Common use of Joint Return to Work Clause in Contracts

Joint Return to Work. The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability. • The Employer and the Union recognize that the Workplace Safety Insurance Board legislation and the Ontario Human Rights Code place an onus on the employer to accommodate injured and ill workers. • The Employer will make every reasonable effort pursuant to the provisions of the Ontario Human Rights Code and, where appropriate, WSIB legislation, to accommodate employees coming within the scope of this agreement with suitable alternate, temporary employment, by reviewing, and if necessary, modifying their regular duties. • In order to accommodate an employee said employee’s pre-injury position will be considered for modification. The goal will be to return the injured/ill worker to the essential duties of the pre-injury job. Modified work is temporary employment of a light or modified nature, calculated to assist in returning the employee to full regular duties. Such modified work is considered transitory by its nature and, although without formal time limits, it is generally anticipated that the worker will return to his/her usual job functions in the near future. • Upon receipt of medical documentation indicating the employees’s ability to return to work, the employee will meet with the representative from the Occupational Health and Safety Office accompanied by the Union Administrative Committee Member to discuss the employee’s return to modified duties. The parties recognize the importance of confidentiality of an employee’s health information. • Where the employee has sustained a work related injury, the employee shall be required to co-operate with the Employer as prescribed by the Workplace Safety and Insurance Board. • The application of this Article will be pursuant to the Ontario Human Rights Code or WSIB Legislation as the case may be. Where there is a conflict between this Article and the relevant legislation, the provisions of the legislation will prevail. Attached hereto and forming part of the Collective Agreement are the following Letters of Intent, Memorandum of Agreement, and Letters of Understanding: Letter of Intent Regarding Bi-Weekly Payroll Letter of Understanding Re: Emergency Response Plan Letter of Understanding Re: Employment Equity Letter of Understanding Regarding Mandatory Drug Testing Memorandum of Agreement Re: Pay Equity Memorandum of Agreement Re: Joint Job Evaluation Committee LETTER OF INTENT RE: BI-WEEKLY PAYROLL The University agrees to implement a bi-weekly payroll with the following understanding:

Joint Return to Work. The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability. • The Employer and the Union recognize that the Workplace Safety Insurance Board legislation and the Ontario Human Rights Code place an onus on the employer to accommodate injured and ill workers. • The Employer will make every reasonable effort pursuant to the provisions of the Ontario Human Rights Code and, where appropriate, WSIB legislation, to accommodate employees coming within the scope of this agreement with suitable alternate, alternate temporary employment, employment by reviewing, and if necessary, modifying their regular duties. • In order to accommodate an employee said employee’s employees pre-injury position will be considered for modification. The goal will be to return the injured/ill worker to the essential duties of the pre-injury job. Modified work is temporary employment of a light or modified nature, calculated to assist in returning the employee to full regular duties. Such modified work is considered transitory by its nature and, although without formal time limits, it is generally anticipated that the worker will return to his/her usual job functions in the near future. • Upon receipt of medical documentation indicating the employees’s employeess ability to return to work, the employee will meet with the representative from the Occupational Health and Safety Office accompanied by the Union Administrative Committee Member to discuss the employee’s employees return to modified duties. The parties recognize the importance of confidentiality of an employee’s employees health information. • Where the employee has sustained a work related injury, the employee shall be required to co-operate with the Employer as prescribed by the Workplace Safety and Insurance Board. • The application of this Article will be pursuant to the Ontario Human Rights Code or WSIB Legislation as the case may be. Where there is a conflict between this Article and the relevant legislation, the provisions of the legislation will prevail. Attached hereto and forming part of the Collective Agreement are the following Letters of Intent, Memorandum of Agreement, and Letters of Understanding: Letter of Intent Regarding Bi-Weekly Payroll Letter of Understanding Re: Emergency Response Plan Letter of Understanding Re: Employment Equity Letter of Understanding Regarding Mandatory Drug Testing Memorandum of Agreement Re: Pay Equity Memorandum of Agreement Re: Joint Job Evaluation Committee LETTER OF INTENT RE: BI-WEEKLY PAYROLL The University agrees Back to implement a bi-weekly payroll with the following understanding:top

Joint Return to Work. ⚫ The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability. • ⚫ The Employer and the Union recognize that the Workplace Safety Insurance Board legislation and the Ontario Human Rights Code place an onus on the employer to accommodate injured and ill workers. • ⚫ The Employer will make every reasonable effort pursuant to the provisions of the Ontario Human Rights Code and, where appropriate, WSIB legislation, to accommodate employees coming within the scope of this agreement with suitable alternate, alternate temporary employment, employment by reviewing, and if necessary, modifying their regular duties. • ⚫ In order to accommodate an employee said employee’s employees pre-injury position will be considered for modification. The goal will be to return the injured/ill worker to the essential duties of the pre-injury job. Modified work is temporary employment of a light or modified nature, calculated to assist in returning the employee to full regular duties. Such modified work is considered transitory by its nature and, although without formal time limits, it is generally anticipated that the worker will return to his/her usual job functions in the near future. • ⚫ Upon receipt of medical documentation indicating the employees’s employeess ability to return to work, the employee will meet with the representative from the Occupational Health and Safety Office accompanied by the Union Administrative Committee Member to discuss the employee’s employees return to modified duties. The parties recognize the importance of confidentiality of an employee’s employees health information. • ⚫ Where the employee has sustained a work related injury, the employee shall be required to co-operate with the Employer as prescribed by the Workplace Safety and Insurance Board. • ⚫ The application of this Article will be pursuant to the Ontario Human Rights Code or WSIB Legislation as the case may be. Where there is a conflict between this Article and the relevant legislation, the provisions of the legislation will prevail. Attached hereto and forming part of the Collective Agreement are the following Letters of Intent, Memorandum of Agreement, and Letters of Understanding: Letter of Intent Regarding Bi-Weekly Payroll Letter of Understanding Re: Emergency Response Plan Letter of Understanding Re: Employment Equity Letter of Understanding Regarding Mandatory Drug Testing Memorandum of Agreement Re: Pay Equity Memorandum of Agreement Re: Joint Job Evaluation Committee LETTER OF INTENT RE: BI-WEEKLY PAYROLL The University agrees Back to implement a bi-weekly payroll with the following understanding:top

