MEDICAL RESTRICTION. Due to safety concerns and increased risk of re-injury, employees designated by the Company Physician as unfit for full regular duties, will not normally be considered for overtime opportunities, but will be charged as if they were. However, these employees shall be offered overtime when the work is the same as work known to have been performed by the employee while unfit and the employee’s condition has not materially deteriorated.
MEDICAL RESTRICTION. The following provisions shall apply when an employee is removed from his/her job because of a medical restriction.
MEDICAL RESTRICTION. Employees normally shall not be required to furnish a medical certificate to substantiate a request for approval of sick leave unless such sick leave exceeds three (3) consecutive work days. However, should the supervisor have reason to believe that the employee may be abusing sick leave, the employee may be placed on Leave Restrictions and will be advised in writing that a medical certificate will be required for each absence chargeable to sick leave. After six (6) months the sick leave restriction will expire. Management may reinstate the requirement for cause.
MEDICAL RESTRICTION. Due to safety concerns and increased risk of re-injury, employees designated by the Company Doctor as unfit for full regular duties, will not normally be considered for over- time opportunities, but will be charged as if they were with the following exceptions: Overtime on the basis of “job continuation by the per- son on the job”, or Overtime on a job where the work is the same or sub- stantially the same as work known to have been per- formed by the employee while unfit, providing the work has not significantly changed and the employee’s con- dition has not materially deteriorated, or When the entire trade group is assigned to supervised overtime.
MEDICAL RESTRICTION. The following provisions shall apply when an employee is removed from his/her job because of a medical restriction.
(1) The Committeeperson and respective Supervisor or Department Managers shall agree upon a group within the employee’s classification in which such restricted employee shall be placed consistent with medical restrictions and seniority. Should this create an excess, the least senior employee shall be excessed.
(2) If the restricted employee is not placed according to one (1) above, for permanent restriction, the Human Resources Department will give written notification to the Union and employee identifying classifications in which the medically restricted employee is able to work. The employee will be paid at his/her current rate while assigned to another classification. Rate retention does not apply when placed as a result of a non-occupational injury.
(3) The employee in permanent restriction shall utilize his/her bargaining unit seniority to move to any classification for which he/she is qualified.
(4) The temporarily restricted employee not placed in one (1) above shall have rate retention when placed in another classification. Rate retention does not apply when placed as a result of a non- occupational injury.
(5) The employee will accrue classification seniority in both the classification he/she bumped to, as well as the classification he/she left, as long as the employee is restricted. Once an employee returns to the classification from which he/she was restricted, seniority in the temporary classification is lost.
(6) In the event of a surplus in the classification in which the restricted employee is working the employee shall have, for the purpose of reduction in force, seniority equal to his/her plant-wide seniority.
(7) When the medical restriction is removed, an employee will return to the classification from which he/she was restricted. If the job is no longer in existence, the employee shall exercise his/her classification seniority to move to any job in the classification his/her seniority permits. Once the medical restriction is removed, rate retention no longer applies.
MEDICAL RESTRICTION. Due to safety concerns and increased risk of re- injury, employees designated by the Company Physician as unfit for full regular duties, will not normally be considered for overtime opportunities, but will be charged as if they were. However, these employees shall be offered overtime when the work is the same as work known to have been performed by the employee while unfit and the employee’s condition has not materially deteriorated. c) Employees are not eligible for overtime or for crediting of overtime hours: i. if training, scheduled off on a mutual, on Company/Union paid Union business, or scheduled off on a Statutory Banked Holiday, the shift of, the shift preceding, or the shift following the shift in which an overtime opportunity occurs; ii. if on vacation, WSIB, earned days off or Long Term Disability [LTD] from the last shift worked until the first shift back; iii. if on compassionate leave or authorized leave from the time the employee is unavailable until the time the employee is available; iv. if sick, from the shift they went off sick to the first regular scheduled shift worked.
MEDICAL RESTRICTION. Due to safety concerns and increased risk of re-injury, employees designated by the Company Doctor as unfit for full regular duties, will not normally be considered for overtime opportunities, but will be charged as if they were with the following exceptions: Overtime on the basis of “job continuation by the person on the or Overtime on a job where the work is the same or substantial- ly the same as work known to have been performed by the employee while unfit, providing the work has not significantly changed and the employee’s condition has not materially deteriorated, or When the entire trade group is assigned to supervised over- time.
