the legal, personal, organizational aspects of returning disabled workers to work.

Early and Safe Return to Work. The Hospital and the Union are committed Company agrees to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable fully comply with legislation relating to the HospitalEARLY AND SAFE RETURN TO WORK (ESRTW) program, and have outlined sample language in that regard as detailed in this Appendix. Workplace related injured or ill employees requiring ESRTW or accommodation will be actively involved in all aspects of the Program to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the ensure a successful return to work of disabled employeeswill result. The Employer and union acting as the Union agree that ongoing and timely communication by bargaining agent for all participants employees covered under the collective agreement is recognized as an equal participant. Every employee shall be re-employed at the appropriate time following an injury or illness. Employees participating in this process program will be paid at the rate of the accommodated job whichever is highest. If an employee’s injury/illness work cannot be accommodated so that the employee can perform the essential duties of that assignment, then the employee will be offered alternative and available work. Every attempt will be made to offer alternative work that is comparable in nature to the success pre-injury/illness employment having regard for the collective agreement. Accommodation of the process. (a) At employee’s pre-injury/illness work or workplace may include such things as modifications to the regular HAC meeting job or at least biwork station, reorganization of the work, providing technical aids, and/or retraining the employee so that the essential duties of the pre-monthly injury/illness assignment or suitable alternative employment within the Employer will provide an updated list employee’s workplace can be performed. Any assignment of information to duties outside the bargaining unit president including will only be considered if all attempts at accommodating the following: i) Nurses absent employee have been exhausted. It will not be an accepted practice to off-load work from the returning employee onto any other employee. Essential Duties is understood to be “the duties necessary to produce the job outcome: and that not all duties of the work because assignment are essential duties. Suitable modified work is understood to be: • Work that the employee has the necessary skills to perform or can obtain in a reasonable time period, is of disability who are a meaningful, productive, value added nature • Has either a vocational or medical rehabilitative component. Any accommodation to be considered under this Program must have regard for the bargaining unit members and the collective agreement. Any accommodation will be explicitly outlined in receipt of the ESRTW Plan and shall not be revoked without reason and prior written notice to the union. All accommodations must be outlined in writing and provided to all parties. The employer will cover all lost time worked by those covered under the Accommodating Committee. This program is intended to ensure adherence to the Workplace Safety and Insurance Board benefits; iiAct, The Ontario Human Rights Code, all applicable Labour legislation and the Collective Agreement. Working Committee: • Employer designated WSIB/RTW representative (Co-Chairperson) Nurses absent from work because • Union designated WSIB/RTW representative (Co-Chairperson) • Employee requiring accommodation • Local Union President (or designate) The working committee will function on and as needed basis addressing the needs of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently those employees requiring accommodation. The committee will meet on a temporary modified work program; v) Nurses who are currently permanently accommodated mutually agreed time. The employer will provide any training deemed necessary to assist in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in of the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, employee and the employer will have a joint Return to Work Team (RTW) attend a return to work meetingincur the full cost of said training. The RTW team Working Committee will determine the appropriate course of accommodation with the assistance of the Doctor’s report, F.A.F. and any suggestions made by an ergonomist, where necessary. The primary focus and initiative will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return the employee back to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictionstheir pre- injury employment.

