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.
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:
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 possible for the employee to return to his/her regular job with instructions not to perform specific activities or to complete only a limited number of the tasks usually performed in a day's time. This type of job modification is often most desirable because it enables injured workers to perform familiar work. It also helps avoid injuries that could result from performing unfamiliar tasks.
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.
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. 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:
