Common use of EMPLOYEE ACCOMMODATION Clause in Contracts

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. 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-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. 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, 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.