Early and Safe Return to Work. 21.01 The Hospital Health Centre and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Employer Health Centre and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At 21.02 Employees requiring modification for return to work whether work related, LTD, or short term will be represented at the regular HAC meeting or at least bi-monthly by the Employer local representative of the Ontario Nurses’ Association with the option of involving a staff representative. 21.03 The employer will notify the local representative of all ONA employees in need of modified work/hours. Any plan for modified work must be provided to the Union. 21.04 The Health Centre will provide an updated list of information to the bargaining unit president Union before each monthly meeting including the following: i(a) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii(b) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii(c) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a required temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting or permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised 21.05 It is understood that it is the obligation of the Bargaining Unit President disabled employee in receipt of short-term or designate, long-term disability benefits to ensure the Health Centre’s Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time Department is advised as soon as possible of any change in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her restrictions which may affect their ability to return to work including information regarding any restrictionsregular or modified duties. The Health Centre will advise the Union of offers of permanent accommodation within or outside the bargaining unit. The Parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Health Centre will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, (within a reasonable time frame), seniority and path of least disruption in the workplace. Before posting, the Health Centre’s Human Resources department 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. The substantive position of the nurse who needs permanent accommodation may be posted where the weight of medical evidence establishes that there is no reasonable prospect of a return to her position in the foreseeable future.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, consistent and fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting or exceeding the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the processEmployees. (a) At A return to work committee will be composed of the regular HAC meeting or at least bi-Union’s Return to Work Representatives, the Employee Health Nurse, and a Representative of Human Resources, as required. The committee will meet monthly to monitor the Employer status of accommodated employees, the status of employees awaiting accommodation, nurses on LTD and will provide an updated list review the safety of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplaceexisting accommodations. (b) A disabled nurse returning to Employees off work from a disability including WSIB to a modified/light/alternative work program, for thirty (30) calendar days or greater will have a joint be provided with the agreed upon Return to Work Team letter, attached as Appendix C. (RTWc) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready Prior to return to work a Nurse will provide the Occupational Employee Health Service Nurse with medical verification of her ability to return to work including information regarding any restrictionsrestrictions the Nurse may have that require accommodation in order to safely return to work. Upon receipt of the above noted medical verification, or at the request of either party, the Hospital, the Union representative and the Employee will meet to discuss the nurse’s potential return to work. The affected Nurse may also request the presence of the Bargaining Unit President or designate and/or the Labour Relations Officer to attend the RTW meeting; however the ability of these additional representatives will not delay such RTW meeting. Following the RTW meeting, a copy of the workplace modification form will be provided to the employee, and the Union’s return to work representative. (d) When a returning Nurse is in need of a permanent accommodation, the Hospital will notify the Union’s Return to Work Representative and will provide the information under (c), above. (e) In creating a return to work plan, the RWC and the Manager will examine the disabled Xxxxx’s abilities and accommodation needs to determine if the Nurse can return to her: i) Original position; ii) Original unit; iii) Original unit/position with modifications to the work area and/or equipment and/or work arrangement; iv) Alternate positions outside of the original unit. (f) In developing a return to work plan, the RWC will consider the Nurse’s abilities and accommodation needs, and if she is unable to return to work in accordance with Article (e), above, the RWC will identify any positions in the Hospital in which the Nurse may be accommodated. (g) A Nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a Nurse will remain on the list of Nurses requiring permanent accommodation. (h) The parties recognize that more than one (1) Nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases, the parties agree that in complying with the provisions of this Article, they must balance additional factors including, in no particular order: i) Skills, ability and experience; ii) Ability to acquire skills; iii) Path of least disruption in the workplace; iv) The principle that more should be done to provide work to a Nurse who would otherwise remain outside the active workplace; v) Seniority. vi) Timing of return to work (i) When more than one (1) Nurse is deemed by the RWC to be suitable for a particular position or arrangement, and the factors set out above are relatively equal, seniority shall govern.

Early and Safe Return to Work. The Hospital Employer and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersemployees, to restoring them to work which is meaningful for them and valuable to the HospitalEmployer, and to meeting the parties’ responsibilities under the law. To that end, the Hospital Employer and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RTWC) comprised of: Occupational Health Coordinator, Bargaining Unit President or designate, the employee and the employee’s Supervisor. The Occupational Health Coordinator will be recognized as the RTWC Chair. The Committee will meet quarterly or as necessary. The Employer will pay the Bargaining Unit President or designate, at their regular HAC meeting or at least bi-monthly straight time hourly rate, for all time spent in return to work meetings outside of their regular scheduled working hours. Such hours are invisible for the purposes of determining premium. (b) The Employer will provide an updated list of information to the bargaining unit president RTWC before each meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits;. ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked;. iii) Nurses Employees who have been absent from work because of disability for more than twenty-four (24) months;. iv) Nurses Employees who are currently on a temporary modified work program;. v) Nurses Employees who are currently permanently accommodated in the workplace;. vi) Nurses awaiting Employees who require temporary modified work;. vii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready their treating physician to return to work will provide the Occupational Health Service Services with medical this verification of her their ability to return to work including information regarding any restrictions. The employee will advise their Supervisor or Occupational Health Services that they wish to return to work. The Occupational Health Services will advise the Supervisor when they are cleared to return to work. It is understood that the Employee Health Physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of modified work or a permanent accommodation, the Employer will notify the RTWC and will provide to them the information obtained under (c) above. (e) As soon as practicable, the Committee will meet with the affected employee, the Manager and Occupational Health Services to create and recommend a return to work plan. In some cases, if the RTWC can not meet in a timely manner, the Chair, in consultation with the employee, will initiate a return to work prior to the RTWC meeting. The RTWC will review plan at the soonest possible time. (f) In creating a return to work plan, Occupational Health Services will take a lead role in making recommendations to the Committee and the Supervisor, which will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to their: i) original position; ii) original unit; iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement; iv) alternate positions outside the original unit. (g) In creating a return to work plan, the Committee, the Supervisor and Occupational Health Services, in consultation with Human Resources will consider the employee’s abilities and accommodation needs, if they are unable to return to work in accordance with Article

