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

Modified Work/Return to Work. (a) The Employer will notify the President of the Local Nurses’ Union of the names of all nurses off work due to a work related injury (whether or not the nurses are in receipt of WSIB Benefits) and those on LTD by the 15th of each month. (b) The parties recognize the duty of reasonable accommodation for individuals under the Ontario Human Rights Code and agree that the Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Employer and the Union agree to cooperate in complying with the Ontario Human Rights Code. (c) The Employer and the Union agree that ongoing and timely communication by all participants is essential to the success of the process. For the purposes of expediting communication the Employer and the Union agree that participants will use electronic communication. (d) If any nurse becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the recovery, termination, resignation, or retirement of the nurse in question. (e) Prior to any disabled nurse returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a safe back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/light/alternative work program, except as required by law. (f) The Employer agrees to provide the nurse with a copy of the Workplace Safety and Insurance Board Form 7 at the same time as it is sent to the Board.

Modified Work/Return to Work. (a) The Employer will notify the President of the Local Nurses’ Union of the names of all nurses off work due to a work work-related injury (whether or not the nurses are in receipt of WSIB Benefits) and those on LTD by the 15th of each month. (b) The parties recognize the duty of reasonable accommodation for individuals under the Ontario Human Rights Code and agree that the Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Employer and the Union agree to cooperate in complying with the Ontario Human Rights Code. (c) The Employer and the Union agree that ongoing and timely communication by all participants is essential to the success of the process. For the purposes of expediting communication communication, the Employer and the Union agree that participants will use electronic communication. (d) If any nurse becomes disabled, including WSIB, with the result that she is they are unable to perform the regular functions of her their position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the recovery, termination, resignation, or retirement of the nurse in question. (e) Prior to any disabled nurse returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a safe back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/light/alternative work program, except as required by law. (f) The Employer agrees to provide the nurse with a copy of the Workplace Safety and Insurance Board Form 7 at the same time as it is sent to the Board.

Modified Work/Return to Work. (a) The Employer will notify the President of the Local Nurses’ Union of the names of all nurses off work due to a work related injury (whether or not the nurses are in receipt of WSIB Benefits) and those on LTD by the 15th of each month. (b) The parties recognize the duty of reasonable accommodation for individuals under the Ontario Human Rights Code of Ontario and agree that the this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Employer Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (c) . The Employer Home and the Union agree that ongoing to on-going and timely communication by all participants is essential to the success of the processparticipants. For the purposes of expediting communication the Employer Home and the Union agree that the participants will may use electronic communicationcommunication where available. (db) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternative work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the Collective Agreement shall, subject to agreement by the Union, prevail over any provision of this Agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law. (c) If any nurse an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the recovery, termination, resignation, or retirement of the nurse employee in question. (ed) Prior The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to any disabled nurse returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a safe back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates permit the Employer to establish a modified/light/alternative work program, except as required by lawdischarge that duty. (f) The Employer agrees to provide the nurse with a copy of the Workplace Safety and Insurance Board Form 7 at the same time as it is sent to the Board.

Modified Work/Return to Work. (a) The Employer will notify the President of the Local Nurses’ Union of the names of all nurses off work due to a work related injury (whether or not the nurses are in receipt of WSIB Benefits) and those on LTD by the 15th of each month. (b) The parties recognize the duty of reasonable accommodation for individuals under the Ontario Human Rights Code of Ontario and agree that the this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Employer Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (c) . The Employer Home and the Union agree that ongoing to on-going and timely communication by all participants is essential to the success of the processparticipants. For the purposes of expediting communication the Employer Home and the Union agree that the participants will may use electronic communicationcommunication where available. (db) Prior to any disabled Employee returning to work from a disability including WSIB to a modified/light/alternative work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the Collective Agreement shall, subject to agreement by the Union, prevail over any provision of this Agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law. (c) If any nurse an Employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article Article will not constitute new classifications and shall lapse upon the recovery, termination, resignation, or retirement of the nurse Employee in question. (ed) Prior The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to any disabled nurse returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a safe back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates permit the Employer to establish a modified/light/alternative work program, except as required by lawdischarge that duty. (f) The Employer agrees to provide the nurse with a copy of the Workplace Safety and Insurance Board Form 7 at the same time as it is sent to the Board.

Modified Work/Return to Work. (a) The normal retirement age is sixty-five (65) years of age. The Employer will notify may continue to employ an employee beyond retirement age, if the President Employer determines that the employee can satisfactorily perform the requirements of the Local Nurses’ Union of the names of all nurses off work due to a work related injury (whether or not the nurses are in receipt of WSIB Benefits) and those on LTD by the 15th of each monthher classification. (b) The parties recognize the duty of reasonable accommodation for individuals under the Ontario Human Rights Code and agree that the Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Employer and the Union agree to cooperate in complying with the Ontario Human Rights Code. (c) The Employer and the Union agree that ongoing and timely communication by all participants is essential to the success of the process. For the purposes of expediting communication the Employer and the Union agree that participants will use electronic communication. (d) If any nurse an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing proving an opportunity for continued employment. . (c) Nothing in this language obligates the Employer to establish a modified/alternative work program except as required by law. (d) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this collective agreement will be interpreted in such a way as to permit the Employer to discharge that duty. (e) Positions established under this article will not constitute new classifications and shall lapse upon the recovery, termination, resignation, or retirement of the nurse employee in question. (ef) Prior to any disabled nurse employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a safe back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement Collective Agreement shall, subject to agreement by the Union, prevail over any provision of this agreement Agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/light/alternative alternate work program, except as required by law. (f) The the Employer agrees to provide the nurse will notify and meet with a copy members of the Workplace Safety and Insurance Board Form 7 at Bargaining Unit executive to consult on a back to work program for the same time as it is sent worker. Any agreement resulting from these discussions which conflicts with the Collective Agreement, shall, subject to agreement by the BoardUnion, prevail over any provision of this Agreement in the event of a conflict.