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

Modified Work/Return to Work Programs. The Employer and the Association recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled employees based on the following principles and the Employer’s Modified Work policy: (a) An employee has the right to employment following an injury or illness if the employee is able to perform either the essential duties of their pre- injury/illness job or any other suitable modified work. (b) An employee participating in this program on a temporary basis, will be paid their applicable hourly rate in accordance with the Collective Agreement 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. (c) An employee with a disability, whose pre-injury/illness job cannot be accommodated to allow them to perform the essential duties of that particular job, shall be 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. (d) In order to return an employee 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 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 intended to modify the obligations on the parties under the Ontario

Modified Work/Return to Work Programs. (a) The Employer and the Association Union recognize that the purpose of modified work/return to work programs, programs is to provide fair and consistent practices for accommodating employees nurses who have been ill, injured or permanently disabled, 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 employees nurses based on the following principles and the Employer’s Modified Work policyprinciples: (ai) An employee A nurse has the right to employment following an injury or illness if the employee she/he is able to perform either the essential duties of their her/his pre- injury/illness job or any other available suitable modified work. (bii) An employee A nurse participating in this program on a temporary basis, will shall be paid their the applicable hourly rate in accordance with the Collective Agreement 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 positionAgreement. (ciii) An employee 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, whose who pre-injury/illness job cannot be accommodated to allow them her/him to perform the essential duties of that particular job, shall be offered, if available, alternative suitable work. Every attempt will be made to offer 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) In order For full-time nurses where a medical condition requires a nurse to return an employee with a disability to her/his pre-injury/reduce their regular work hours, all hours not worked will be deducted from their illness job, appropriate accommodation may include, but is not limited to, modifications to the job or work station, 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 intended to modify the obligations on the parties under the Ontariocredits.

Modified Work/Return to Work Programs. The Employer Hospital and the Association recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled employees based on the following principles and the EmployerHospital’s Modified Work policy: (a) An employee has the right to employment following an injury or illness if the employee is able to perform either the essential duties of their pre- injury/illness job or any other suitable modified work. (b) An employee participating in this program on a temporary basis, will be paid their applicable hourly rate in accordance with the Collective Agreement 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. (c) An employee with a disability, whose pre-injury/illness job cannot be accommodated to allow them to perform the essential duties of that particular job, shall be 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. (d) In order to return an employee 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 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 intended to modify the obligations on the parties under the Ontario.

Modified Work/Return to Work Programs. The Employer Hospital and the Association recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled employees based on the following principles and the EmployerHospital’s Modified Work policy: (a) An employee has the right to employment following an injury or illness if the employee is able to perform either the essential duties of their pre- pre-injury/illness job or any other suitable modified work. (b) An employee participating in this program on a temporary basis, will be paid their applicable hourly rate in accordance with the Collective Agreement 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. (c) An employee with a disability, whose pre-injury/illness job cannot be accommodated to allow them to perform the essential duties of that particular job, shall be 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. (d) In order to return an employee with a disability to her/his pre-their pre- injury/illness job, appropriate accommodation may include, but is not limited to, modifications to the job or work station, 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 intended to modify the obligations on the parties under the Ontario.

Modified Work/Return to Work Programs. The Employer and the Association recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled employees based on the following principles and the Employer’s Modified Work policy: (a) An employee has the right to employment following an injury or illness if the employee is able to perform either the essential duties of their pre- pre-injury/illness job or any other suitable modified work. (b) An employee participating in this program on a temporary basis, will be paid their applicable hourly rate in accordance with the Collective Agreement 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. (c) An employee with a disability, whose pre-injury/illness job cannot be accommodated to allow them to perform the essential duties of that particular job, shall be 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. (d) In order to return an employee with a disability to her/his pre-pre- injury/illness job, appropriate accommodation may include, but is not limited to, modifications to the job or work stationworkstation, 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 intended to modify the obligations on the parties under the OntarioOntario Human Rights Code.

Modified Work/Return to Work Programs. The Employer and the Association recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled employees based on the following principles and the Employer’s Modified Work policy: (a) An employee has the right to employment following an injury or illness if the employee is able to perform either the essential duties of their pre- injury/illness job or any other suitable modified work. (b) An employee participating in this program on a temporary basis, will be paid their applicable hourly rate in accordance with the Collective Agreement 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. (c) An employee with a disability, whose pre-injury/illness job cannot be accommodated to allow them to perform the essential duties of that particular job, shall be 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. (d) In order to return an employee 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 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 intended to modify the obligations on the parties under the Ontario.