Early and Safe Return to Work. i) The Hospital and facility will notify in writing the Union are committed Bargaining Unit President or Vice President of the local Nurse’s Association of the names of all nurses who go off work due to a consistentwork related injury, fair approach to meeting or when a nurse goes on LTD, WSIB, modified work (or when the needs of disabled workersemployer becomes aware that a nurse may require modified work), to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the processor on an extended illness. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because When it has been medically determined that a nurse is unable to return to the full duties of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB her/his position due to a modified/light/alternative work programdisability, the Facility will have a joint notify the Return to Work Team Committee (RTW) attend a return to work meeting. The RTW team RWC), which will be comprised consist of the Bargaining Unit Employee Relations Manager or designate, the local President or designate, the Occupational Health representativeManager or designate and the direct Manager of the unit or area, and the manager and Human Resources. injured or disabled nurse, to discuss the circumstances surrounding the nurses’ safe return to suitable work. iii) If the Bargaining Unit President bargaining union president, or designate attends RTW meetings the return to work meeting on her day her/his time off, she / he /he will receive pay at straight time or time off in lieu lieu, where possible for the hours she/he spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to early return to work meetings. iv) The Occupational Health Unit will monitor the status of the accommodated nurse and the status of nurses awaiting accommodation. A nurse who was off work due to illness or injury shall provide the Occupational Health Service Unit with medical verification supporting documentation of her her/his ability to return to work including information regarding any restrictions. v) When a returning employee is in need of a temporary or permanent accommodation the Facility will notify the RWC and will provide to them the restrictions as provided by the nurse’s treating physician or specialist. vi) The RWC will meet with the affected nurse to create and recommend a return to work plan. vii) In creating a return to work plan, the RWC will examine the nurse’s abilities and accommodation requirements to determine if the nurse can return to her/his: i) Original position ii) Original unit iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement iv) Alternate positions outside the original unit viii) When the parties agree to a permanent accommodation, due to disability 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. ix) When it is medically determined that a nurse requires a permanent accommodation the nurse may be temporarily accommodated until a permanent arrangement is established. Such employee will remain on the list of employees requiring permanent accommodation provided under Article J.5 (i) until appropriate permanent accommodation has been offered.

Early and Safe Return to Work. The Hospital Employer and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the HospitalEmployer, and to meeting the parties’ responsibilities under the law. To that end, the Hospital Employer and the Union agree to cooperate in facilitating the return to work of disabled employeesnurses. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At A joint Return to Work Committee (RTW) comprised of an equal number of Union and Employer representatives will be established. The Employee Health and Wellness Coordinator will be recognized as the regular HAC meeting or RTW Chair. The Committee will meet at least bi-monthly once per month. The Bargaining Unit President, or in her absence one (1) Union Representative, if she attends return to work meetings on her day off, will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purposes of determining premium. (b) The Employer will provide an updated list of information to the bargaining unit president (RTW) before each monthly meeting including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four three (2423) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting who require temporary modified work; vii) Nurses awaiting who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Employee Health Service Department with medical this verification of her ability to return to work including information regarding any restrictions. The nurse will advise her manager that she wishes to return to work. The Employee Health Department will advise the manager when she is cleared to return to work. It is understood that the Employee Health physician is not the treating physician for the disabled nurse. (d) When a returning nurse is in need of modified work or a permanent accommodation the Employer will notify the RTW and will provide to them the information obtained under (c) above. (e) As soon as practicable the Committee will meet with the affected nurse and the manager and Employee Health to create and recommend a return to work plan. (f) In creating a return to work plan, the Committee, the manager and Employee Health will examine the disabled nurse’s abilities and accommodation needs to determine if the nurse can return to her: i) original position ii) original unit iii) original unit/position with modifications to the work area and/or equipment and/or the work arrangement. iv) alternate positions outside the original unit. (g) In creating a return to work plan, the Committee, the manager and Employee Health will consider the nurse’s abilities and accommodation needs, and if she is unable to return to work in accordance with article (f) above, they will identify any positions in the Employer in which the nurse may be accommodated. (h) A nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a nurse will remain on the list of nurses requiring permanent accommodation provided under article (b) (vii) above. Once a nurse has been offered appropriate permanent accommodation she will be removed from the list of nurses requiring permanent accommodation. The Employer will advise the Union of offers of permanent accommodation. (i) The parties recognize that more than one nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (f) and (g) and (h) above, they must first consider the skills, ability and experience of the nurses. They may then balance additional factors including but not restricted to: i) ability to acquire skills ii) Seniority iii) path of least disruption in the workplace iv) skills, ability and experience. (j) When more than one nurse is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in article (i) are relatively equal, seniority shall govern.

