Common use of Early Safe Return to Work Clause in Contracts

Early Safe Return to Work. The Company and the Union will endeavor, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). This article will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an employee that he/she has sustained a work related injury; such employee will notify his/her supervisor as soon as practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her medical practitioner with the FAF and request that it be completed and returned to the Company. The Company, the Union and the employee will review the completed FAF to develop an individual plan including a transitional return to work program. The parties will assess whether the employee can perform the essential duties of his/her pre-injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this time, the employee will have a note from the attending physician stating he/she can return to full regular duties, or estimate the time of recovery and a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developed. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes.

Early Safe Return to Work. The Company and the Union will endeavor, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). This article will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an employee that he/she has sustained a work related injury; such employee will notify his/her supervisor as soon as practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her medical practitioner with the FAF and request that it be completed and returned to the Company. The Company, the Union and the employee will review the completed FAF to develop an individual plan including a transitional return to work program. The parties will assess whether the employee can perform the essential duties of his/her pre-pre- injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this time, the employee will have a note from the attending physician stating he/she can return to full regular duties, or estimate the time of recovery and a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developed. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes.

Early Safe Return to Work. The Company and the Union will endeavorendeavour, in a cooperative co-operative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). This article will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an employee that he/she has sustained a work work-related injury; such employee will notify his/her supervisor as soon as practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her medical practitioner with the FAF and request that it be completed and returned to the Company. The Company, the Union and the employee will review the completed FAF to develop an individual plan including a transitional return to return-to-work program. The parties will assess whether the employee can perform the essential duties of his/her pre-injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this time, the employee will have a note from the attending physician stating he/she can return to full regular duties, or estimate the time of recovery and a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developed. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes.

Early Safe Return to Work. The Company and the Union value the goal of injury prevention by maintaining a safe and healthy work environment. The Company and the Union will endeavorendeavour, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This article document will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an the employee that he/she has they have sustained a work related injury; such , the employee will notify his/her supervisor the Company as soon as practicable practical in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her the appropriate medical practitioner with the FAF and FAF. The employee will request that it the FAF be completed and returned to by the Companymedical practitioner. The Company, the Union and the employee employees will review the completed FAF to develop an individual plan including a transitional return to work program. The parties will assess whether the employee can perform the essential duties of his/her pre-their pre- injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this timeWhen participating in an ESRTW program, the Company, employee and the Union will complete the Light Duty Report stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished on a daily basis, while participating in the ESRTW program. The employee will have a note from the attending physician stating he/she can return to full regular dutiesunrestricted duties in their pre-injury occupation after the employee has attained the medical practitioner’s approval, or estimate the time of recovery and by a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developedrelease from WSIB. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes. An employee permanently displaced pursuant to this Letter of Understanding will be considered as laid off and will have the right to displace employees in the department subject to the wording of Article 9 of the collective agreement. In the event the employee is not able to displace a junior employee in the department pursuant to Article 9 of the collective agreement, the employee will have the right to displace an employee on a plant wide basis, subject to the wording of Article 9 of the collective agreement. The Company will be obligated to provide training to the affected employee in the mine, mill or non-skilled departments only if the affected employee cannot displace any other employee in the department or in the bargaining unit (and if the employee is not the junior employee in the bargaining unit.) In this event the affected employee will be permitted to displace any junior employee in the Mine, Mill or Non-Skilled Departments and be trained on that position. The employee displaced in this instance shall then have the right to exercise his seniority pursuant to the provisions of Article 9 of the collective agreement, but will have no right to training unless he has to displace the junior person in the bargaining unit and requires training on this job. The Company will provide copies of PDA’s. The Company will permit a union representative to be present when a Physical Demands Analysis is completed or reviewed.

