Modified Work Plan. The Board and the Union recognize the benefit of enabling injured and disabled Teachers to return to, or remain at suitable work as early as the Teacher is willing and able. Participation in a Modified Work Plan shall only be possible if participation does not prejudice a Teacher’s right to access the sick leave and LTD provisions of the Collective Agreement. Accordingly, the Board and the Union have developed this "Modified Work Plan" protocol to facilitate the return to work of its Teachers by making reasonable accommodations that fairly balance the needs of the disabled Teacher, the members within the Unions and the Board. A committee composed of three representatives of the Board, the President of the Union, the Collective Bargaining Representative, and one other member appointed by the Union shall be responsible for developing and supervising modified work plans for disabled Teachers . Sub-committees may be established to address the needs of specific Teachers . The committee shall develop a Work Plan to reconcile the employment needs and abilities of the disabled Teacher with the workplace needs of the system and the interest of the Union. Each Work Plan shall establish a start date, and a projected timetable with anticipated outcomes. The underlying principle behind each Modified Work Plan is to create a suitable position by modifying the Teacher’s regular position through the smallest possible changes to the Teacher’s position. Other positions may be modified only with the consent of the committee and the Teacher currently in the position to be modified. A position may be reserved to facilitate the Teacher’s return to full teaching status. After the committee has attempted all reasonable accommodations any position modified, reserved and/or created under this provision shall be treated as non- permanent. No Teacher shall have the rate of pay reduced nor the fundamental quality of the normal position permanently eroded to the detriment of the Teacher. For the purposes o f administering other provisions of the Collective Agreement, any positions that are modified under this provision shall be treated in the same manner as if they were regular positions with their regular duties. It is understood that the Unions reserve the right to access the grievance procedure up to and including arbitration should the Union disagree with the Board's application of these Modified Work Plan provisions.
Modified Work Plan. The Employer will notify the Bargaining Unit President when an employee goes off work due to disability or WSIB. In the absence of a Bargaining Unit President, the Employer will notify the Labour Relations Officer.
Modified Work Plan. 12:05:1 The Board will work with the employee and the treating health professional(s) in developing a return-to-work program that modifies the employee's position taking into consideration the employee's medical fitness to perform the duties and the essential duties of the position.
Modified Work Plan. Department Representative Chief or Association Health and Services Representative
Modified Work Plan. In order to have a more full bodied discussion with respect to the matter raised by both parties with respect to Modified Work Plan, the parties agree to meet as a joint committee within three (3) months of the ratification of collective agreement to discuss the above matter. This committee shall be comprised of four Corporation and four Association members. By forming this joint committee neither party endorses or supports all concerns raised during the negotiations process. This joint committee shall endeavour to satisfy both parties however only issues that are agreed upon shall be brought forward to the respective principals for approval. For the Corporation: For the Association: Xxxxxxxx Xxxxxxxxx Xxxxx Xxxxxx Manager, Labour Relations President, B.P.F.F.A. Local 1068
Modified Work Plan. The Board work with the employee and the treating health in developing a program that modifies the employee's position into consideration the employee's medical fitness to perform the duties and the essentialduties of the position. For the purposes of this Article, is as an who is unable to the work LEAVE OF ABSENCE Employees requesting a Leave of Absence as to in this must complete a standard "Requestfor Leave form available from the employee's Principal, which in shallbe to the Manager of Human at least two (2) weeks in advance of the prompting the request In the event of an verbal approval fromthe employee's Principalwill suffice, to be followedby a completed Request for Leave form in the usual The of all for leave of absence shall, to the provisions of this be at the of the Manager of Human an approved leave of absence that extends beyond two (2) are required to provide written of their intention to to work in the upcoming school year no later than April The Bargaining Unit President shall be notified at least days m advance of of any member who has not the Board of the to to work. Failure to provide such notice may m a delay in the of a placementbeyond the anticipated date of Bereavement Employees will be allowed leave of absence up to but not exceeding five (5)work days on any one (1)occasion without loss of pay or Sick Leave for the death of a father, mother, spouse, or daughter, brother, sister, mother-in-law, father-in-law, grandmother, grandfather, grandchildren, and Employeeswill be allowed leave of one (1) work day, without loss of pay, or Sick Leave or Cumulative Sick leave for attendance at the of an uncle, aunt, brother-&law, sister-in-law, nephew, niece, first cousin or to serve as a pallbearer. the request of the employee, the appropriate Board Official, in consultation with the employee's may, of extenuating additional leave over the and above Compassionate Leave Employees will be allowed leave of up to but not exceeding three (3) work days on any one without loss of pay or Sick or Sick Leave Credits, in the event of of father, mother, spouse, or daughter, brother, sister, mother-in-law, father-in-law, grandmother, grandchild, daughter-in-law, and step children. On the request of the employee, the appropriate Board in consultation with the employee's may, because of extenuating grant additional leave over the maximum allowed above.
Modified Work Plan. The Board work with the employee and the treating health in developing a return-to-workprogram that modifies the employee's position into consideration the employee's medical fitness to perform the duties and the essential duties of the position. For the purposes of this Article, "disabled is defined as an who is unable to perform the work requirements.
Modified Work Plan. The City of Brampton and its employees are committed to developing and maintaining a safe and healthy work environment that safeguards the health and safety of its employees. It is the policy of the Brampton Fire and Emergency Services to make every reasonable effort to provide suitable modified work to employees to the extent that they are competent and capable, who are unable to perform the essential duties of their regular jobs because of an occupational or non-occupational injury or illness. Modified work must be mandatory not only in the sense that the Corporation can require an employee to accept suitable and available modified work, but also in the sense that, consistent with the duty to accommodate disability as defined by the Ontario Human Rights Code, the employees who require it have entitlement to modified work where it is suitable and available.
1. A Modified Work Program is an integral and important element in providing a safe and healthy work environment for all employees. The program promotes an early return to suitable modified work, which safeguards the employee’s health, reduces costs and lessens the adverse impacts on disabled employees.
2. The objective of a Modified Work Program is to return a disabled employee to full duties through the process of matching the functional abilities and limitations of the employee, as identified by the health professional on the Medical Assessment Form, to the demands of suitable and available modified work.
3. Disabled employees on modified work will continue to accrue service and seniority, and will continue to accumulate sick leave.
4. The Modified Work Program will permit an employee a reasonable period of convalescence as identified by the employee’s health professional.
Modified Work Plan. The City of Brampton and its employees are committed to developing and maintaining a safe and healthy work environment that safeguards the health and safety of its employees. It is the policy of the Brampton Fire and Emergency Services to make every reasonable effort to provide suitable modified work to employees to the extent that they are competent and capable, who are unable to perform the essential duties of their regular jobs because of an occupational or non-occupational injury or illness. Modified work must be mandatory not only in the sense that the Corporation can require an employee to accept suitable and available modified work, but also in the sense that, consistent with the duty to accommodate disability as defined by the Ontario Human Rights Code, the employees who require it have entitlement to modified work where it is suitable and available.
1. A Modified Work Program is an integral and important element in providing a safe and healthy work environment for all employees. The program promotes an early return to suitable modified work, which safeguards the employee’s health, reduces costs and lessens the adverse impacts on disabled employees.
2. The objective of a Modified Work Program is to return a disabled employee to full duties through the process of matching the functional abilities and limitations of the employee, as identified by the health professional on the Medical Assessment Form, to the demands of suitable and available modified work.
3. Disabled employees on modified work will continue to accrue service and seniority, and will continue to accumulate sick leave.
4. The Modified Work Program will permit an employee a reasonable period of convalescence as identified by the employee’s health professional. To ensure that all interests are taken into consideration and a successful early and safe return to work plan is developed, a team approach will be utilized. Although the specific individuals in each case will vary, the MWP Team will consist of, but not be limited to the following participants: (all the Team members identified below must agree to any additional Team members) ▪ Disabled Employee ▪ Health Professional ▪ Department Representative (Fire Chief or designate) ▪ Association Representative ▪ Health and Safety Services Representative ▪ Promptly report all injuries and illnesses ▪ Obtain healthcare treatment immediately and continue medical rehabilitation as necessary to recover ▪ Provide medical information, with respect to...
Modified Work Plan. The City of Brampton and its employees are committed to developing and maintaining a safe and healthy work environment that safeguards the health and safety of its employees. It is the policy of the Brampton Fire and Emergency Services to make every reasonable effort to provide suitable modified work to employees to the extent that they are competent and capable, who are unable to the essential duties of their regular jobs because of an occupational or injury or illness. Modified work must be mandatory not only in the sense that the Corporation can require an employee to accept suitable and available modified work, but also in the sense that, consistent with the duty to accommodate disability as defined by the Ontario Human Rights Code, the employees who require it have entitlement to modified work where it is suitable and available.