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. The Hospital and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication. (a) At the regular HAC A joint return to work meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently be held on a temporary modified work program; vmonthly basis or less frequently as required. The following representatives will attend the meeting: a designated Union representative, a designated representative from Human Resources, a representative from Occupational Health and a Recovery Program Coordinator. The manager(s) Nurses of employees who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend require a return to work meetingplan will attend the meeting as required. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health Union representative, the manager and Human Resources. If the Bargaining Unit President or designate if she attends RTW return to work meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW return to work meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager Hospital and Occupational Health Services that she wishes the Union agree to return communicate through electronic and other communication processes to work. expedite the work of the committee. (b) A disabled nurse employee who is ready has obtained medical clearance from her treating physician to return to work will provide the Occupational Health Service Department with medical this verification of her ability to return to work including information regarding any restrictions. The employee will advise her manager that she wishes to return to work. The Occupational Health Department will advise the manager when she is cleared to return to work. It is understood that the Occupational Health physician is not the treating physician for the disabled employee. (c) When a returning employee is in need of modified work or a permanent accommodation the Occupational Health Department will notify the designated Union representative and the designated Human Resources representative and will provide to them the information obtained under (b) above. (d) As soon as practicable there will be a meeting with the affected employee, the Manager and a representative of Occupational Health to create and recommend a return to work plan. A representative of the Union and/or Human Resources may attend if requested. (e) In creating a return to work plan, the designated Union representative and the designated Human Resources representative and the manager and Occupational Health will consider the employee’s abilities and accommodation needs, and if she is unable to return to work in accordance with article (d) above, they will identify any positions in the Hospital in which the employee may be accommodated. (f) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such an employee will remain on the list of employees requiring permanent accommodation provided under article N.1 (e). Once an employee has been offered appropriate permanent accommodation she will be removed from the list of employees requiring permanent accommodation. The Hospital will advise the Union of offers of permanent accommodation. (g) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (e) and (f) above, they must first consider the skills, ability and experience of the employees. They may then balance additional factors including but not restricted to: (i) ability to acquire skills (ii) seniority (iii) path of least disruption in the workplace (h) When more than one employee is deemed by the members of the return to work meeting to be suitable for a particular position or arrangement, and the factors set out in article (g) are relatively equal, seniority shall govern. (i) The Occupational Health Department will monitor the status of accommodated employees and the status of employees awaiting accommodation. (j) The Occupational Health Department will develop and recommend strategies for: (i) integrating accommodated workers back into the workplace (ii) educating employees about the legal, personal, organizational aspects of returning disabled workers to work (k) 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

Early and Safe Return to Work. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workersNurses requiring accommodation, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ ' responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled those employees. The Employer Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.. For the purposes of expediting communication the Hospital and the Union agree that participants will use electronic communication where available (a) At A joint Return to Work Committee (RWC) comprised of the regular HAC meeting bargaining unit president, the RTW lead and or alternate and Hospital representatives will be established. One union representatives will be recognized as the RTW lead. The Committee will meet monthly with the ability to call additional meetings as necessary. The Union RTW lead will receive pay at least bi-monthly straight time or time in lieu where possible for hours spent in return to work meetings on a day off. Such hours are invisible for the Employer purposes of determining premium. (b) The Hospital will provide an updated list of information to the bargaining unit president Union RTW lead, one week before the monthly meeting including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses Employees who have been absent from work because of disability for more than twenty-four three (2423) months; iv) Nurses Employees who are currently off for thirty (30) days or longer due to illness. v) Employees who are currently on a temporary modified work program; vvi) Nurses Employees who are currently permanently accommodated in the workplace; vivii) Nurses awaiting Employees who require temporary modified work; viiviii) Nurses awaiting Employees who require permanent accommodation in the workplace. (bc) A disabled nurse returning to work employee who has obtained medical clearance from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready treating physician to return to work will provide the Occupational Health Service Health, Safety and Wellness Department with medical verification of her her/his ability to return to work including information regarding any restrictions. It is understood that the Occupational Health Physician is not the treating physician for the disabled employee. (d) When a returning employee is in need of a permanent accommodation the Hospital will notify the Union RTW lead and will provide him/her the information obtained under (c) above.* *The Union commits when providing its list of reps it will identify who the RTW Lead is, and will update accordingly. (e) As soon as practicable, the employer and the Union will meet with the affected employee and the Manager to create and recommend a return to work plan. (f) In creating a return to work plan, the Hospital and the Union will examine the disabled employee’s abilities and accommodation needs to determine if the employee can return to her/his: i) Original position ii) Original unit iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement iv) Alternate positions outside the original unit v) Alternate positions within the program vi) Alternate positions within the Hospital