Common use of Modified Work Program Clause in Contracts

Modified Work Program. The parties are dedicated to finding a suitable work environment for Employees as soon as possible after an injury or illness. Should an Employee suffer an injury or illness resulting in time off for an extended period of time, the parties will make reasonable attempts to place them in a suitable work environment to assist in their recovery efforts. Should sufficient medical information establish that an Employee is in need of modified duties, all parties must work together in a cooperative manner to consider potential options for accommodation, in accordance with the requirements of the Workplace Safety and Insurance Act and the Human Rights Code, and to establish a safe and early return to work plan. An Employee who becomes medically restricted as a result of an injury or illness shall be placed in his job classification if he is capable of performing it with reasonable accommodation. If he is not capable of performing the work in his job with reasonable accommodation, he may be placed in another equal or lower job classification for which he is capable of performing the work, consistent with any restrictions he may have, seniority permitting. If a medically restricted Employee is not capable of performing, with reasonable accommodation, an available job in the plant, he shall be placed on medical leave up to the maximum time allowable under this Agreement. The return to work process requires Employees to maintain regular contact with the division’s Human Resources Department while absent from work due to illness or injury, in accordance with the schedule established at the outset of an Employee’s illness or injury. Upon request by the Company, Employees shall also provide detailed and reasonable medical information from their treating physician setting out the nature of their condition, the dates of treatment, the expected date of return, and any physical limitations that the Employees may have. The Human Resources Department may also contact Employees to obtain additional information and to discuss return to work. The parties’ goal is to offer Employees reasonable accommodation, and suitable work to the extent it is available within the division, for the purposes of assisting the rehabilitation process and ultimately returning Employees to their regular job. Employees are responsible for requesting accommodation and for providing the Company with medical information that supports their request. Prior to returning to work, Employees will be provided with a Functional Abilities Form (FAF) that their physician will have to complete, that sets out in detail their current physical abilities. The Company will then review the available medical information and the Employees’ functional abilities to determine whether suitable work is currently available within the division, which may reasonably meet any accommodation requirements. A representative from the Company will meet with the Employee Advocate (or designate) and the Employee in order to discuss suitable modified job(s) based on the physical capabilities of the Employee, for the purposes of determining expected recovery and reviewing potential options for accommodation. Should there be any changes to an Employee’s condition, he or she is responsible for immediately notifying the Human Resources Department and promptly providing updated medical information. In the event that overtime work is required in a position that is regularly performed by a disabled Employee in the Modified Work Program, such Employee will be eligible for the overtime opportunity, in accordance with any applicable overtime equalization process. So as not to jeopardize the Employee’s rehabilitation and recovery, any potential overtime opportunity will be subject to there being medical authorization on file allowing the possibility of overtime work, and the essential duties of the overtime work available falling within the Employee’s documented medical restrictions. The Employee and the Employee Advocate may review the Employee’s eligibility for overtime opportunities with the Employee’s Supervisor upon request. Failure to cooperate in the early and safe return to work process, maintain regular contact with the Company while absent, provide updated medical information when requested, or to accept suitable work when offered, may result in a denial of ongoing disability benefits and jeopardize ongoing employment. Should the Company file any objection with the WSIB regarding an Employee’s entitlement to disability benefits, the Employee may authorize the Company to provide a copy of the applicable objection letter to the Employee Advocate. Nothing in this Article creates any obligation on the part of the Company to create new or different jobs to accommodate medically restricted Employees.

