Common use of Joint Advisory Committee (Rehabilitation Clause in Contracts

Joint Advisory Committee (Rehabilitation. The purpose of the Committee is to attempt to reintegrate team members who through accident or sickness are unable to perform any or all of the duties of their occupation. It is understood by both parties that Brookfield GIS Workplace Solutions Inc. is extremely limited in terms of its ability to provide rehabilitative or alternative employment for disabled persons due to the relative size of the organization. For the purposes of this section, incapacity shall mean where the team member is unable to perform all the duties of their own occupation as defined in Section 2.3 of the Long Term Disability Plan. For the purposes of this section there are two definitions to be considered. One definition addresses to those team members who are unable to perform any duties of their own occupation and the second definition addresses those team members unable to perform some duties of their current occupation where the team member falls into these definitions the following will apply: (1) Where the team member is unable to perform all or some of the duties of their current occupation, they shall make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with LTD program; Based on the above, the Committee would determine whether the team member is immediately capable of performing modified, alternative or rehabilitative employment; (2) Where they are actively engaged in a treatment program where the team member's physician determines it to be appropriate to be involved in such a program shall have benefits suspended; If no to (2) above, based on the assessments, implement the necessary training to place the team member in alternative or rehabilitative employment; (3) In considering modified, alternative or rehabilitative employment, consideration will be given to the following: (i) modification of the duties of the team member's job; (ii) flexibility in scheduling hours of work within the existing hours of operation; (iii) provision of technical or mechanical aids. (4) Where the team member is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, and the team member is therefore able to perform the duties of a gainful occupation, the Company will make a reasonable attempt to place the team member in a suitable position. (5) A team member in receipt of STIIP benefits where the prognosis for return to work exceeds eight weeks, may be referred to the LTD Review if a medical assessment(s) determines it is appropriate to do so. (6) Other duties will include the following: (i) to ensure team members are fully familiar with the alternatives available for them and that the benefits to which they are entitled under the LTD plan and this memorandum are effectively provided. (ii) The Committee will review all requests for retraining of LTD recipients after it has been notified by the team member that they are interested in retraining and further that they have been declared medically fit by their doctor to undergo the retraining requested. The retraining requested must be judged by the Committee to be reasonable. (iii) Approved expenses related to job placement activity will be considered an appropriate retraining activity. The Company agrees to make available a sum equal to a maximum of six months of the team member's current rate of pay at their regular occupation to cover retraining expenses. Where the LTD recipient is receiving retraining as per above, any one of the following alternatives shall be available: a. The team member could return to their previous position with their doctor's approval or be a successful applicant on a posted position consistent with the retraining received. b. The team member may retain leave of absence status and be placed on a priority placement list for up to six months after they have exhausted eligibility for benefits under the LTD plan. During this time, any vacant position for which the team member is qualified and capable of performing shall be offered to this team member or they may opt for a maximum of four months' salary at the current rate of pay of their regular position less any monies spent in #3 above at any time during the six month period. c. The team member may resign immediately at the termination of the LTD benefit eligibility and receive an allowance of five months' salary at the current rate of pay of their regular position less any monies spent on retraining.

