Joint Return to Work Committee (JRTWC) Agreement Sample Clauses

Joint Return to Work Committee (JRTWC) Agreement. The company and the union agree to establish a Joint Return to Work Committee (JRTWC). This agreement forms part of the collective agreement. The company and the union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving quicker rehabilitation and allow them to maintain their personal dignity and financial stability. The company and the union recognize that the Workers’ Compensation legislation and the Human Rights Statutes place an onus on the employer to accommodate injured and ill workers with the Human Rights Statutes creating the greater onus. Disabilities will be defined in accordance with the Ontario Human Rights Code. The company and the union agree that their objective is to, in a manner, which is consistent with the collective agreement and applicable legislation, assist injured and ill workers by: • Supporting employees in maintaining their dignity and self-respect subsequent to being adversely affected by a disabling injury or illness; • Ensuring the well-being of affected employees and, by doing so, reduce the stresses associated with adjusting to disability, reintegration into the workplace, financial complications and other factors that adversely affect the disabled employee; • Restoring the employee as much as possible to a normal life pattern while returning a valuable human resource to productive activity within the workplace; • Ensuring the involvement of the ill or injured worker, including the advice of the injured workers medical practitioner, in an early* return to work plan; • Ensuring respect of medical confidentiality; • In the event there are two injured workers with similar restrictions, seniority will prevail when placing the employee(s) in the program. *Early or as soon as possible as indicated by the attending physician.
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Related to Joint Return to Work Committee (JRTWC) Agreement

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.

  • Modified Work/Return to Work Programs The Hospital and the Union recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles:

  • Modified Work/Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty.

  • Return to Work Program When feasible, the Employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level restrictions must be adhered to.

  • TASK 1 GENERAL PROJECT TASKS PRODUCTS

  • Early and Safe Return to Work The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.

  • Performance Improvement Plan timely and accurate completion of key actions due within the reporting period 100 percent The Supplier will design and develop an improvement plan and agree milestones and deliverables with the Authority

  • Project Steering Committee (a) The Recipient shall establish and maintain at all times until the completion of the Project, the Project Steering Committee with a composition, mandate and resources satisfactory to the Association.

  • CAISO Scheduling Coordinator Charge The CAISO Scheduling Coordinator Charge for each Unit shall be the product of $0.31 and the Unit’s Billable MWh for the Billing Month.

  • Return to Work Programs (a) The parties recognize that prevention of injuries and rehabilitation of injured employees are equally important goals. The parties further recognize that return to work programs are part of a continuum of injury prevention and rehabilitation.

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