Employees with Injuries or Illnesses Sample Clauses

Employees with Injuries or Illnesses. The parties agree to follow the Company's Return to Work Policy for employees who are unable to perform any functions of their job because of injury or illness. Such policy will be mutually agreed upon by the Company and the Union.
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Employees with Injuries or Illnesses. With respect to employees who suffer an injury or illness on or after November 22, 1989: (a) An employee who is unable to perform his/her job because of injury or illness may be reclassified to another job title that he/she is qualified and able to perform subject to the employee's medical recommendations or shall be reclassified to a job in which he/she has established surplus rights (Category A, downgrade, and reclassification) in Article 22 subject to the employee’s medical recommendation. (b) Employees whose initial reclassification under Section 16.10(a) is to a lower-graded job shall receive the rate of pay for the job he/she would have held under Article 22 but for an industrial injury or illness, subject to the maximum of the labor grade he/she held immediately prior to the reclassification. This pay rate protection shall begin on the date when (1) the employee is reclassified to a lower- graded job, or (2) the employee's workers’ compensation claim is either accepted by the Company or determined by the State to be compensable and shall end five (5) years later or at the employee's return to his/her former job or labor grade, if earlier. In the case of items (1) and (2), pay protection will begin on the latter of the two (2) dates.
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Employees with Injuries or Illnesses. 24 The parties agree to follow the Company's Return to Work Policy for employees who are unable to 25 perform any functions of their job because of injury or illness. Such policy will be mutually agreed upon 26 by the Company and the Union. 27
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Employees with Injuries or Illnesses. 37 With respect to employees who suffer an injury or illness on or after 38 November 22, 1989: (a) An employee who is unable to perform his/her job because of 40 injury or illness may be reclassified to another job title that he/she is 1 qualified and able to perform subject to the employee's medical 2 recommendations or shall be reclassified to a job in which he/she has 3 established surplus rights (Category A, downgrade, and 4 reclassification) in Article 22 subject to the employee’s medical (b) Employees whose initial reclassification under Section
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Employees with Injuries or Illnesses. With respect to employees who suffer an injury or illness on or after November 22, 1989: (a) An employee who is unable to perform his/her job because of injury or illness may be reclassified to another job title that he/she is qualified and able to perform subject to the employee's medical recommendations or shall be reclassified to a job in which he/she has established surplus rights (Category A, downgrade, and reclassification) in Article 22 subject to the employee’s medical recommendation. (b) Employees whose initial reclassification under Section 16.10(a) is to a lower-graded job shall receive the rate of pay for the job
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Employees with Injuries or Illnesses. 4 With respect to employees who suffer an injury or illness on or after 5 November 22, 1989: (a) An employee who is unable to perform his/her job because of 7 injury or illness may be reclassified to another job title that he/she is 8 qualified and able to perform subject to the employee's medical 9 recommendations or shall be reclassified to a job in which he/she has 10 established surplus rights (Category A, downgrade, and reclassification) 11 in Article 22 subject to the employee’s medical recommendation. (b) Employees whose initial reclassification under Section 13 16.10(a) is to a lower-graded job shall receive the rate of pay for the job 14 he/she would have held under Article 22 but for an industrial injury or 15 illness, subject to the maximum of the labor grade he/she held 16 immediately prior to the reclassification. This pay rate protection shall 17 begin on the date when (1) the employee is reclassified to a lower- 18 graded job, or (2) the employee's workers’ compensation claim is either 19 accepted by the Company or determined by the State to be compensable 20 and shall end five (5) years later or at the employee's return to his/her 21 former job or labor grade, if earlier. In the case of items (1) and (2), pay 22 protection will begin on the latter of the two (2) dates. (c) Employees on a leave of absence that was granted due to 24 injury or illness shall be considered for placement pursuant to Articles 25 15 and 22. If suitable placement is identified, the employee shall, no 26 later than the next work day following the day he/she is cleared to return 27 to work by the Company or its agents, be returned to work or be 28 considered to be on report time under Section 6.9 if he/she reports to 29 work until he/she is so returned. (d) If the employee requires medical care for the injury or illness 31 and if such care unavoidably occurs during working hours, any such 32 absence shall be excused with no attendance infraction. This section 33 applies whether the injury or illness is an on-the-job or off-the-job 34 injury or illness. The following provisions only apply if the need for
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Related to Employees with Injuries or Illnesses