Joint Advisory Committee (Rehabilitation. The purpose of the Committee is to attempt to reintegrate team members who through accident or sickness are unable to perform any or all of the duties of their occupation. It is understood by both parties that Brookfield GIS Workplace Solutions Inc. BLJC-WSI is extremely limited in terms of its ability to provide rehabilitative or alternative employment for disabled persons due to the relative size of the organization. For the purposes of this section, incapacity shall mean where the team Team member is unable to perform all the duties of their own occupation as defined in Section 2.3 of the Long Term Disability Plan. For the purposes of this section there are two (2) definitions to be considered. One definition addresses to those team members who are unable to perform any duties of their own occupation and the second definition addresses those team members unable to perform some duties of their current occupation where the team member falls into these definitions the following will apply: (1) Where the team member is unable to perform all or some of the duties of their current occupation, they shall make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with LTD program; Based on the above, the Committee would determine whether the team member is immediately capable of performing modified, alternative or rehabilitative employment; (2) Where they are actively engaged in a treatment program where the team member's ’s physician determines it to be appropriate to be involved in such a program shall have benefits suspended; If no to (2) above, based on the assessments, implement the necessary training to place the team member in alternative or rehabilitative employment; (3) In considering modified, alternative or rehabilitative employment, consideration will be given to the following: (i) modification of the duties of the team member's ’s job; (ii) flexibility in scheduling hours of work within the existing hours of operation; (iii) provision of technical or mechanical aids. (4) Where the team member is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, and the team member is therefore able to perform the duties of a gainful occupation, the Company will make a reasonable attempt to place the team member in a suitable position. (5) A team member in receipt of STIIP benefits where the prognosis for return to work exceeds eight (8) weeks, may be referred to the LTD Review if a medical assessment(s) determines it is appropriate to do so. (6) Other duties will include the following: (i) to ensure team members are fully familiar with the alternatives available for them and that the benefits to which they are entitled under the LTD plan and this memorandum are effectively provided. (ii) The Committee will review all requests for retraining of LTD recipients after it has been notified by the team member that they are interested in retraining and further that they have been declared medically fit by their doctor to undergo the retraining requested. The retraining requested must be judged by the Committee to be reasonable. (iii) Approved expenses related to job placement activity will be considered an appropriate retraining activity. The Company agrees to make available a sum equal to a maximum of six (6) months of the team member's ’s current rate of pay at their regular occupation to cover retraining expenses. Where the LTD recipient is receiving retraining as per above, any one (1) of the following alternatives shall be available: a. The team member could return to their previous position with their doctor's approval or be a successful applicant on a posted position consistent with the retraining received. b. The team member may retain leave of absence status and be placed on a priority placement list for up to six (6) months after they have exhausted eligibility for benefits under the LTD plan. During this time, any vacant position for which the team member is qualified and capable of performing shall be offered to this team member or they may opt for a maximum of four months' (4) months salary at the current rate of pay of their regular position less any monies spent in #3 above at any time during the six (6) month period. c. The team member may resign immediately at the termination of the LTD benefit eligibility and receive an allowance of five months' (5) months salary at the current rate of pay of their regular position less any monies spent on retraining.

Joint Advisory Committee (Rehabilitation. The purpose of the Committee is to attempt to reintegrate team members who through accident or sickness are unable to perform any or all of the duties of their occupation. It is understood by both parties that Brookfield GIS Workplace Solutions Alliance Facility Solutions, Inc. is extremely limited in terms of its ability to provide rehabilitative or alternative employment for disabled persons due to the relative size of the organization. For the purposes of this section, incapacity shall mean where the team member is unable to perform all the duties of their own occupation as defined in Section 2.3 of the Long Long-Term Disability Plan. For the purposes of this section there are two definitions to be considered. One definition addresses to those team members who are unable to perform any duties of their own occupation and the second definition addresses those team members unable to perform some duties of their current occupation where the team member falls into these definitions the following will apply: (1) Where the team member is unable to perform all or some of the duties of their current occupation, they shall make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with LTD program; Based on the above, the Committee would determine whether the team member is immediately capable of performing modified, alternative or rehabilitative employment; (2) Where they are actively engaged in a treatment program where the team member's physician determines it to be appropriate to be involved in such a program shall have benefits suspended; If no to (2) above, based on the assessments, implement the necessary training to place the team member in alternative or rehabilitative employment; (3) In considering modified, alternative or rehabilitative employment, consideration will be given to the following: (i) modification of the duties of the team member's job; (ii) flexibility in scheduling hours of work within the existing hours of operation;operation;‌ (iii) provision of technical or mechanical aids. (4) Where the team member is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, and the team member is therefore able to perform the duties of a gainful occupation, the Company will make a reasonable attempt to place the team member in a suitable position. (5) A team member in receipt of STIIP benefits where the prognosis for return to work exceeds eight weeks, may be referred to the LTD Review if a medical assessment(s) determines it is appropriate to do so. (6) Other duties will include the following: (i) to ensure team members are fully familiar with the alternatives available for them and that the benefits to which they are entitled under the LTD plan and this memorandum are effectively provided. (ii) The Committee will review all requests for retraining of LTD recipients after it has been notified by the team member that they are interested in retraining and further that they have been declared medically fit by their doctor to undergo the retraining requested. The retraining requested must be judged by the Committee to be reasonable. (iii) Approved expenses related to job placement activity will be considered an appropriate retraining activity. The Company agrees to make available a sum equal to a maximum of six months of the team member's current rate of pay at their regular occupation to cover retraining expenses. Where the LTD recipient is receiving retraining as per above, any one of the following alternatives shall be available: a. The team member could return to their previous position with their doctor's approval or be a successful applicant on a posted position consistent with the retraining received. b. The team member may retain leave of absence status and be placed on a priority placement list for up to six months after they have exhausted eligibility for benefits under the LTD plan. During this time, any vacant position for which the team member is qualified and capable of performing shall be offered to this team member or they may opt for a maximum of four months' salary at the current rate of pay of their regular position less any monies spent in #3 above at any time during the six month period. c. The team member may resign immediately at the termination of the LTD benefit eligibility and receive an allowance of five months' salary at the current rate of pay of their regular position less any monies spent on retraining.

