MODIFIED WORK POLICY Sample Clauses

MODIFIED WORK POLICY. 25.01 Prior to introducing a Modified Work Policy applicable to the employees in the Bargaining Unit, the Board will provide the Union with a reasonable opportunity to provide input into the Policy. 25.02 The Board and the Union recognize their mutual obligations under the Human Rights Code and the Workplace Safety and Insurance Act to take reasonable steps to attempt to accommodate employee‟s who, because of a disability, are unable to perform the normal requirements of the job. Where appropriate medical documentation requires the temporary accommodation to include a shortened work- day, the employee may be able to access sick leave credits, if available, to avoid a reduction in salary. 25.03 Once a Policy is in place, the Board will consult with the Union prior to making any material amendments to the Policy.
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MODIFIED WORK POLICY. It is Xxxxx’s policy to make reasonable effort to provide suitable alternate employment to an employee who is unable to perform his/her normal duties as a consequence of injury/illness. The Union agrees to assist the Company with a safe and meaningful return to work in accordance with this policy. PURPOSE:
Sample 1
MODIFIED WORK POLICY. All Employees, prior to transferring into the Fire and Medical Services Branch for the first time, must meet the medical/physical and aptitude test standards required for acceptance into the Fire and Medical Services Branch.
Sample 1
MODIFIED WORK POLICY. L26.01 Prior to introducing a Modified Work Policy applicable to the employees in the Bargaining Unit, the Board will provide the Union with a reasonable opportunity to provide input into the Policy. L26.02 The Board and the Union recognize their mutual obligations under the Human Rights Code and the Workplace Safety and Insurance Act to take reasonable steps to attempt to accommodate employees who, because of a disability, are unable to perform the normal requirements of the job. Where appropriate medical documentation requires the temporary accommodati on to include a shortened workday, the employee may be able to access sick leave credits, if available, to avoid a reduction in salary. Employees are entitled to Federation representation at all meetings related to such accommodations. Should the employee wish to exercise this right, the Bargaining Unit President will be informed of the date and time of the meeting and will attend or will appoint a designate to attend. Such representation will be secured within two (2) working days. For WSIB matters, the accommodation meeting will take place as soon as possible and suitable modified work may be offered. If, due to the need to hold the WSIB meeting as soon as possible, Federation representation could not be secured for the meeting, the employee may request a follow-up meeting during which Federation representation will be present. Such representation will be secured within two (2) working days. L26.03 Once a Policy is in place, the Board will consult with the Union prior to making any material amendments to the Policy.
Sample 1

Related to MODIFIED WORK POLICY

  • Modified Work Program The Employer shall provide modified work for any employee injured on the job as per the requirements of the Workers’ Safety and Insurance Board. The employee must co-operate in developing and participating in, a modified work program suited to his capabilities, and with the approval of his physician and/or the WSIB. Both the Employer and the employee shall work together to return the employee to good health and his regular duties.

  • Modified Work Where the Hospital and the Union agree, the Hospital may implement modified/rehabilitative work programs in order to assist employees returning to work following illness or injury. To facilitate these programs, it is understood and agreed that provisions of the collective agreement may, where agreed, be varied. The specific terms of the program will be signed by the Hospital and the Union.

  • Modified Work Week Where Employees in a unit have indicated a desire to work a modified work week, the Employer may authorize experiments with modified work week schedule, providing operational requirements permit and the provision of services are not adversely affected. The averaging period for a modified work week shall not exceed three (3) calendar weeks, and the work day shall not exceed ten (10) hours .

  • Modified Work/Return to Work Programs The Employer 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 safe return to work. The parties undertake to provide safe and meaningful employment for all nurses based on the following objectives and principles:

  • Alternative Work Schedules Employees may request alternative work schedules such as a nine (9) day - 80 hour two week schedule or a four (4) day - 40 hour week schedule. Management will respond to an employee's request within 15 calendar days. Any changes from existing work schedules will be based on the needs of the service as determined by Management. Employees covered by the Fair Labor Standards Act will not be placed on alternate work schedules that mandate the payment of overtime under the Act.

  • Alternative Work Schedule An alternate forty (40) hour work schedule (other than five (5) uniform and consecutive eight (8) hour days in a seven (7) day period), or for hospital personnel an eighty (80) hour workweek in a fourteen (14) day period and other mutually agreed upon schedules that comply with applicable federal and state law. Employee work schedules normally include two (2) consecutive days off.

  • Modified Work/Return to Work (a) The normal retirement age is sixty-five (65) years of age. The Employer may continue to employ an employee beyond retirement age, if the Employer determines that the employee can satisfactorily perform the requirements of her classification. (Effective December 12, 2006, the parties agree this sub- section no longer applies). (b) 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. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/light/ alternative work program, except as required by law.

  • Compliance; Modification The Asset Representations Reviewer will cooperate with and provide information to the Issuer regarding the Asset Representations Reviewer’s compliance with this Section 4.10. The Asset Representations Reviewer and the Issuer agree to modify this Section 4.10 as necessary from time to time for either party to comply with applicable law.

  • Flexible Work Schedules An employee may request a modification of their current work schedule to another schedule. The Employer, or its designees, may approve or deny flexible work schedules and retain the responsibility for determining exemptions from, or terminations of, flexible work schedules which adversely affect the operation of the Minnesota Judicial Branch or the level of service to the public.

  • Approved Working Drawings The Final Working Drawings shall be approved by Landlord (the “Approved Working Drawings”) prior to the commencement of construction of the Premises by Tenant. After approval by Landlord of the Final Working Drawings, Tenant may submit the same to the appropriate municipal authorities for all applicable building permits. Tenant hereby agrees that neither Landlord nor Landlord’s consultants shall be responsible for obtaining any building permit or certificate of occupancy for the Premises and that obtaining the same shall be Tenant’s responsibility; provided, however, that Landlord shall cooperate with Tenant in executing permit applications and performing other ministerial acts reasonably necessary to enable Tenant to obtain any such permit or certificate of occupancy. No changes, modifications or alterations in the Approved Working Drawings may be made without the prior written consent of Landlord, which consent may not be unreasonably withheld.

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