Common use of Modified Work/Return to Work Programs Clause in Contracts

Modified Work/Return to Work Programs. (a) The Employer and the Union recognize that 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 in order to enable their early and safe return to work. (b) Prior to any employee returning to work on a modified work program, the Employer will notify and meet with the employee, a member of the local executive and a staff representative of the Ontario Nurses’ Association (if necessary), to discuss the circumstances surrounding the Employee’s return to suitable work. (c) The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles: i) A nurse has the right to employment following an injury or illness if she/he is able to perform either the essential duties of her/his pre- injury/illness job or any other available suitable modified work. ii) A nurse participating in this program shall be paid the applicable hourly rate in accordance with the Collective Agreement. iii) A nurse with a disability has the right to have the workplace modified to accommodate her/his needs in order to facilitate an early and safe return to work to her/his pre-injury/illness job or other available suitable work. iv) A nurse with a disability, who pre-injury/illness job cannot be accommodated to allow her/him to perform the essential duties of that particular job, shall be offered available alternative work that is comparable in nature and salary to the pre-injury/illness employment. v) The Employer shall be obliged to accommodate a nurse as noted above up to undue hardship. (d) For full-time nurses where a medical condition requires a nurse to reduce their regular work hours, all hours not worked will be deducted from their illness credits.

Modified Work/Return to Work Programs. (a) The Employer and the Union recognize that 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 in order to enable their early and safe return to work. (b) Prior to any employee returning to work on When developing a modified work program, the Employer will notify and meet with the employee, a member of the local executive and a staff representative of the Ontario Nurses’ Association (if necessary), to discuss the circumstances surrounding the Employee’s return to suitable work. (c) The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles: i) A nurse has the right to employment following an injury or illness if she/he the nurse is able to perform either the essential duties of her/his their pre- injury/illness job or any other available suitable modified work. ii) A nurse participating in this program shall be paid the applicable hourly rate in accordance with the Collective Agreement. iii) A nurse with a disability has the right to have the workplace modified to accommodate her/his their needs in order to facilitate an early and safe return to work to her/his their pre-injury/illness job or other available suitable work. iv) A nurse with a disability, who pre-injury/illness job cannot be accommodated to allow her/him the nurse to perform the essential duties of that particular job, shall be offered available alternative work that is comparable in nature and salary to the pre-injury/illness employment. v) The Employer shall be obliged to accommodate a nurse as noted above up to undue hardship. (d) For full-time nurses where a medical condition requires a nurse to reduce their regular work hours, all hours not worked will be deducted from their illness credits.

Modified Work/Return to Work Programs. (a) The Employer Hospital and the Union recognize that the purpose of modified work/return to work programs programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or permanently disabled in order disabled, to enable their early and safe return to work. (b) Prior to any employee returning to work on a modified work program, the Employer will notify and meet with the employee, a member of the local executive and a staff representative of the Ontario Nurses’ Association (if necessary), to discuss the circumstances surrounding the Employee’s return to suitable work. (c) . The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles: i) 1. A nurse has the right to employment following an injury or illness if she/he the Employee is able to perform either the essential duties of her/his pre- their pre-injury/illness job or any other available suitable modified work. ii) 2. A nurse participating in this program shall will be paid the applicable hourly rate in accordance with the Collective Agreement. iii) 3. A nurse with a disability has the right to have the work or workplace modified to accommodate her/his their needs in order to facilitate an early and safe return to work to her/his their pre-injury/illness job or other available suitable work. iv) 4. A nurse with a disability, who whose pre-injury/illness job cannot be accommodated to allow her/him them to perform the essential duties of that particular job, shall be offered available alternative suitable work. Every attempt will be made to offer alternative work that is comparable in nature and salary to the pre-injury/illness employment. 5. In order to return a worker with a disability to her/his pre-injury/illness job, appropriate accommodation may include, but is not limited to modifications to the job or work station, reorganization of the work, provision of additional staff and/or retraining of the worker in order to perform the essential duties of the pre-injury/illness job or alternative suitable work. When it has been medically determined that an employee is ready to return to work the Hospital and the Union will meet with the affected employee and the Manager to create and recommend a return to work plan. The Plan will include developing and recommending strategies for; (a) Integrating accommodated workers back into the workplace (b) Educating employees about the legal, personal, organizational aspects of disabled workers to work (c) In creating a return to work plan, the Hospital, the Union and the Manager will examine the disabled employee abilities and accommodation needs to determine if the employee can return to her/his: i) Original position, ii) Original unit, iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement, iv) Alternate positions outside the original unit. v) The Employer Graduated work schedule. It is the intent that such schedule shall be obliged to accommodate a nurse as noted above up to undue hardshipcompleted within six (6) weeks. (d) For full-time nurses where In creating a medical condition requires return to work plan, the Hospital and Union will consider the employee’s abilities and accommodation needs and if she/he is unable to return to work in accordance with (c) above, the Hospital and Union will identify any positions in the Hospital in which the employee may be accommodated within the same bargaining unit and without causing undue hardship to the employer. (e) An employee in need of permanent accommodation may be temporarily accommodated until a nurse permanent arrangement is established. Such employee will remain on the list of employees requiring permanent accommodation until appropriate permanent accommodation has been offered. (f) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with (c), (d) and (e) above, they must balance additional factors including in no particular order: i) skills, ability and experience ii) ability to reduce their regular acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work hoursto someone who otherwise would remain outside the active workforce v) seniority (g) When more than one employee is deemed by the Hospital and Union to be suitable for a particular position or arrangement, all hours not worked and the factors set out in (c), (d), (e) and (f) are relatively equal, seniority shall govern. (h) The Hospital and Union will be deducted from their illness creditsmonitor the status of accommodated employees and the status of employees awaiting accommodation.

