Job Accommodation. 34.7.1 The Employer, the Union and the Employees recognize their obligation to participate in job accommodations. Where an Employee has requested a job accommodation or has stated that medical issues are preventing them from attending work regularly or from performing duties of their job, they will provide the Corporation with appropriate medical information, to support the job accommodation.
34.7.2 At the time of a job accommodation request, Employees will be advised of their right to Union representation.
34.7.3 If the Union presents a signed release from the Employee, their medical information related to the job accommodation will be provided to the Union.
34.7.4 If an Employee has demonstrated that they cannot perform the work required, the Employer may call for an examination of the Employee by a physician of the Employer’s choice at the Employer’s expense. Should such physician’s report indicate that the Employee is able to work but is not capable of continuing to perform the duties of their job in a satisfactory manner, the Employer will in accordance with Article 2.2, of the Collective Agreement retain the Employee in a more suitable classification and department. If at any later time the Employee has regained their ability to perform the duties of their former job in a satisfactory manner, the Employee will be restored to their former classification as soon as a vacancy arises in that classification. When assessing the ability of the Employee to perform the duties of their former job, an Employee may be referred to a duly qualified physician of the Employer’s choice for a medical examination to assist Management in determining whether or not the Employee has regained their ability to satisfactorily perform the work required.
34.7.5 Upon agreement with the Union, the Employer may require an Employee to undergo a medical examination of the Employee’s mental and/or physical health if there is evidence of reasonable grounds for requiring such medical examination. The Employer will be provided with the results of the medical examination. Examples of such reasonable grounds are: extended unexplained absences, incidents of intoxication while at work, aggressive or threatening behaviour, or conduct or behaviour that may threaten the health and safety of the Employee or co-workers.
Job Accommodation. Subject to documentation satisfactory to the Employer from a physician or licensed practitioner, an employee who, due to partial or temporary disability, is unable to perform regular duties, shall be given preference for such other work as may be available and for which is able to perform. The rate of pay shall be determined in consultation with the parties. The Employer may request additional documentation a physician or other licensed practitioner of their choice prior to any job accommodation. Costs of such request shall be borne by the Employer. A copy of the results shall be made available to the Employer with the written consent of the employee. In such cases, Article shall not apply. The Employer undertakes to establish a Return to Work program for employees of the London District Catholic School Board. The Union will be consulted on the development of this program.
Job Accommodation. The first choice is to bring the employee back to his/her regular job through a process called job accommodation, which is intended to allow employees to return to their regular jobs while recovering from an injury. Accommodation may require some modification of the injured employee's regular assignment. For example, it may be
Job Accommodation. Subject to documentation satisfactory to the Employer from a physician or licensed practitioner, an employee who, due to partial or temporary disability, is unable to perform regular duties, shall be given preference for such other work as may be available and for which is able to perform. The rate of pay shall be determined in with the parties. The Employer may request additional documentation from a physician or other licensed practitioner of their choice prior to any job accommodation. Costs of such request shall be by the Employer. A copy of the results shall be made available to the Employer with the consent of the Employee. In such cases, Article shall not apply. A one time Joint Committee shall be established and structured with equal Employer and Union representatives. The purpose of this Committee will be focused on establishing and maintaining program improvements. The Employer will support the committee. The parties -agree that programs make a valuable contribution to a rapid safe recovery after an illness or injury has occurred. The parties agree to take a collaborative approach to supporting ill or injured workers regardless if the illness was work related.
Job Accommodation. An employee, due to disability, injury, sickness or pregnancy will be accommodated in a job classification where based on legitimate medical restrictions the employee can do the essential duties of the job. The employee will be accommodated according to the following procedure:
Job Accommodation. Within the spirit and intent of the Ontario Human Rights Code, the Company will accommodate disabled employees. For the purposes of this Article, "disabled employee" is defined as an employee who is unable to perform the essential duties of their job due to a non-occupational medical or physical condition. The accommodation, with due consideration given to the needs of the operation and the abilities of the employee, will be made in the following manner:
1. Accommodation will be made to the employee's regular position including, but not limited to, such elements as work station modification, adaptation of tools and equipment, and adjustments to work schedules.
2. If necessary, accommodation may also include the Company's making every effort to provide suitable alternative employment, including any necessary training, within the classification structure of Schedule "A" of the C.L.A.
3. In all cases, an appropriate assessment of the employee's skills and abilities will be carried out to ensure a suitable placement.
Job Accommodation. 24.01 Subject to documentation satisfactory to the Employer from a physician or licensed practitioner, an Employee who, due to partial or temporary disability, is unable to perform their regular duties, shall be given preference for such other work as may be available and for which they are able to perform. The rate of pay shall be determined in consultation with the parties.
24.02 The Employer may request additional documentation from a physician or other licensed practitioner of their choice prior to any job accommodation. Costs of such request shall be borne by the Employer. A copy of the results shall be made available to the Employer with the written consent of the Employee.
24.03 In such cases, Article 19 shall not apply.
(a) The parties agree that modified/rehabilitation programs make a valuable contribution to a rapid safe recovery after an illness or injury has occurred. The parties agree to take a collaborative approach to supporting ill or injured workers regardless if the illness was work related.
(b) When the Employer is aware of a modified/rehabilitative work situation, the Employer shall notify the Union President and Chief Xxxxxxx to coordinate a time to meet to plan the employee’s return.
Job Accommodation. 23.01 Subject to documentation satisfactory to the Employer from a physician or licensed practitioner, an employee who, due to partial or temporary disability, is unable to perform his/her regular duties, shall be given preference for such other work as may be available and for which he/she is able to perform. The rate of pay shall be determined in consultation with the parties.
23.02 The Employer may request additional documentation from a physician or other licensed practitioner of their choice prior to any job accommodation. Costs of such request shall be borne by the Employer. A copy of the results shall be made available to the Emplo yer with the written consent of the Employee.
23.03 In such cases, Article 19 shall not apply.
Job Accommodation. Subject to documentation satisfactory to the employer from a physician or licensed practitioner, an employee who, due to partial or temporary disability, is unable to perform regular duties, shall be given preference for such other work as may be available and for which is able to perform. The rate of pay shall be determined in consultation with the parties. The employer may request additional documentation from a physician or other licensed practitioner of their choice prior to any job accommodation. Costs of such request shall be by the employer. A copy of the results shall be made available to the employer with the written consent of the employee. In such cases, Article shall not apply. The parties agree that programs make a valuable contribution to a rapid safe recovery an illness or injury has occurred. The parties agree to take a collaborative approach to supporting ill or injured workers regardless if the illness was work related.
Job Accommodation. Within the spirit and intent of the Ontario Human Rights Code, the Company will accommodate disabled employees. For the purposes of this Article, "disabled employee" is defined as an employee who is unable to perform the essential duties of their job due to a non-occupational medical or physical condition. The accommodation, with due consideration given to the needs of the operation and the abilities of the employee, will be made in the following manner:
1. Accommodation requirements will be considered for employees with medical restrictions to the point of undue hardship. The employee at any time may request Union representation through this accommodation process.
2. An appropriate assessment of the employee's skills and abilities will be carried out to ensure a suitable placement.
