Common use of INTEGRATED DISABILITY MANAGEMENT Clause in Contracts

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management (IDM) program, appropriate for each region, will continue during the term of this agreement. IDM is defined as a comprehensive program that provides a rapid return to work for employees with occupational and non-occupational injuries, illnesses or disabilities to best meet the needs of employees by improving and supporting overall workforce health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her own bargaining unit, the parties will jointly determine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 days, the parties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management (IDM) program, appropriate for each region, will continue during the term of this agreement. IDM is defined as a comprehensive program that provides a rapid return to work for employees with occupational and non-occupational injuries, illnesses or disabilities to best meet the needs of employees by improving and supporting overall workforce health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her own bargaining unit, the parties will jointly determine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 days, the parties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management Integrated Disability Management (IDM) program, appropriate for each region, will continue be implemented during the term of this agreement. IDM is defined as a comprehensive program that provides a rapid return to return- to-work for employees with occupational and non-occupational injuries, illnesses or disabilities to best meet the needs of employees by improving and supporting overall workforce health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her own bargaining unit, the parties will jointly determine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 days, the parties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management (IDM) program, appropriate for each region, will continue during the term of this agreement. IDM is defined as a comprehensive program that provides a rapid return to work for employees with occupational and non-occupational injuries, illnesses or disabilities to best meet the needs of employees by improving and supporting overall workforce health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her their own bargaining unit, the parties will jointly determine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 days, the parties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management Integrated Disability Management (IDM) program, appropriate for each region, will continue be implemented during the term of this agreement. IDM is defined as a comprehensive program that provides a rapid return to return-to-work for employees with occupational and non-non- occupational injuries, illnesses or disabilities to best meet the needs of employees by improving and supporting overall workforce health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her own bargaining unit, the parties will jointly determine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 days, the parties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management (IDM) program, appropriate for each region, will continue during the term of this agreement. IDM is defined as a comprehensive program that provides a rapid return to work for employees with occupational and non-occupational injuries, illnesses or disabilities to best meet the needs of employees by improving and supporting overall workforce health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her their own bargaining unit, the parties will jointly 48 | 2021 NATIONAL AGREEMENT Note: This contract is complete with the exception of the UFCW Local 3000 pension language. The table of contents, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved. determine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 days, the parties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management Integrated Disability Management (IDM) program, appropriate appro- priate for each region, will continue be implemented during the term of this agreement. IDM is defined as a comprehensive comprehen- sive program that provides a rapid return to return-to-work for employees with occupational and non-occupational injuries, illnesses illnesses, or disabilities to best meet the needs of employees by improving and supporting overall workforce work- force health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her own bargaining unit, the parties will jointly determine deter- mine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 ninety days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 ninety days, the parties par- ties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management Integrated Disability Management (IDM) program, appropriate for each region, will continue be implemented during the term of this agreement. IDM is defined as a comprehensive program that provides a rapid return to return-to-work for employees with occupational and non-occupational injuries, illnesses or disabilities to best meet the needs of employees by improving and supporting overall workforce health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her own bargaining unit, the parties will jointly determine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 days, the parties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.

INTEGRATED DISABILITY MANAGEMENT. As part of a comprehensive approach to WPS, an integrated disability management Integrated Disability Management (IDM) program, appropriate for each region, will continue be implementedcontinue during the term of this agreement. IDM is defined as a comprehensive program that provides a rapid return to return-to-work for employees with occupational and non-occupational injuries, illnesses or disabilities to best meet the needs of employees by improving and supporting overall workforce health, productivity and satisfaction while reducing costs for the Employer in lost time and productivity. An integral part of a successful IDM program involves removing barriers for employees who are able to return to temporary, alternative or modified work after an injury, illness or disability. To that end, the Employer agrees to facilitate an employee’s return to work by making every effort to liberalize work requirements, and the unions will work collaboratively with the Employer to identify temporary, available and appropriate work assignments for the affected employees. While in the IDM program, the affected employees may be placed into temporary work that may include assignments in another bargaining unit, as long as the assignment does not affect the process for filling vacancies and the work available for current employees in the workgroup. When assigning work to affected employees, the Employer will attempt to assign them to duties in their own bargaining unit before placing employees temporarily into another bargaining unit. Temporary assignments into different bargaining units should occur infrequently, and will require collaboration and coordination. In the event it is not possible to assign the employee duties within his/her own bargaining unit, the parties will jointly determine if temporary assignment within another bargaining unit is possible. The affected employee may remain in a temporary assignment for up to 90 days. During this time, the employee’s bargaining unit status will be maintained with all rights and responsibilities. After 90 days, the parties will meet and must mutually agree to the extension of any such temporary work assignment as appropriate. Labor and management will evaluate the effectiveness of the IDM program and its implementation, present recommendations and implement approved changes. The timeline for implementation is found in Exhibit 1.J.5.