Modified Work/Return to Work Programs. (a) K-1 The Employer will notify the Bargaining Unit President of the names of all nurses who go off work due to a work related injury or when a nurse goes on Long Term Disability. K-2 When it has been medically determined that a nurse is unable to return to the full duties of her/his position due to a disability, the Employer will notify and meet with a staff representative of the Ontario Nurses' Association and a member of the Local Executive to discuss the circumstances surrounding the nurse's return to suitable work. K-3 The Hospital and the Union recognize that the purpose of modified work/return to work programs programs, is to provide fair and consistent practices for accommodating nurses employees who have been ill, injured or permanently disabled in order disabled, to enable their early and safe return to work. (b) Prior to any employee returning to work on a modified work program, the Employer will notify and meet with the employee, a member of the local executive and a staff representative of the Ontario Nurses’ Association (if necessary), to discuss the circumstances surrounding the Employee’s return to suitable work. (c) . The parties will undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses employees based on the following principles: i(a) A nurse has the right to employment following an injury or illness if she/he the employee is able to perform either the essential duties of her/his pre- their pre-injury/illness job or any other available suitable modified workwork available. ii(b) A nurse participating in this program shall on a temporary basis, will be paid the their applicable hourly rate in accordance with the Collective Agreement. A nurse who requires permanent modified work will be paid the usual rate for the position. iii(c) A nurse with a disability has the right to have the work or workplace modified to accommodate her/his their needs in order to facilitate an early and safe return to work to her/his their pre-injury/illness job or other available suitable workwork if available. iv(d) A nurse with a disability, who whose pre-injury/illness job cannot be accommodated to allow her/him them to perform the essential duties of that particular job, shall be offered available alternative suitable work. Every attempt will be made to offer alternative work that is comparable in nature and salary to the pre-injury/illness employmentemployment if available. v) The Employer shall be obliged to accommodate a nurse as noted above up to undue hardship. (d) For full-time nurses where a medical condition requires a nurse to reduce their regular work hours, all hours not worked will be deducted from their illness credits.

Modified Work/Return to Work Programs. (a) The Employer and the Union Association recognize that the purpose of modified work/return to work programs programs, is to provide fair and consistent practices for accommodating nurses employees who have been ill, injured or permanently disabled in order disabled, to enable their early and safe return to work. (b) Prior to any employee returning to work on a modified work program, the Employer will notify and meet with the employee, a member of the local executive and a staff representative of the Ontario Nurses’ Association (if necessary), to discuss the circumstances surrounding the Employee’s return to suitable work. (c) . The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses employees based on the following principlesprinciples and the Employer’s Modified Work policy: i(a) A nurse An employee has the right to employment following an injury or illness if she/he the employee is able to perform either the essential duties of her/his their pre- injury/illness job or any other available suitable modified work. ii(b) A nurse An employee participating in this program shall on a temporary basis, will be paid the their applicable hourly rate in accordance with the Collective AgreementAgreement or at the rate of the accommodated job, whichever is higher. In the event it is determined that an employee requires permanent alternate work, they will be paid the usual rate for the position. iii(c) A nurse with a disability has the right to have the workplace modified to accommodate her/his needs in order to facilitate an early and safe return to work to her/his pre-injury/illness job or other available suitable work. iv) A nurse An employee with a disability, who whose pre-injury/illness job cannot be accommodated to allow her/him them to perform the essential duties of that particular job, shall be offered available offered, if available, alternative suitable work. Every attempt will be made to offer alternative work that is comparable in nature and salary to the pre-injury/illness employment. v) The Employer shall be obliged to accommodate a nurse as noted above up to undue hardship. (d) For fullIn order to return an employee with a disability to her/his pre-time nurses where a medical condition requires a nurse injury/illness job, appropriate accommodation may include, but is not limited to, modifications to reduce their regular the job or work hoursstation, all hours reorganization of the work and/or retraining of the employee in order to perform the essential duties of the pre-injury job or alternative work. This policy is not worked will be deducted from their illness credits.intended to modify the obligations on the parties under the Ontario