Modified Work Program. The parties are dedicated to finding a suitable work environment for Employees as soon as possible after an injury or illness. Should an Employee suffer an injury or illness resulting in time off for an extended period of time, the parties will make reasonable attempts to place them in a suitable work environment to assist in their recovery efforts. Should sufficient medical information establish that an Employee is in need of modified duties, all parties must work together in a cooperative manner to consider potential options for accommodation, in accordance with the requirements of the Workplace Safety and Insurance Act and the Human Rights Code, and to establish a safe and early return to work plan. An Employee who becomes medically restricted as a result of an injury or illness shall be placed in his job classification if he is capable of performing it with reasonable accommodation. If he is not capable of performing the work in his job with reasonable accommodation, he may be placed in another equal or lower job classification for which he is capable of performing the work, consistent with any restrictions he may have, seniority permitting. If a medically restricted Employee is not capable of performing, with reasonable accommodation, an available job in the plant, he shall be placed on medical leave up to the maximum time allowable under this Agreement. The return to work process requires Employees to maintain regular contact with the division’s Human Resources Department while absent from work due to illness or injury, in accordance with the schedule established at the outset of an Employee’s illness or injury. Upon request by the Company, Employees shall also provide detailed and reasonable medical information from their treating physician setting out the nature of their condition, the dates of treatment, the expected date of return, and any physical limitations that the Employees may have. The Human Resources Department may also contact Employees to obtain additional information and to discuss return to work. The parties’ goal is to offer Employees reasonable accommodation, and suitable work to the extent it is available within the division, for the purposes of assisting the rehabilitation process and ultimately returning Employees to their regular job. Employees are responsible for requesting accommodation and for providing the Company with medical information that supports their request. Prior to returning to work, Employees will be provided with a Functional Abilities Form (FAF) that their physician will have to complete, that sets out in detail their current physical abilities. The Company will then review the available medical information and the Employees’ functional abilities to determine whether suitable work is currently available within the division, which may reasonably meet any accommodation requirements. A representative from the Company will meet with the Employee Advocate (or designate) and the Employee in order to discuss suitable modified job(s) based on the physical capabilities of the Employee, for the purposes of determining expected recovery and reviewing potential options for accommodation. Should there be any changes to an Employee’s condition, he or she is responsible for immediately notifying the Human Resources Department and promptly providing updated medical information. In the event that overtime work is required in a position that is regularly performed by a disabled Employee in the Modified Work Program, such Employee will be eligible for the overtime opportunity, in accordance with any applicable overtime equalization process. So as not to jeopardize the Employee’s rehabilitation and recovery, any potential overtime opportunity will be subject to there being medical authorization on file allowing the possibility of overtime work, and the essential duties of the overtime work available falling within the Employee’s documented medical restrictions. The Employee and the Employee Advocate may review the Employee’s eligibility for overtime opportunities with the Employee’s Supervisor upon request. Failure to cooperate in the early and safe return to work process, maintain regular contact with the Company while absent, provide updated medical information when requested, or to accept suitable work when offered, may result in a denial of ongoing disability benefits and jeopardize ongoing employment. Should the Company file any objection with the WSIB regarding an Employee’s entitlement to disability benefits, the Employee may authorize the Company to provide a copy of the applicable objection letter to the Employee Advocate. Nothing in this Article creates any obligation on the part of the Company to create new or different jobs to accommodate medically restricted Employees.

Modified Work Program. The parties are dedicated to finding a suitable work environment for Employees as soon as possible after an injury or illness. Should an Employee suffer an injury or illness resulting in time off for an extended period of time, the parties will make reasonable attempts to place them in a suitable work environment to assist in their recovery efforts. Should sufficient medical information establish that an Employee is in need of modified duties, all parties must work together in a cooperative manner to consider potential options for accommodation, in accordance with the requirements of the Workplace Safety and Insurance Act and the Human Rights Code, and to establish a safe and early return to work plan. An Employee who becomes medically restricted as a result of an injury or illness shall be placed in his job classification if he is capable of performing it with reasonable accommodation. If he is not capable of performing the work in his job with reasonable accommodation, he may be placed 11/147/173 in another equal or lower job classification for which he is capable of performing the work, consistent with any restrictions he may have, seniority permitting. If a medically restricted Employee is not capable of performing, with reasonable accommodation, an available job in the plant, he shall be placed on medical leave up to the maximum time allowable under this Agreement. The return to work process requires Employees to maintain regular contact with the division’s Human Resources Department while absent from work due to illness or injury, in accordance with the schedule established at the outset of an Employee’s illness or injury. Upon request by the Company, Employees shall also provide detailed and reasonable medical information from their treating physician setting out the nature of their condition, the dates of treatment, the expected date of return, and any physical limitations that the Employees may have. The Human Resources Department may also contact Employees to obtain additional information and to discuss return to work. The parties’ goal is to offer Employees reasonable accommodation, and suitable work to the extent it is available within the division, for the purposes of assisting the rehabilitation process and ultimately returning Employees to their regular job. Employees are responsible for requesting accommodation and for providing the Company with medical information that supports their request. Prior to returning to work, Employees will be provided with a Functional Abilities Form (FAF) that their physician will have to complete, that sets out in detail their current physical abilities. The Company will then review the available medical information and the Employees’ functional abilities to determine whether suitable work is currently available within the division, which may reasonably meet any accommodation requirements. A representative from the Company will meet with the Employee Advocate (or designate) and the Employee in order to discuss suitable modified job(s) based on the physical capabilities of the Employee, for the purposes of determining expected recovery and reviewing potential options for accommodation. Should there be any changes to an Employee’s condition, he or she is responsible for immediately notifying the Human Resources Department and promptly providing updated medical information. In the event that overtime work is required in a position that is regularly performed by a disabled Employee in the Modified Work Program, such Employee will be eligible for the overtime opportunity, in accordance with any applicable overtime equalization process. So as not to jeopardize the Employee’s rehabilitation and recovery, any potential overtime opportunity will be subject to there being medical authorization on file allowing the possibility of overtime work, and the essential duties of the overtime work available falling within the Employee’s documented medical restrictions. The Employee and the Employee Advocate may review the Employee’s eligibility for overtime opportunities with the Employee’s Supervisor upon request. Failure to cooperate in the early and safe return to work process, maintain regular contact with the Company while absent, provide updated medical information when requested, or to accept 11/147/173 suitable work when offered, may result in a denial of ongoing disability benefits and jeopardize ongoing employment. Should the Company file any objection with the WSIB regarding an Employee’s entitlement to disability benefits, the Employee may authorize the Company to provide a copy of the applicable objection letter to the Employee Advocate. Nothing in this Article creates any obligation on the part of the Company to create new or different jobs to accommodate medically restricted Employees.