Joint Advisory Committee (Rehabilitation. The purpose of the Committee is to attempt to reintegrate team members who through accident or sickness are unable to perform any or all of the duties of their occupation. It is understood by both parties that Brookfield GIS Workplace Solutions Alliance Facility Solutions, Inc. is extremely limited in terms of its ability to provide rehabilitative or alternative employment for disabled persons due to the relative size of the organization. For the purposes of this section, incapacity shall mean where the team member is unable to perform all the duties of their own occupation as defined in Section 2.3 of the Long Long-Term Disability Plan. For the purposes of this section there are two definitions to be considered. One definition addresses to those team members who are unable to perform any duties of their own occupation and the second definition addresses those team members unable to perform some duties of their current occupation where the team member falls into these definitions the following will apply: (1) Where the team member is unable to perform all or some of the duties of their current occupation, they shall make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with LTD program; Based on the above, the Committee would determine whether the team member is immediately capable of performing modified, alternative or rehabilitative employment; (2) Where they are actively engaged in a treatment program where the team member's physician determines it to be appropriate to be involved in such a program shall have benefits suspended; If no to (2) above, based on the assessments, implement the necessary training to place the team member in alternative or rehabilitative employment; (3) In considering modified, alternative or rehabilitative employment, consideration will be given to the following: (i) modification of the duties of the team member's job;job;‌ (ii) flexibility in scheduling hours of work within the existing hours of operation; (iii) provision of technical or mechanical aids. (4) Where the team member is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, and the team member is therefore able to perform the duties of a gainful occupation, the Company will make a reasonable attempt to place the team member in a suitable position. (5) A team member in receipt of STIIP benefits where the prognosis for return to work exceeds eight weeks, may be referred to the LTD Review if a medical assessment(s) determines it is appropriate to do so. (6) Other duties will include the following: (i) to ensure team members are fully familiar with the alternatives available for them and that the benefits to which they are entitled under the LTD plan and this memorandum are effectively provided. (ii) The Committee will review all requests for retraining of LTD recipients after it has been notified by the team member that they are interested in retraining and further that they have been declared medically fit by their doctor to undergo the retraining requested. The retraining requested must be judged by the Committee to be reasonable. (iii) Approved expenses related to job placement activity will be considered an appropriate retraining activity. The Company agrees to make available a sum equal to a maximum of six months of the team member's current rate of pay at their regular occupation to cover retraining expenses. Where the LTD recipient is receiving retraining as per above, any one of the following alternatives shall be available: a. The team member could return to their previous position with their doctor's approval or be a successful applicant on a posted position consistent with the retraining received. b. The team member may retain leave of absence status and be placed on a priority placement list for up to six months after they have exhausted eligibility for benefits under the LTD plan. During this time, any vacant position for which the team member is qualified and capable of performing shall be offered to this team member or they may opt for a maximum of four months' salary at the current rate of pay of their regular position less any monies spent in #3 above at any time during the six six-month period. c. The team member may resign immediately at the termination of the LTD benefit eligibility and receive an allowance of five months' salary at the current rate of pay of their regular position less any monies spent on retraining.