Joint Return to Work. The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability. • (b) The Employer and the Union recognize that the Workplace Safety Insurance Board legislation and the Ontario Human Rights Code place an onus on the employer Employer to accommodate injured and ill workersworkers in a position where they will be treated with dignity and respect. • (c) The Employer will make every reasonable effort pursuant to the provisions of the Ontario Human Rights Code and, where appropriate, WSIB legislation, to accommodate employees coming within the scope of this agreement with suitable alternate, alternate temporary employment, employment by reviewing, and if necessary, modifying their regular duties. • (d) In order to accommodate an employee said employee’s =s pre-injury position will be considered for modification. The goal will be to return the injured/ill worker to the essential duties of the pre-injury job. Modified work is temporary employment of a light or modified nature, calculated to assist in returning the employee to full regular duties. Such modified work is considered transitory by its nature and, although without formal time limits, it is generally anticipated that the worker will return to his/her usual job functions in the near future. • (e) Upon receipt of medical documentation indicating the employees’s employees‟ ability to return to work, the employee will meet with the representative from the Occupational Health and Safety Office accompanied by Office, the Employee Relations Manager or designate, the employee‟s direct Supervisor and the Union Administrative Committee Member to discuss the employee’s =s return to modified duties. The parties recognize the importance of confidentiality of an employee’s employee‟s health information. • (f) Where the employee has sustained a work related injury, the employee shall be required to co-operate with the Employer as prescribed by the Workplace Safety and Insurance Board. • (g) The application of this Article will be pursuant to the Ontario Human Rights Code or WSIB Legislation as the case may be. Where there is a conflict between this Article and the relevant legislation, the provisions of the legislation will prevail. Attached hereto and forming part of the Collective Agreement are the following Letters of Intent, Memorandum of Agreement, and Letters of Understanding: Letter of Intent Regarding Bi-Weekly Payroll Letter of Understanding Re: Emergency Response Plan Letter of Understanding Re: Employment Equity Letter of Understanding Regarding Mandatory Drug Testing Memorandum of Agreement Re: Pay Equity Memorandum of Agreement Re: Joint Job Evaluation Committee LETTER OF INTENT RE: BI-WEEKLY PAYROLL The University agrees to implement a bi-weekly payroll with the following understanding:.

Joint Return to Work. The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability. • · The Employer and the Union recognize that the Workplace Safety Insurance Board legislation and the Ontario Human Rights Code place an onus on the employer to accommodate injured and ill workers. • · The Employer will make every reasonable effort pursuant to the provisions of the Ontario Human Rights Code and, where appropriate, WSIB legislation, to accommodate employees coming within the scope of this agreement with suitable alternate, alternate temporary employment, employment by reviewing, and if necessary, modifying their regular duties. • · In order to accommodate an employee said employee’s pre-injury position will be considered for modification. The goal will be to return the injured/ill worker to the essential duties of the pre-injury job. Modified work is temporary employment of a light or modified nature, calculated to assist in returning the employee to full regular duties. Such modified work is considered transitory by its nature and, although without formal time limits, it is generally anticipated that the worker will return to his/her usual job functions in the near future. • · Upon receipt of medical documentation indicating the employees’s ability to return to work, the employee will meet with the representative from the Occupational Health and Safety Office accompanied by the Union Administrative Committee Member to discuss the employee’s return to modified duties. The parties recognize the importance of confidentiality of an employee’s health information. • · Where the employee has sustained a work related injury, the employee shall be required to co-operate with the Employer as prescribed by the Workplace Safety and Insurance Board. • · The application of this Article will be pursuant to the Ontario Human Rights Code or WSIB Legislation as the case may be. Where there is a conflict between this Article and the relevant legislation, the provisions of the legislation will prevail. Attached hereto and forming part of the Collective Agreement are the following Letters of Intent, Memorandum of Agreement, and Letters of Understanding: Letter of Intent Regarding Bi-Weekly Payroll Letter of Understanding Re: Emergency Response Plan Letter of Understanding Re: Employment Equity Letter of Understanding Regarding Mandatory Drug Testing Memorandum of Agreement Re: Pay Equity Memorandum of Agreement Re: Joint Job Evaluation Committee LETTER OF INTENT RE: BI-WEEKLY PAYROLL The University agrees to implement a bi-weekly payroll with the following understanding:.