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

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nurses. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unit, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injury. 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 RWC before each meeting and on a monthly basis, including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses for accommodation as soon as possible with their respective Manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties recognize that more than one nurse 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 nurses 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 nurses and the status of nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) Before posting a position within the Bargaining Unit, the Hospital’s Human Resources Department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit President. (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 the number of accommodated nurses in the unit, the operational needs of the unit, safety of patients and nurses 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 nurse is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurse’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 nurse 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 nurse’s home position does not remove the parties’ duty to accommodate that nurse.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If Should the Union member ONA representative not be scheduled during regular business hours, the Bargaining Unit President or alternate will attend so as not to delay the meeting and the employee’s return to work. In the event that there is required no other alternative than to have the ONA representative 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 purposes of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union representative and will advise the RWC as soon as possible when a member’s return to their original position or unit has not occurredHuman Resources. 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties recognize that more than one nurse 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 nurses 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 nurses and the status of nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) Before posting a position within the Bargaining Unit, the Hospital’s Human Resources Department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit President. (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 the number of accommodated nurses in the unit, the operational needs of the unit, safety of patients and nurses 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 nurse is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurse’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 nurse 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 nurse’s home position does not remove the parties’ duty to accommodate that nurse.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nurses. The 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) 1. A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) 2. It is understood that it is the obligation of the disabled nurse in receipt of short-term or term, long-term term, or WSIB disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) 3. The Occupational Health Department will discuss the needs of nurses for accommodation as soon as possible with their respective Manager the appropriate manager or designate, . The Union and the Union and RWC will advise the RWC be advised as soon as possible when a member’s return to their original position or unit has cannot occurredoccur. 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) 4. The Hospital will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) 5. The Parties parties recognize that more than one nurse 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 nurses and will also consider ability to acquire skills, seniority and path of least disruption in the workplaceworkplace in determining a suitable, sustainable accommodation. (f) 6. The committee will monitor the status of accommodated nurses and the status of nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) 7. Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine begin the process of examining all potential vacancies to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (h) Where such vacancies are within the bargaining unit, the 8. The Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated nurses in the unit, the operational needs of the unit, safety of patients and nurses working in the unit. (i) 9. 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation of extended duration. (j) 10. The home pre-disability position of a nurse who needs permanent accommodation may be posted under any one of the following circumstances: (i) the nurse is permanently accommodated in another position or arrangement; (ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original her/his pre-disability position in the foreseeable future; (iii) the Hospital may elect to fill the disabled nurse’s home pre disability position by posting a temporary to position that is identified as potentially becoming a permanent vacancy;position. Aa) In so selectingelecting, the position will be filled in accordance with the job posting provisions of the collective agreementCollective Agreement. Bb) If and when it is confirmed that the disabled nurse cannot return to her original her/his pre-disability position, the this position may be offered to the incumbent on a permanent basis. Cc) Where 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 nurse’s home position does not remove the parties’ duty to accommodate that nurse.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) 1. A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees who have been absent from work because of disability for more than 23 months and are in receipt of long- term disability benefits iii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iiiiv) Nurses Employees who required are currently on a temporary or permanent accommodation modified work program v) Employees who are currently permanently accommodated in the workplace 2. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) 3. The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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) 4. The Hospital will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) 5. The Parties parties recognize that more than one nurse 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 nurses employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (f) 6. The committee will monitor the status of accommodated nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven unsuccessful. (g) 7. Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse disable employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (h) 8. 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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses employees working in the unit. (i) 9. 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation of extended duration. (j) 10. The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: (i) the nurse 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 their original position in the foreseeable future; (iii) the Hospital may elect to fill the disabled nurseemployee’s home position by posting a temporary to permanent vacancy; A(a) In so selectingelecting, the position will be filled in accordance with the job posting provisions of the collective agreement. B(b) If and when it is confirmed that the disabled nurse employee cannot return to her their original position, the position may be offered to the incumbent on a permanent basis. C(c) Where 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(d) Filling of a disabled nurseemployee’s home position does not remove the parties’ Hospital’s duty to accommodate that nurseemployee.

