Common use of Joint Accommodation Committee Clause in Contracts

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. (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 whether 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 than 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. (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 whether 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 than 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. (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 secondmentssecondment. 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.the

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 whether 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 Hospital agrees to offer every disabled worker, where available, employment upon the employee’s 's medical clearance to return to work, which shall continue as long as the disability lasts. The Employer Hospital agrees that a joint accommodation committee consisting of no more that than 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.