Early Safe Return to Work. The Company and the Union will endeavor, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). This article will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an employee that he/she has sustained a work related injury; such employee will notify his/her supervisor as soon as practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her medical practitioner with the FAF and request that it be completed and returned to the Company. The Company, the Union and the employee will review the completed FAF to develop an individual plan including a transitional return to work program. The parties will assess whether the employee can perform the essential duties of his/her pre-injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this time, the employee will have a note from the attending physician stating he/she can return to full regular duties, or estimate the time of recovery and a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developed. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes.. Apprentices

Early Safe Return to Work. The Company Employer and the Union will endeavorendeavour, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). This article Article will not limit the rights and/or obligations of the CompanyEmployer, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an employee that he/she has they have sustained a work related injury; such employee will notify his/her their supervisor as soon as practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company Employer will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her their medical practitioner with the FAF and request that it be completed and returned to the CompanyEmployer. The CompanyEmployer, the Union and the employee will review the completed FAF to develop an individual plan including a transitional return to work program. The parties will assess whether the employee can perform the essential duties of his/her their pre-injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company Employer if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this time, the employee will have a note from the attending physician stating he/she they can return to full regular duties, or estimate the time of recovery and a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developed. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company Employer and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes.

Early Safe Return to Work. The Company and the Union value the goal of injury prevention by maintaining a safe and healthy work environment. The Company and the Union will endeavor, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This article document will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an the employee that he/she has they have sustained a work related injury; such , the employee will notify his/her supervisor the Company as soon as practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her the appropriate medical practitioner with the FAF and FAF. The employee will request that it the FAF be completed and returned to by the Companymedical practitioner. The Company, the Union and the employee will review the completed FAF to develop an individual plan including a transitional return to work program. The parties will assess whether the employee can perform the essential duties of his/her their pre-injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this timeWhen participating in an ESRTW program, the Company, employee and the Union will complete the Light Duty Report stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished on a daily basis while participating in the ESRTW. The employee will have a note from the attending physician stating he/she can return to full regular dutiesunrestricted duties in their pre-injury occupation after the employee has attained the medical practitioner’s approval, or estimate the time of recovery and by a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developedrelease from WSIB. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes.. LETTER OF UNDERSTANDING #19 The Employer has the right to appoint a Second Class Stationary Engineer to be the Acting Chief Engineer in the absence of the Chief Stationary Engineer. The Acting Chief Engineer will assume responsibility for the operation of the Powerhouse in accordance with the provisions of the Operating Engineers Act, as amended. The Acting Chief Engineer will be paid a premium of $2.50 per hour worked as Acting Chief Engineer in the absence of the Chief Engineer. The Chief Engineer has the authority to appoint the Acting Chief. Where the skill, ability and qualifications of two (2) or more Second Class Stationary Engineers are relatively equal, seniority will govern. LETTER OF UNDERSTANDING #20

Early Safe Return to Work. The Company and the Union value the goal of injury prevention by maintaining a safe and healthy work environment. The Company and the Union will endeavor, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This article document will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an the employee that he/she has they have sustained a work related injury; such , the employee will notify his/her supervisor the Company as soon as practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her the appropriate medical practitioner with the FAF and FAF. The employee will request that it the FAF be completed and returned to by the Companymedical practitioner. The Company, the Union and the employee will review the completed FAF to develop an individual plan including a transitional return to work program. The parties will assess whether the employee can perform the essential duties of his/her their pre-injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this timeWhen participating in an ESRTW program, the Company, employee and the Union will complete the Light Duty Report stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished on a daily basis while participating in the ESRTW program. The employee will have a note from the attending physician stating he/she can return to full regular dutiesunrestricted duties in their pre-injury occupation after the employee has attained the medical practitioner’s approval, or estimate the time of recovery and by a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developedrelease from WSIB. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes.. An employee permanently displaced pursuant to this Letter of Understanding will be considered as laid off and will have the right to displace employees in the bargaining unit, subject to the wording of Article 7.3.0 of the collective agreement. LETTER OF UNDERSTANDING - No. 24

Early Safe Return to Work. The Company and the Union will endeavorendeavour, in a cooperative co-operative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). This article will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to an employee that he/she has sustained a work work- related injury; such employee will notify his/her supervisor as soon as practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide his/her medical practitioner with the FAF and request that it be completed and returned to the Company. The Company, the Union and the employee will review the completed FAF to develop an individual plan including a transitional return to return-to-work program. The parties will assess whether the employee can perform the essential duties of his/her pre-injury occupation, or, alternatively, identify potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated schedule. A definitive recovery time line should be established during this process. The employee’s status will be reviewed on the final date of the duration period. At this time, the employee will have a note from the attending physician stating he/she can return to full regular duties, or estimate the time of recovery and a summary of the remaining restrictions. If the initial recovery date is revised, the restrictions will be reviewed and an extended or alternate ESRTW plan will be developed. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes.