Graduated Return to Work. Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.
Graduated Return to Work. When an Employee is able to return to the workplace on any type of graduated return to work program, the Employer, the union representative and the Employee shall, prior to the Employee returning to work, meet to identify the details surrounding the Employee’s return to work.
Graduated Return to Work. The Local of the Union, the Employee and the Employer will meet to discuss the circumstances where the Employees are able to return to work on a graduated return to work program. Such discussions shall include possible modification in the workplace or work process to reduce or eliminate the length of the Employee’s absence from their own position. The Employee shall have Local of the Union representation during this discussion. Should the modification be possible, the Employee shall be expected to return or continue working.
Graduated Return to Work. When an Employee is able to return to the work place on any type of a graduated return to work program, rehabilitation program or work hardening program, the Employer shall notify the Local. The Employer, the Local and the Employee shall meet if any party deems a meeting is necessary, prior to the Employee returning to work, to identify the details surrounding the Employee’s return to work.
Graduated Return to Work. The Board’s return-to-work program will be entered into if medically authorized by the Employee’s practitioner(s).
Graduated Return to Work. (a) When an Employee is able to return to the workplace on any type of graduated return to work program, the Employer, the union representative and the Employee shall, prior to the Employee returning to work, meet to identify the details surrounding the Employee’s return to work.
(b) If the only restriction to the returning Employee is the requirement for modified hours of work, the Employee may return to work prior to a meeting taking place as outlined in 12.10 (a) upon mutual agreement in writing between the Union and the Employer.
Graduated Return to Work. The District’s return-to-work program is a voluntary program on the part of the employee and the District, and may only be entered into if medically warranted and authorized.
Graduated Return to Work. The District’s return-to-work program will be entered into if medically authorized by the Employee’s practitioner(s).
Graduated Return to Work. When an Employee is able to return to the work place on any type of a graduated return to work program, rehabilitation program or work hardening program, the Employer, Local Union, vocational rehabilitation counselor (when applicable) and the Employee shall, prior to the Employee returning to work, meet to identify the details surrounding the Employee’s return to work. The procedure for assessment of the capacity of an Employee to perform the duties of her/his job or modified work must be made in such a way as to protect the confidentiality of the Employee’s medical information, which shall be limited to:
i. A prognosis for recovery, with or without limitations;
ii. A medical opinion as to the Employee’s first return to work;
iii. A medical opinion as to the Employee’s fitness to perform the specific duties of her/his current job or if an accommodation may need to be considered;
iv. How long any limitations may last.
Graduated Return to Work. The Parties agree to continue to cooperate in the implementation and administration of early intervention and safe return to work processes as a component of the Short Term Sick Leave and Long Term Disability Plans. All employees will be eligible for top up from the sick leave days paid at 100%, as noted in clause D i) 1 above, while working on a graduated hours return to work plan. This top up shall be granted in the form of a deduction of the sick leave days paid at 100%, as noted in clause D i), proportional to the percentage of the top up. If the return to work plan extends beyond the expiration of sick leave under D i), the following shall apply: In addition to receiving regular salary for the portion of the day worked while on a graduated hours return to work the plan, an employee will be eligible to receive a top up of 90% of regular salary for the remaining portion of the day that was not worked. This top up shall be granted in the form of a deduction from the maximum of 120 days, which for this clause are non-divisible days, pursuant to D(ii), proportional to the percentage of the top up. For clarity, in this section the term “proportional to the percentage of top up” means a percentage of the work day and not a percentage of salary. For further clarity, WSIB and LTD providers are first payors. In cases where the employee is returning to work from an absence funded through WSIB or LTD, the return to work protocols inherent in the WSIB/LTD shall take precedence.
