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. In order to assist injured workers returning to productive and meaningful Regular duties and to identify additional modified opportunities, we agree to the establishment of a committee to be comprised of one (1) member of the Modified Work Crew (understanding that this individual will change from time to time), two (2) members of the Union Committee including the Union Health & Safety Chairperson, the Human Resources Manager and a Supervisor. It will be the goal of this Committee to develop and maintain a Modified Work Program for the betterment of all concerned parties. The parties are dedicated to finding shall structure 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, program under 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 guidelines set out by the Workplace Safety and Insurance Act Board and wherever possible will utilize their Work Site Analyst to assist the Human Rights CodeCommittee in their efforts. This Committee will meet monthly as required, and less often should there be no need to establish meet (not less than once every three months). In a safe case of an injured employee returning to the work place that injured employee shall meet with the Committee to review the modified work opportunities that pertains to their restrictions. The Committee as a group, and early return with the input of the injured employee, will decide on what modified work, if any, best suits their needs. In some cases it may be necessary to have the employee’s adjudicator attend this meeting. Each case will be reviewed by the Committee on its individual merit for rehabilitation to former duties, comparable work or suitable work. An employee will have an opportunity to work planovertime as long as the overtime available is within the employee’s restrictions under the Modified Work Program as provided by the treating physician. An Employee who becomes medically restricted as a result In addition it will be the responsibility 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 employee to provide medical documentation to support their ability to 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 overtime satisfactory 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, employer and in accordance with their functional ability and subject to availability of 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 modified work. The parties’ goal is Failure to offer Employees reasonable accommodation, and suitable work to provide medical documentation confirming 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 ability 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 result in the Modified Work Program, such Employee will be eligible employee ineligible 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 restrictions must not limit their capability of overtime work, and the essential duties meeting a minimum of producing fifty percent (50%) or greater of the overtime normal daily production rate in order to be considered eligible for the overtime. In cases of work available falling within related injuries, the Employeeemployee’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 ability to work process, maintain regular contact with overtime must also be approved by WSIB to determine if the Company while absent, provide updated medical information when requested, or to accept suitable modified 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 Employeesis suitable.

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.

Modified Work Program. The parties are dedicated Hospital and the Union agree to finding support the principle of prompt rehabilitation and return to work of injured workers. Consequently, the following Modified Work Program will apply: Once a suitable claim is established with, and approved by the Workplace Safety Insurance Board it will be monitored by the Hospital. Where there is a reasonable possibility that the person may be able to return to work environment on modified duties, a Physical Demand Analysis will be completed for Employees the injured workers job (unless it has been done for another case) and forwarded to the treating physician(s) and the Bargaining Unit President along with a request to consider the worker as a candidate for modified work. Upon a positive reply from the treating physician(s), a Modified Work Plan will be developed by the injured worker’s Supervisor in consultation with the worker, the Bargaining Unit President or her Designate and other qualified personnel as necessary. The will indicate the applicable restrictions and the expected length of rehabilitation. When the terms and conditions of the have been agreed upon, the document respecting such program will be submitted to the Association’s Labour Relations Officer for signing. If, during the course of rehabilitation, the worker is experiencing increased discomfort, the will be adjusted or discontinued so as not to harm the worker. This decision will be made by the Hospital in conjunction with the worker and the Bargaining Unit President, or her Designate. It is understood that the Bargaining Unit President or her Designate will accompany the worker to any meetings. The will continue until the worker returns to full duties or is no longer making progress toward returning to full duties, whichever comes first. The injured worker will receive full wages and benefits while on the Program. Specific elements of this Program may change from time to time to accommodate changing policies or legislation in which case the Union will be consulted. The Hospital, with the Nurse’s consent, will inform the Association within three days of any Nurse who has been assaulted while performing her work. Such information shall be submitted in writing to the Association as soon as possible after an injury or illnesspossible. Should an Employee suffer an injury or illness resulting in time off The Hospital will consider a request 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 reimbursement 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 damages incurred to the maximum time allowable under this Agreement. The return to work process requires Employees to maintain regular contact with the divisionNurse’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 Employeespersonal property.