Modified Work Program. The parties are dedicated to finding a suitable work environment for Employees as soon as possible after an injury or illness. Should an Employee suffer an injury or illness resulting in time off for an extended period of time, the parties will make reasonable attempts to place them in a suitable work environment to assist in their recovery efforts. Should sufficient medical information establish that an Employee is in need of modified duties, all parties must work together in a cooperative manner to consider potential options for accommodation, in accordance with the requirements of the Workplace Safety and Insurance Act and the Human Rights Code, and to establish a safe and early return to work plan. An Employee who becomes medically restricted as a result of an injury or illness shall be placed in his job classification if he is capable of performing it with reasonable accommodation. If he is not capable of performing the work in his job with reasonable accommodation, he may be placed in another equal or lower job classification for which he is capable of performing the work, consistent with any restrictions he may have, seniority permitting. If a medically restricted Employee is not capable of performing, with reasonable accommodation, an available job in the plant, he shall be placed on medical leave up to the maximum time allowable under this Agreement. The return to work process requires Employees to maintain regular contact with the division’s Human Resources Department while absent from work due to illness or injury, in accordance with the schedule established at the outset of an Employee’s illness or injury. Upon request by the Company, Employees shall also provide detailed and reasonable medical information from their treating physician setting out the nature of their condition, the dates of treatment, the expected date of return, and any physical limitations that the Employees may have. The Human Resources Department may also contact Employees to obtain additional information and to discuss return to work. The parties’ goal is to offer Employees reasonable accommodation, and suitable work to the extent it is available within the division, for the purposes of assisting the rehabilitation process and ultimately returning Employees to their regular job. Employees are responsible for requesting accommodation and for providing the Company with medical information that supports their request. Prior to returning to work, Employees will be provided with a Functional Abilities Form (FAF) that their physician will have to complete, that sets out in detail their current physical abilities. The Company will then review the available medical information and the Employees’ functional abilities to determine whether suitable work is currently available within the division, which may reasonably meet any accommodation requirements. A representative from the Company will meet with the Employee Advocate (or designate) and the Employee in order to discuss suitable modified job(s) based on the physical capabilities of the Employee, for the purposes of determining expected recovery and reviewing potential options for accommodation. Should there be any changes to an Employee’s condition, he or she is responsible for immediately notifying the Human Resources Department and promptly providing updated medical information. In the event that overtime work is required in a position that is regularly performed by a disabled Employee in the Modified Work Program, such Employee will be eligible for the overtime opportunity, in accordance with any applicable overtime equalization process. So as not to jeopardize the Employee’s rehabilitation and recovery, any potential overtime opportunity will be subject to there being medical authorization on file allowing the possibility of overtime work, and the essential duties of the overtime work available falling within the Employee’s documented medical restrictions. The Employee and the Employee Advocate may review the Employee’s eligibility for overtime opportunities with the Employee’s Supervisor upon request. Failure to cooperate in the early and safe return to work process, maintain regular contact with the Company while absent, provide updated medical information when requested, or to accept suitable work when offered, may result in a denial of ongoing disability benefits and jeopardize ongoing employment. Should the Company company file any objection with the WSIB regarding an Employee’s entitlement to disability benefits, the Employee may authorize the Company to provide a copy of the applicable objection letter to the Employee Advocate. Nothing in this Article creates any obligation on the part of the Company to create new or different jobs to accommodate medically restricted Employees.