  • Injuries In the event of an incident or accident involving outside medical care for an individual on or near the Work, Contractor shall notify the ODR and other parties as may be directed within 24 hours of the event. 7.4.1 Record the location of the event and the circumstances surrounding it, by using photography or other means, and gather witness statements and other documentation which describes the event. 7.4.2 Supply the ODR and A/E with an incident report no later than 36 hours after the occurrence of the event. In the event of a catastrophic incident (one fatality or three workers hospitalized), barricade and leave intact the scene of the incident until all investigations are complete. A full set of incident investigation documents, including facts, finding of cause, and remedial plans shall be provided by Contractor to Owner within one week after occurrence, unless otherwise directed by Owner’s legal counsel. Contractor shall provide the ODR with written notification within one week of such catastrophic event if legal counsel delays submission of a full report.

  • No Felony Criminal Convictions Contractor represents that neither Contractor nor any of its employees, agents, or representatives, including any subcontractors and employees, agents, or representative of such subcontractors, have been convicted of a felony criminal offense or that if such a conviction has occurred Contractor has fully advised System Agency in writing of the facts and circumstances surrounding the convictions.

  • Illness or Injury An employee may utilize accrued paid leave when he or she is unable to perform his or her work duties by reason of illness or injury, necessary medical or dental care, exposure to contagious disease under circumstances in which the health of the employees with whom the employee associates or members of the public necessarily dealt with by the employee would be endangered by the attendance of the employee, or by illness in the employee's immediate family.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees. B) An employee performing visitation to clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. C) When the Employer is aware that a patient/resident/client has a history of violent behaviour, the Employer shall make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In- services and/or instruction in caring for the violent patient will be provided by the Employer. D) The Employer will provide orientation and/or in-service which is necessary for the safe performance of work including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents/clients and the safe handling of materials and products. The Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.

  • Injury 22.01 Where an employee is injured at work during the performance of his duties and responsibilities as a result of which he cannot complete the balance of his shift and has reported such injury to the Company, he shall be sent home and paid for the balance of his shift at his regular straight time hourly rate.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • WORK-RELATED INJURIES An employee who sustains a work-related injury, during the period of this Memorandum, as the result of which the employee is disabled, if so determined by a decision issued under the operation of the Workers' Compensation Program, shall be entitled to use accumulated sick or annual leave or injury leave without pay. While using accumulated leave, the employee will be paid a supplement to workers' compensation of full pay reduced by an amount that yields a net pay, including workers' compensation and social security disability benefits, that is equal to the employee's net pay immediately prior to the injury. Net pay prior to injury is defined as gross base pay minus federal, state, and local withholding, unemployment compensation tax, social security and retirement contributions. One full day of accumulated leave (7.5 or 8 hours as appropriate) will be charged for each day the supplement is paid. Accumulated leave and injury leave without pay may be used for an aggregate of nine (9) months (274 calendar days) or for the duration of the disability, whichever is the lesser, except that, if only accumulated leave is used, it may be used beyond nine (9) months (274 calendar days) until exhausted or until the disability ceases, whichever occurs sooner. In no case, however, will the aggregate of nine (9) months (274 calendar days) extend beyond three years from the date the injury occurred. If no leave is available under this Section, the provisions of Section 12 may apply.

  • Criminal Convictions Grantee certifies that neither it nor any officer, director, partner or other managerial agent of Grantee has been convicted of a felony under the Xxxxxxxx-Xxxxx Act of 2002, nor a Class 3 or Class 2 felony under Illinois Securities Law of 1953, or that at least five (5) years have passed since the date of the conviction. Grantee further certifies that it is not barred from receiving an Award under 30 ILCS 500/50-10.5, and acknowledges that Grantor shall declare the Agreement void if this certification is false (30 ILCS 500/50-10.5).

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

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