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

Modified Work/Return to Work Programs. The Hospital 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 early and safe return to work. The Parties undertake to provide safe and meaningful employment both permanently or temporarily disabled Nurses based on the following principles: i) A Nurse has the right to accommodation in accordance with the Ontario Human Rights Code and the Workplace Safety and Insurance Act. ii) A Nurse participating in the temporary program will be paid their applicable hourly rate in accordance with the Collective Agreement or at the rate of the accommodated job, whichever is higher. Payment during this portion may be impacted or determined by the terms of the sick plan or WSIB requirements. iii) A Nurse 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 alternative suitable available work. Every attempt will be made to offer alternative work that is comparable in nature and salary to the pre-injury/illness employment. iv) In order to return a worker with a disability to 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, 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 available work.

Modified Work/Return to Work Programs. The Hospital 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 early and safe return to work. 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 accommodation in accordance with the Ontario Human Rights Code and the Workplace Safety and Insurance Act. ii) A Nurse participating in the temporary program will be paid their applicable hourly rate in accordance with the Collective Agreement or at the rate of the accommodated job, whichever is higher. Payment during this portion may be impacted or determined by the terms of the sick plan or WSIB requirements. iii) A Nurse 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 alternative suitable available work. Every attempt will be made to offer alternative work that is comparable in nature and salary to the pre-injury/illness employment. iv) In order to return a worker with a disability to their pre- 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 available work.

Modified Work/Return to Work Programs. The Hospital and the Union recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating Nurses nurses who have been ill, injured or permanently disabled, to enable their early and safe return to work. The Parties parties undertake to provide safe and meaningful employment both for permanently or temporarily disabled Nurses nurses based on the following principles: i) A Nurse nurse has the right to accommodation in accordance with the Ontario Human Rights Code and the Workplace Safety and Insurance Act. ii) A Nurse nurse participating in the temporary program will be paid their applicable hourly rate in accordance with the Collective Agreement or at the rate of the accommodated job, whichever is higher. Payment during this portion may be impacted or determined by the terms of the sick plan or WSIB requirements. iii) A Nurse nurse 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 alternative suitable available work. Every attempt will be made to offer alternative work that is comparable in nature and salary to the pre-injury/illness employment. iv) In order to return a worker with a disability to their 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 available work.

Modified Work/Return to Work Programs. The Hospital and the Union recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating Nurses nurses who have been ill, injured or permanently disabled, to enable their early and safe return to work. The Parties parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled Nurses nurses based on the following principles: i) A Nurse nurse has the right to accommodation in accordance with the Ontario Human Rights Code and the Workplace Safety and Insurance Act. ii) A Nurse nurse participating in the temporary program will be paid their applicable hourly rate in accordance with the Collective Agreement or at the rate of the accommodated job, whichever is higher. Payment during this portion may be impacted or determined by the terms of the sick plan or WSIB requirements. iii) A Nurse nurse 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 alternative suitable available work. Every attempt will be made to offer alternative work that is comparable in nature and salary to the pre-injury/illness employment. iv) In order to return a worker with a disability to their pre- 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 available work.