Modified Work/Return to Work Programs. (a) K-1 The Employer will notify the Bargaining Unit President of the names of all nurses who go off work due to a work related injury or when a nurse goes on Long Term Disability. K-2 When it has been medically determined that a nurse is unable to return to the full duties of their position due to a disability, the Employer will notify and meet with a staff representative of the Ontario Nurses' Association and a member of the Local Executive to discuss the circumstances surrounding the nurse's return to suitable work. K-3 The Hospital and the Union recognize that the purpose of modified work/return to work programs programs, is to provide fair and consistent practices for accommodating nurses employees who have been ill, injured or permanently disabled in order disabled, to enable their early and safe return to work. (b) Prior to any employee returning to work on a modified work program, the Employer will notify and meet with the employee, a member of the local executive and a staff representative of the Ontario Nurses’ Association (if necessary), to discuss the circumstances surrounding the Employee’s return to suitable work. (c) . The parties will undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses employees based on the following principles: i(a) A nurse has the right to employment following an injury or illness if she/he the employee is able to perform either the essential duties of her/his pre- their pre-injury/illness job or any other available suitable modified workwork available. ii(b) A nurse participating in this program shall on a temporary basis, will be paid the their applicable hourly rate in accordance with the Collective Agreement. A nurse who requires permanent modified work will be paid the usual rate for the position. iii(c) A nurse with a disability has the right to have the work or workplace modified to accommodate her/his their needs in order to facilitate an early and safe return to work to her/his their pre-injury/illness job or other available suitable workwork if available. iv(d) A nurse with a disability, who whose pre-injury/illness job cannot be accommodated to allow her/him them to perform the essential duties of that particular job, shall be offered available alternative suitable work. Every attempt will be made to offer alternative work that is comparable in nature and salary to the pre-injury/illness employmentemployment if available. v) The Employer shall be obliged to accommodate a nurse as noted above up to undue hardship. (d) For full-time nurses where a medical condition requires a nurse to reduce their regular work hours, all hours not worked will be deducted from their illness credits.

Modified Work/Return to Work Programs. (a) The Employer and the Union recognize that 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 in order to enable their early and safe return to work. (b) Prior to any employee returning to work on When developing a modified work program, the Employer will notify and meet with the employee, a member of the local executive and a staff representative of the Ontario Nurses’ Association (if necessary), to discuss the circumstances surrounding the Employee’s return to suitable work. (c) The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles: i) A nurse has the right to employment following an injury or illness if she/he the nurse is able to perform either the essential duties of her/his pre- their pre-injury/illness job or any other available suitable modified work. ii) A nurse participating in this program shall be paid the applicable hourly rate in accordance with the Collective Agreement. iii) A nurse with a disability has the right to have the workplace modified to accommodate her/his their needs in order to facilitate an early and safe return to work to her/his their pre-injury/illness job or other available suitable work. iv) A nurse with a disability, who pre-injury/illness job cannot be accommodated to allow her/him the nurse to perform the essential duties of that particular job, shall be offered available alternative work that is comparable in nature and salary to the pre-injury/illness employment. v) The Employer shall be obliged to accommodate a nurse as noted above up to undue hardship. (d) For full-time nurses where a medical condition requires a nurse to reduce their regular work hours, all hours not worked will be deducted from their illness credits.

Modified Work/Return to Work Programs. (a) The Employer and the Union recognize that 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 in order to enable their early and safe return to work. (b) Prior to any employee returning to work on When developing a modified work program, the Employer will notify and meet with the employee, a member of the local executive and a staff representative of the Ontario Nurses’ Association (if necessary), to discuss the circumstances surrounding the Employee’s return to suitable work. (c) The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles: i) A nurse has the right to employment following an injury or illness if she/he is able to perform either the essential duties of her/his pre- injury/illness job or any other available suitable modified work. ii) A nurse participating in this program shall be paid the applicable hourly rate in accordance with the Collective Agreement. iii) A nurse with a disability has the right to have the workplace modified to accommodate her/his needs in order to facilitate an early and safe return to work to her/his pre-injury/illness job or other available suitable work. iv) A nurse with a disability, who pre-injury/illness job cannot be accommodated to allow her/him to perform the essential duties of that particular job, shall be offered available alternative work that is comparable in nature and salary to the pre-injury/illness employment. v) The Employer shall be obliged to accommodate a nurse as noted above up to undue hardship. (d) For full-time nurses where a medical condition requires a nurse to reduce their regular work hours, all hours not worked will be deducted from their illness credits.