EMPLOYEE ACCOMMODATION Sample Clauses

EMPLOYEE ACCOMMODATION. Where an employee is identified as requiring an accommodation, the Employer and the Bargaining Unit shall consult to seek an appropriate accommodation for that employee.

EMPLOYEE ACCOMMODATION. Where the Company is required to accommodate an employee's disability under the Ontario Human Rights Code or is participating in the rehabilitation of an employee returning to work from an absence covered by the Workers' Compensation Act, the parties agree to cooperate to the best of their ability to facilitate such accommodations and the Company, notwithstanding any provisions of this Agreement, may adjust it's working forces to so accommodate or rehabilitate such an employee. In such cases the following shall apply:

EMPLOYEE ACCOMMODATION. The Employer and the Union endorse the principles contained in the Alberta Human Rights Act, which includes a prohibition of discrimination based on disability. The Employer further acknowledges its Duty to Accommodate and the role of the Union in the accommodation process, where appropriate. (a) When an employee is unable to perform their regular job due to occupational or non-occupational accident or illness or requires accommodation due to a disability, the Employer and the Union agree to work together to find suitable alternate rehabilitative work for the employee within the bargaining unit, consistent with the duty to accommodate. (b) Further to the above, the parties agree to the following steps: (i) Hold Joint Labour Management meetings as required to discuss the administration of modified work. (ii) When there is a meeting with the WCB Case Manager, Safeway Operations’ Integrated Health Management Abilities Specialist, and the employee where modified work and/or return to work programs are being discussed, the employee shall have the right to the presence of a Union Xxxxxxx and/or Union Representative if the Union Representative is readily available. (iii) The Employer agrees to a process of sending an email to the Store Manager, to be forwarded by the Store Manager to the employee and the employee’s immediate Supervisor. The Union will be copied on the emails. The emails will outline the following: (1) Employee’s name, department, and store number. (2) The estimated time period for the modified work. (3) The restrictions (physical and time). (c) The Employer will give the Union ninety (90) days’ notice of its intention to terminate an employee for absence due to illness or injury. A copy of the notice will be mailed to the employee’s last known address. (d) All parties are committed to maintaining the privacy of employees seeking accommodation to the greatest extent possible. (e) An employee who returns to work after absence due to illness or injury must be returned to their job without loss of seniority when capable of performing their duties.

EMPLOYEE ACCOMMODATION. In the event that an Employee becomes incapacitated and is unable to continue his/her job, an exception will be made in favour of such Employee on the following basis. If a job vacancy occurs, which an incapacitated Employee can perform, he/she will be placed on such job without the necessity of a job posting. A Doctor’s certification of incapacity by the Employee’s own Doctor must be submitted. Where there is a dispute about the Employee’s incapacity, the Employee will be examined by a physician who is a specialist in the relevant field, selected by agreement between the Union and the Company. The decision of such specialist shall be final. An Employee placed on a job because he/she is incapacitated will have that incapacity reviewed at least annually. The Company will review all the circumstances with the Union Committee before exercising this provision. All exceptions to the seniority provisions of the Collective Agreement must be mutually agreed to by the parties.

EMPLOYEE ACCOMMODATION. Employers may provide adequate accommodations to Filipino professionals and skilled workers, or support them to find adequate accommodations within the scope of applicable national laws and regulations.

EMPLOYEE ACCOMMODATION. As soon as track assignments have been determined, the District will make every reasonable effort to accommodate the personal needs of bargaining unit members, such as schedules of other household members, including the employee's children’s school schedules.

EMPLOYEE ACCOMMODATION. Employees seconded to work in different locations from their usual location will be entitled to full accommodation costs paid by the Company. Short term secondment can usually be adequately covered by hotel or motel accommodation, longer term secondment may provide the opportunity to lease a furnished flat or apartment. Accommodation arrangements will reflect appropriate standards taking into consideration employee privacy. In the event of a dispute arising over the standard of accommodation, the matter may be referred to the Steering Committee.

EMPLOYEE ACCOMMODATION. The parties agree that there exists a multi-party obligation under the Ontario Human Rights Code to accommodate an Employee to the point of undue hardship.

EMPLOYEE ACCOMMODATION. The parties agree that there exists a multi-party obligation under the Ontario Human Rights Code, as amended, to accommodate an Employee to the point of undue hardship. ‌‌‌ Appendix A: Salary Grids‌ Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 0 to 2 3 to 5 6 to 9 10 to 15 16 to 20 21 plus Administration 1 33,600 36,100 38,600 41,600 44,600 47,600 Administration 2 36,750 39,250 41,750 44,750 47,750 50,750 Administration 3 42,500 45,000 47,500 50,000 52,500 55,000 Settlement Workers 45,000 48,000 51,250 54,500 58,000 61,500 Clinical Team Lead 58,600 61,600 64,850 68,100 71,600 75,100 Social Worker - BSW* 52,500 55,500 58,500 61,500 64,500 68,000 Social Worker - MSW* 55,000 58,000 61,000 64,000 67,250 70,750 Project Specialist 1 50,000 52,750 55,500 58,250 61,000 63,750 Project Specialist 2 55,000 58,000 61,000 64,000 67,000 70,000 * BSW or MSW or equivalent Grid Increase: 2.0% Administration 1 34,272 36,822 39,372 42,432 45,492 48,552 Administration 2 37,485 40,035 42,585 45,645 48,705 51,765 Administration 3 43,350 45,900 48,450 51,000 53,550 56,100 Settlement Workers 45,900 48,960 52,275 55,590 59,160 62,730 Clinical Team Lead 59,772 62,832 66,147 69,462 73,032 76,602 Social Worker - BSW* 53,550 56,610 59,670 62,730 65,790 69,360 Social Worker - MSW* 56,100 59,160 62,220 65,280 68,595 72,165 Project Specialist 1 51,000 53,805 56,610 59,415 62,220 65,025 Project Specialist 2 56,100 59,160 62,220 65,280 68,340 71,400 * BSW or MSW or equivalent Salary Grids Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 0 to 2 3 to 5 6 to 9 10 to 15 16 to 20 21 plus Grid Increase: 2.0% Administration 1 34,957 37,558 40,159 43,281 46,402 49,523 Administration 2 38,235 40,836 43,437 46,558 49,679 52,800 Administration 3 44,217 46,818 49,419 52,020 54,621 57,222 Settlement Workers 46,818 49,939 53,321 56,702 60,343 63,985 Clinical Team Lead 60,967 64,089 67,470 70,851 74,493 78,134 Social Worker - BSW* 54,621 57,742 60,863 63,985 67,106 70,747 Social Worker - MSW* 57,222 60,343 63,464 66,586 69,967 73,608 Project Specialist 1 52,020 54,881 57,742 60,603 63,464 66,326 Project Specialist 2 57,222 60,343 63,464 66,586 69,707 72,828 * BSW or MSW or equivalent Grid Increase: 2.0% Administration 1 35,657 38,310 40,963 44,146 47,330 50,514 Administration 2 38,999 41,652 44,305 47,489 50,673 53,856 Administration 3 45,101 47,754 50,407 53,060 55,713 58,366 Settlement Workers 47,754 50,938 54,387 57,836 61,550 65,264 Clinical Team Lead 62,187 65,370 68,819 72,268 75,982 79,697 Social Worker - B...