Early and Safe Return to Work. 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 Hospital in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. X-1 The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties parties recognize that more than one nurse 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 nurses 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 nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven to be unsuccessful. (g) Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation accommodations of extended duration. (j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: i) the nurse 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 nurseemployee’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 nurse employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. C) Where 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 nurseemployee’s home position does not remove the parties’ duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s return Return to their original position or unit has not occurredWork Representative. The Occupational Health Department in consultation with the Union representative 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 to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (ef) The Parties parties recognize that more than one nurse 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 nurses employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (fg) The committee will monitor the status of accommodated nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven unsuccessful. (gh) Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (hi) 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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses employees working in the unit. (ij) 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation of extended duration. (jk) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: i) the nurse 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 their original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurseemployee’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 nurse employee cannot return to her their 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 nurseemployee’s home position does not remove the parties’ duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital Health Centre and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The Hospital 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) A Return to Work Committee (RWC) will be established for the Bargaining Unit, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injury. The Union member will suffer no loss be involved in all permanent accommodations and temporary accommodations of regular earnings for attendance at such meetingsan extended duration. 1. If On a monthly basis, 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 Health Centre will provide an updated list of information names to the RWC before each meeting and on a monthly basis, including Union that includes the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;. ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;. iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above workplace and updated information to the Bargaining Unit President or designate on a monthly basisall current accommodations. (b) 2. It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term long- disability benefits to ensure advise the HospitalHealth Centre’s Occupational Health & Safety Services Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss 3. Prior to the needs implementation of nurses for accommodation as soon as possible with their respective Manager or designate, and the Union and will advise the RWC as soon as possible when a member’s return to their original position or unit has not occurred. The Occupational work plan, the Health Department in consultation Centre will meet with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determinedto discuss all parameters of the return to work plan. (d) 4. The Hospital Health Centre will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) 5. The Parties parties recognize that more than one nurse employee requiring permanent accommodation may be suitable for a particular position or arrangement. In such cases cases, the Hospital Health Centre will consider the skills, ability and experience of the nurses 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 nurses and the status of nurses awaiting accommodation6. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) Before posting a position within the Bargaining Unitposting, the HospitalHealth Centre’s Human Resources Department department will examine all potential vacancies to determine if they can be used to permanently accommodate a disabled nurse employee who requires permanent accommodation but cannot return to their her/his home unit and discuss with the Bargaining Unit Presidentunit. (h) 7. Where such vacancies are within the bargaining unit, the Hospital Health Centre will consult with the Union on the feasibility of an a permanent accommodation giving consideration to all factors including the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses employees working in the unit. (i) 8. Whether or not the parties agree to waive the posting procedure in order to facilitate an a permanent accommodation and whether or not the position is within the bargaining unit, the Parties parties will sign an agreement containing the details of the permanent accommodation. The Parties 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 nurse is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurse’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 nurse 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 nurse’s home position does not remove the parties’ duty to accommodate that nurse.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) 1. A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees who have been absent from work because of disability for more than 23 months and are in receipt of long-term disability benefits iii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iiiiv) Nurses Employees who required are currently on a temporary or permanent accommodation modified work program v) Employees who are currently permanently accommodated in the workplace 2. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) 3. The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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) 4. The Hospital will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) 5. The Parties parties recognize that more than one nurse 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 nurses employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (f) 6. The committee will monitor the status of accommodated nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven unsuccessful. (g) 7. Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse disable employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (h) 8. 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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses employees working in the unit. (i) 9. 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation of extended duration. (j) 10. The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: (i) the nurse 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 nurseemployee’s home position by posting a temporary to permanent vacancy; Aa) In so selectingelecting, the position will be filled in accordance with the job posting provisions of the collective agreement. Bb) If and when it is confirmed that the disabled nurse employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. Cc) Where 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. Dd) Filling Xxxxxxx of a disabled nurseemployee’s home position does not remove the parties’ Hospital’s duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injury. 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 RWC before each meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer employer will provide the above information to the Bargaining Unit President bargaining unit president or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties parties recognize that more than one nurse 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 nurses 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 nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven unsuccessful. (g) Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses 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 parties will sign an agreement containing the details of the accommodation. The Parties 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 nurse 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 nurseemployee’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 nurse 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 nurseemployee’s home position does not remove the parties’ duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nurses. The 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) 1. A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) 2. It is understood that it is the obligation of the disabled nurse in receipt of short-term or term, long-term term, or WSIB disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) 3. The Occupational Health Department will discuss the needs of nurses for accommodation as soon as possible with their respective the appropriate Manager or designate, . The Union and the Union and RWC will advise the RWC be advised as soon as possible when a member’s return to their original position or unit has cannot occurredoccur. 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) 4. The Hospital will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) 5. The Parties parties recognize that more than one nurse 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 nurses and will also consider ability to acquire skills, seniority and path of least disruption in the workplaceworkplace in determining a suitable, sustainable accommodation. (f) 6. The committee will monitor the status of accommodated nurses and the status of nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) 7. Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine begin the process of examining all potential vacancies to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (h) Where such vacancies are within the bargaining unit, the 8. The Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated nurses in the unit, the operational needs of the unit, safety of patients and nurses working in the unit. (i) 9. 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation of extended duration. (j) 10. The home pre-disability position of a nurse who needs permanent accommodation may be posted under any one of the following circumstances: i) the nurse is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original their pre-disability position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurse’s home pre disability position by posting a temporary to position that is identified as potentially becoming a permanent vacancy;position. A) In so selectingelecting, the position will be filled in accordance with the job posting provisions of the collective agreementCollective Agreement. B) If and when it is confirmed that the disabled nurse cannot return to her original their pre-disability position, the this position may be offered to the incumbent on a permanent basis. C) Where 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. Div) Filling filling of a disabled nurse’s home pre-disability position does not remove the parties’ Hospital’s duty to accommodate that nurse.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) 1. A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) 2. It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) 3. The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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) 4. The Hospital will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) 5. The Parties parties recognize that more than one nurse 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 nurses employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (f) 6. The committee will monitor the status of accommodated nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven unsuccessful. (g) 7. Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse disable employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (h) 8. 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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses employees working in the unit. (i) 9. 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation of extended duration. (j) 10. The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: (i) the nurse 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 nurseemployee’s home position by posting a temporary to permanent vacancy; Aa) In so selectingelecting, the position will be filled in accordance with the job posting provisions of the collective agreement. Bb) If and when it is confirmed that the disabled nurse employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. Cc) Where 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. Dd) Filling Xxxxxxx of a disabled nurseemployee’s home position does not remove the parties’ Hospital’s duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 purposes of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties parties recognize that more than one nurse 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 nurses 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 nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven unsuccessful. (g) Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses 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 parties will sign an agreement containing the details of the accommodation. The Parties 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 nurse 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 their original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurseemployee’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 nurse employee cannot return to her their 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 nurseemployee’s home position does not remove the parties’ duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital Health Centre and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The Hospital 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) A Return to Work Committee (RWC) will be established for the Bargaining Unit, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injury. The Union member will suffer no loss be involved in all permanent accommodations and temporary accommodations of regular earnings for attendance at such meetingsan extended duration. 1. If On a monthly basis, 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 Health Centre will provide an updated list of information names to the RWC before each meeting and on a monthly basis, including Union that includes the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;. ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;. iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above workplace and updated information to the Bargaining Unit President or designate on a monthly basisall current accommodations. (b) 2. It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-long- term disability benefits to ensure advise the HospitalHealth Centre’s Occupational Health & Safety Services Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss 3. Prior to the needs implementation of nurses for accommodation as soon as possible with their respective Manager or designate, and the Union and will advise the RWC as soon as possible when a member’s return to their original position or unit has not occurred. The Occupational work plan, the Health Department in consultation Centre will meet with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determinedto discuss all parameters of the return to work plan. (d) 4. The Hospital Health Centre will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) 5. The Parties parties recognize that more than one nurse employee requiring permanent accommodation may be suitable for a particular position or arrangement. In such cases cases, the Hospital Health Centre will consider the skills, ability and experience of the nurses 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 nurses and the status of nurses awaiting accommodation6. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) Before posting a position within the Bargaining Unitposting, the HospitalHealth Centre’s Human Resources Department department will examine all potential vacancies to determine if they can be used to permanently accommodate a disabled nurse employee who requires permanent accommodation but cannot return to their her/his home unit and discuss with the Bargaining Unit Presidentunit. (h) 7. Where such vacancies are within the bargaining unit, the Hospital Health Centre will consult with the Union on the feasibility of an a permanent accommodation giving consideration to all factors including the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses 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 nurse is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurse’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 nurse 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 nurse’s home position does not remove the parties’ duty to accommodate that nurse.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) 1. A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) 2. It is understood that it is the obligation of the disabled nurse employee in receipt of short-short- term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) 3. The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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) 4. The Hospital will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties recognize that more than one nurse 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 nurses 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 nurses and the status of nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) Before posting a position within the Bargaining Unit, the Hospital’s Human Resources Department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit President. (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 the number of accommodated nurses in the unit, the operational needs of the unit, safety of patients and nurses 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 nurse is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurse’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 nurse 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 nurse’s home position does not remove the parties’ duty to accommodate that nurse.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If Should the Union member ONA representative not be scheduled during regular business hours, the Bargaining Unit President or alternate will attend so as not to delay the meeting and the employee’s return to work. In the event that there is required no other alternative than to have the ONA representative 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 purposes of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union representative and will advise the RWC as soon as possible when a member’s return to their original position or unit has not occurredHuman Resources. 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties parties recognize that more than one nurse 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 nurses 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 nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven unsuccessful. (g) Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses 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 parties will sign an agreement containing the details of the accommodation. The Parties 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 nurse 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 their original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurseemployee’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 nurse employee cannot return to her their 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 nurseemployee’s home position does not remove the parties’ duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member half of which the member(s) will be a representative representatives of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryevery two months. The Union member member(s) will suffer no loss of regular earnings for attendance at such meetings. If the Union member member(s) 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties parties recognize that more than one nurse 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 nurses 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 nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven unsuccessful. (g) Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses 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 parties will sign an agreement containing the details of the accommodation. The Parties 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 nurse 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 nurseemployee’s home position by posting a temporary to permanent vacancy;: A) In so selectingelecting, 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 nurse employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. C) Where 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 nurseemployee’s home position does not remove the parties’ Hospital’s duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nurses. The 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) 1. A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) 2. It is understood that it is the obligation of the disabled nurse in receipt of short-term or term, long-term term, or WSIB disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) 3. The Occupational Health Department will discuss the needs of nurses for accommodation as soon as possible with their respective Manager the appropriate manager or designate, . The Union and the Union and RWC will advise the RWC be advised as soon as possible when a member’s return to their original position or unit has cannot occurredoccur. 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) 4. The Hospital will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) 5. The Parties parties recognize that more than one nurse 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 nurses and will also consider ability to acquire skills, seniority and path of least disruption in the workplaceworkplace in determining a suitable, sustainable accommodation. (f) 6. The committee will monitor the status of accommodated nurses and the status of nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) 7. Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine begin the process of examining all potential vacancies to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (h) Where such vacancies are within the bargaining unit, the 8. The Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated nurses in the unit, the operational needs of the unit, safety of patients and nurses working in the unit. (i) 9. 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation of extended duration. (j) 10. The home pre-disability position of a nurse who needs permanent accommodation may be posted under any one of the following circumstances: i) the nurse is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original her/his pre-disability position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurse’s home pre disability position by posting a temporary to position that is identified as potentially becoming a permanent vacancy;position. A) In so selectingelecting, the position will be filled in accordance with the job posting provisions of the collective agreementCollective Agreement. B) If and when it is confirmed that the disabled nurse cannot return to her original her/his pre-disability position, the this position may be offered to the incumbent on a permanent basis. C) Where 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. Div) Filling filling of a disabled nurse’s home pre-disability position does not remove the parties’ Hospital’s duty to accommodate that nurse.

Early and Safe Return to Work. X-1 The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nursesemployees. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unitestablished, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injuryat 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 RWC before each monthly meeting and on a monthly basis, including the following: i) Nurses Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses employees for accommodation as soon as possible with their respective Manager manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties parties recognize that more than one nurse 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 nurses 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 nurses employees and the status of nurses employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse an employee have proven to be unsuccessful. (g) Before posting a position within the Bargaining Unitposting, the Hospital’s Human Resources Department department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse employee who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit Presidentunit. (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 the number of accommodated nurses employees in the unit, the operational needs of the unit, safety of patients and nurses 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 parties will sign an agreement containing the details of the accommodation. The Parties parties may also agree to a written agreement for temporary accommodation accommodations of extended duration. (j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: i) the nurse 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 nurseemployee’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 nurse employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. C) Where 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 nurseemployee’s home position does not remove the parties’ duty to accommodate that nurseemployee.

Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled nurses. The 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) A Return to Work Committee (RWC) will be established for the Bargaining Unit, and at least one member of which will be a representative of the Union. The committee will meet as required when a member of the bargaining unit is returning to work from sick leave or injury. 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 RWC before each meeting and on a monthly basis, including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Nurses who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis. (b) It is understood that it is the obligation of the disabled nurse in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of nurses for accommodation as soon as possible with their respective Manager or designate, and the Union and will advise the RWC as soon as possible when a member’s 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 of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties. (e) The Parties recognize that more than one nurse 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 nurses 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 nurses and the status of nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate a nurse have proven unsuccessful. (g) Before posting a position within the Bargaining Unit, the Hospital’s Human Resources Department will examine all potential vacancies to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to their home unit and discuss with the Bargaining Unit President. (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 the number of accommodated nurses in the unit, the operational needs of the unit, safety of patients and nurses 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 nurse is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future; iii) the Hospital may elect to fill the disabled nurse’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 nurse 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 nurse’s home position does not remove the parties’ duty to accommodate that nurse.