Joint Accommodation Committee. (a) A Joint Accommodation Committee (JAC) composed of equal numbers of Union and Hospital representatives will continue to function under the existing terms of reference. The JAC will meet on a monthly basis.
(b) The JAC will develop and recommend ongoing improvements to strategies to: - Develop bona fide job opportunities as secondments. The parties will sign a Memorandum of Agreement, outlining the terms of employment, prior to the start of the secondment. - Integrate accommodated workers back into the workplace.
(c) The Hospital will provide an updated listing of information to the JAC before each monthly meeting, including: - All employees with the bargaining unit currently on temporary modified work. - All employees within the bargaining unit who were accommodated into permanent positions in the previous month. - All employees within the bargaining unit currently requiring wither temporary/permanent placement. - All employees within the bargaining unit currently off work, pending return to work. And quarterly: - All employees within the bargaining unit absent from work in respect of WSIB benefits. - All employees within the bargaining unit absent from work in receipt of LTD. - All employees within the bargaining unit who have been absent from work for more than 23 months, excluding those identified above.
(d) The Employer agrees to offer every disabled worker, where available, employment upon the employee’s medical clearance to return to work, which shall continue as long as the disability lasts. The Employer agrees that a joint accommodation committee consisting of no more that six (6) members from each side, including the employee, will facilitate any long term and complex accommodation of disabled employees in accordance with the relevant return to work statutes e.g. WSIB.
Joint Accommodation Committee. 54.01 The Commission acknowledges that it has a duty to accommodate its employees. The Commission and the Union agree that accommodation is a multi-party obligation that requires the cooperation of the Commission, Union and employee.
54.02 A Joint Accommodation Committee shall be formed by three representatives of the union and three representatives of the Commission. It shall be co-chaired by a representative from each party and shall be called to meet jointly by the co-chairs.
54.03 A meeting shall only be called where the Commission is unable to accommodate an employee in his/her existing classification. In these circumstances, the Joint Accommodation Committee shall meet to review the employee’s restrictions and determine an appropriate accommodation for the employee within the Commission.
54.04 Where the Committee is unable to agree on an appropriate accommodation within the Commission, the Commission will offer accommodation to the employee as it is obligated to do under the Human Rights Code. If the Commission offers the accommodation to the employee without the agreement of the Committee, nothing precludes the Union from filing a grievance.
Joint Accommodation Committee. (a) A Joint Accommodation Committee (JAC) comprised of equal numbers of Association and Hospital representatives will continue to function under the existing terms of reference. The JAC will meet on a monthly basis.
(b) The JAC will develop and recommend ongoing improvements to strategies to: • Develop bona fide job opportunities such as secondments. The parties will sign a Memorandum of Agreement, outlining the terms of employment, prior to the start of the secondment. • Integrate accommodated workers back into the workplace. • Educate the Hospital on the legal and moral importance of providing modified work opportunities and positions.
(c) The Hospital will provide an updated listing of information to the JAC before each monthly meeting including: • All employees within the bargaining unit currently on temporary modified work. • All employees within the bargaining unit who were accommodated into permanent positions in the previous month. • All employees within the bargaining unit currently requiring either temporary/permanent placement. • All employees within the bargaining unit currently off work, pending return to work. • All employees within the bargaining unit in receipt of WSIB benefits. • All employees within the bargaining unit absent from work in receipt of LTD • All employees within the bargaining unit who have been absent from work for more than 23 months, excluding those identified above.
Joint Accommodation Committee. An ongoing joint committee consisting of representatives of the Union and the Employer (where appropriate a representative of UFCW Local 247) shall continue to work on providing employees with a fair and dignified return to work program. The committee as established shall ensure its policies and procedures adhere to the Duty to Accommodate Protocol Agreement, as amended from time to time. The Parties agree to meet to:
A) Review and modify rules and guidelines for accommodations.
B) Discuss additions/deletions to the light or modified duties job inventory as required, and inform the union of newly introduced duties.
C) Discuss and resolve issues concerning unresolved accommodation files. The Employer will share with the Union, on a monthly basis, a list of all accommodated employees not receiving a supplement from W.C.B., W.I. or L.T.D. The Parties agree to meet to:
A) Consciously review the Duty to Accommodate Protocol Agreement.
B) Share a synopsis on recent key legal issues pertaining to the Duty to Accommodate.
C) Revise the Protocol Agreement if necessary. It is acknowledged that the Employer, the Union, and the employees all have a responsibility to accommodate disabled employees who return to work. The parties agree to meet with legal counsel, if required, to keep abreast of the law.
Joint Accommodation Committee. An ongoing joint committee consisting of representatives of the Union and the Employer (where appropriate a representative of UFCW Local 247) shall continue to work on providing employees with a fair and dignified return to work program. The committee as established shall ensure its policies and procedures adhere to the Duty to Accommodate Protocol Agreement, as amended from time to time. The Parties agree to meet to:
Joint Accommodation Committee. The parties agree that any accommodation of disabled employees will be facilitated by the establishment of a Joint Accommodation Committee consisting of equal numbers of union and management representatives.
Joint Accommodation Committee. Where an employee identifies a need for accommodation in accordance with the Ontario Human Rights Code, the Employer, the Union and the employee will meet to develop the terms of the accommodation. To facilitate this, the Parties will develop and maintain a process for addressing accommodation requests. The Employer agrees to establish and maintain a Joint Accommodation Committee comprised of up to three (3) representatives of the Employer and up to three (3) representatives of the Union. Committee work shall be a duty assignment.
Joint Accommodation Committee. A Joint Accommodation Committee (JAC) composed of equal numbers of Union and Hospital representatives will continue to function under the existing terms of reference. The JAC will meet on a monthly basis.
Joint Accommodation Committee a) The parties agreed to establish a joint accommodation committee (the “Accommodation Committee”).
b) The Accommodation Committee will be comprised of one (1) standing representative from each of the Employer and the Union. Either party may add other representatives from time to time. Representatives should be familiar with the collective agreement, and have experience in the area of return to work and accommodation.
c) The Accommodation Committee will meet as regularly as necessary, and at the request of either party, to carry out its responsibilities.
d) The Accommodation Committee’s responsibilities will include:
i) keeping a record of employees who do or may require accommodation.
ii) assessing medical information provided by employees to determine whether there is a need for accommodation.
iii) requesting additional information concerning the restrictions and limitations of employees where necessary, and specifying the nature of such information;
iv) arranging for accommodations in accordance with the Protocol Policy;
v) communicating specific accommodation arrangements to all person who may be affected, including co-workers;
vi) keeping a record of employees accommodated, together with a summary of the arrangements;
vii) reviewing prior accommodation arrangements where there has been a change in circumstances;
viii) ensuring accommodation practices remain consistent with the law; and
ix) carrying out any other responsibilities assigned by mutual agreement of the parties.
e) Either party may refer a matter to the Accommodation Committee for resolution. If the other party opposes the referral, it must demonstrate that the matter is not appropriate for consideration by the Committee.
f) The Accommodation Committee has authority to make and implement decisions on matters described in paragraph 4 above when the representatives of both parties agree.
Joint Accommodation Committee. 1 The parties agreed to establish a joint accommodation committee (the "Accommodation Committee").
