Common use of Employees with Work Restrictions Clause in Contracts

Employees with Work Restrictions. The Employer and the Union agree that it is the responsibility of the Employer find alternative work or restructure a position for an employee with medically necessary work restrictions. The Employer may consider the following options when an employee presents a statement from their medical practitioner substantiating the need for medically necessary work restrictions. 1. Evaluation of the medically necessary work restriction(s) to determine necessary job restructuring and/or assignment; 2. Temporary reassignment for a maximum of thirty-five (35) calendar days. If the Employer has not determined its ability to make reasonable accommodations within the thirty-five (35) calendar days, the temporary reassignment may be extended; 3. Restructuring of the employee's current position or an alternate position; 4. Assignment of the employee to a vacant position with the agreement of the Union and the Employer to waive the posting. This list of options shall not be considered exhaustive. The employee has the right to Union representation throughout this process.

Employees with Work Restrictions. The Employer and the Union agree that it is the responsibility of the Employer find alternative work or restructure a position for an employee with medically necessary work restrictions. The Employer may consider the following options when an employee presents a statement from their his/her medical practitioner substantiating the need for medically necessary work restrictions. 1. Evaluation of the medically necessary work restriction(s) to determine necessary job restructuring and/or assignment; 2. Temporary reassignment for a maximum of thirty-five (35) calendar days. If the Employer has not determined its ability to make reasonable accommodations within the thirty-five (35) calendar days, the temporary reassignment may be extended; 3. Restructuring of the employee's current position or an alternate position; 4. Assignment of the employee to a vacant position with the agreement of the Union and the Employer to waive the posting. This list of options shall not be considered exhaustive. The employee has the right to Union representation throughout this process.