Common use of MODIFIED WORK (WORKPLACE INSURANCE CLAIMS Clause in Contracts

MODIFIED WORK (WORKPLACE INSURANCE CLAIMS. 1. The University agrees to accommodate the work or the workplace to the needs of an employee who is impaired as a result of an approved, compensable injury or occupational disease to the extent that the accommodation does not cause the University undue hardship. Such accommodations may include, but are not limited to, changes to equipment, materials, processes and hours of work. In some cases, it may be necessary to develop new job classifications and to determine new rates of pay. 2. In the case of an employee with a temporary partial disability, the goal of accommodation will be to provide meaningful, suitable work of a temporary nature which the employee will be able to perform until he is able to meet the essential duties of his pre-injury work. 3. In the case of an employee with a permanent partial disability, the goal of accommodation will be to modify the pre-injury job in such a way that the employee is able to perform the essential duties of the pre-injury job. 4. When it is not possible to modify the pre-injury job of an employee with a permanent partial disability in such a way that he is able to perform the essential duties of the pre-injury job, the University will offer the employee the first available job within the bargaining unit which falls within the medical capacity of the injured employee as determined through a comparison of the Physical Demands Analysis (PDA) of the job and the Functional Abilities Evaluation (FAE) or Functional Capacities Assessment (FCA) of the injured employee. When required, the FAE and/or FCA will be paid for by the University. The FAE or FCA will be completed by a health care provider of the employee's choosing. The health care provider may be a physiotherapist, occupational therapist or licensed physician. 5. When no suitable vacancies exist within the bargaining unit, the development of a new job classification for an employee may be considered when job tasks are available and funded, and when the physical demands of the combined job tasks fall within the medical capacity of the injured employee as determined through a comparison of the PDA of the new job and the FAE or FCA of the injured employee. When required, the FAE and/or FCA will be paid for by the University. The FAE or FCA will be completed by a health care provider of the employee's choosing. The health care provider may be a physiotherapist, occupational therapist or licensed physician. 6. It is understood that an injured employee will not be prevented from applying for or filling any job by reason of his disability provided that he is able to perform all of the essential duties of the job and is otherwise qualified to perform the work. It is also understood that the employee's disability will have no impact on layoff or recall provisions under the collective agreement. 7. The University and the Union agree that a joint "Modified Work Committee" with equal representation of Union and management members will facilitate the accommodation of employees with permanent, partial work-related disabilities in the workplace. The Union representative of the Committee shall be deemed to be at work while attending meetings of the Committee or conducting the work of the committee, and the University shall pay the Union representative at the appropriate regular or premium rates. Xxxxxx Xxxxxxx Xxxx Xxxxxx Assistant Director, Human Resources Recording Secretary The parties agree that for the purpose of collective agreement administration and for the following items only, Residence shall be considered a separate division: 1. acting lead hand status 2. temporary lead hand status 3. booking vacations

MODIFIED WORK (WORKPLACE INSURANCE CLAIMS. 1. The University agrees to accommodate the work or the workplace to the needs of an employee who is impaired as a result of an approved, compensable injury or occupational disease to the extent that the accommodation does not cause the University undue hardship. Such accommodations may include, but are not limited to, changes to equipment, materials, processes and hours of work. In some cases, it may be necessary to develop new job classifications and to determine new rates of pay. 2. In the case of an employee with a temporary partial disability, the goal of accommodation will be to provide meaningful, suitable work of a temporary nature which the employee will be able to perform until he is able to meet the essential duties of his pre-injury work. 3. In the case of an employee with a permanent partial disability, the goal of accommodation will be to modify the pre-injury job in such a way that the employee is able to perform the essential duties of the pre-injury job. 4. When it is not possible to modify the pre-injury job of an employee with a permanent partial disability in such a way that he is able to perform the essential duties of the pre-injury job, the University will offer the employee the first available job within the bargaining unit which falls within the medical capacity of the injured employee as determined through a comparison of the Physical Demands Analysis (PDA) of the job and the Functional Abilities Evaluation (FAE) or Functional Capacities Assessment (FCA) of the injured employee. When required, the FAE and/or FCA will be paid for by the University. The FAE or FCA will be completed by a health care provider of the employee's choosing. The health care provider may be a physiotherapist, occupational therapist or licensed physician. 5. When no suitable vacancies exist within the bargaining unit, the development of a new job classification for an employee may be considered when job tasks are available and funded, and when the physical demands of the combined job tasks fall within the medical capacity of the injured employee as determined through a comparison of the PDA of the new job and the FAE or FCA of the injured employee. When required, the FAE and/or FCA will be paid for by the University. The FAE or FCA will be completed by a health care provider of the employee's choosing. The health care provider may be a physiotherapist, occupational therapist or licensed physician. 6. It is understood that an injured employee will not be prevented from applying for or filling any job by reason of his disability provided that he is able to perform all of the essential duties of the job and is otherwise qualified to perform the work. It is also understood that the employee's disability will have no impact on layoff or recall provisions under the collective agreement. 7. The University and the Union agree that a joint "Modified Work Committee" with equal representation of Union and management members will facilitate the accommodation of employees with permanent, partial partial, work-related disabilities or temporary, partial, work related disabilities if practicable in the workplace. The Union representative of the Committee shall be deemed to be at work while attending meetings of the Committee or conducting the work of the committee, and the University shall pay the Union representative at the appropriate regular or premium rates. Xxxxxx Xxxxxxx Xxxx Xxxxxx Assistant Director, Human Resources Recording Secretary The parties agree that that, for the purpose term of collective agreement administration and for the following items onlythis agreement, Residence there shall not be considered a separate division: 1. acting lead hand status 2. temporary lead hand status 3. booking vacationsmore than eighteen

MODIFIED WORK (WORKPLACE INSURANCE CLAIMS. 1. The University agrees to accommodate the work or the workplace to the needs of an employee who is impaired as a result of an approved, compensable injury or occupational disease to the extent that the accommodation does not cause the University undue hardship. Such accommodations may include, but are not limited to, changes to equipment, materials, processes and hours of work. In some cases, it may be necessary to develop new job classifications and to determine new rates of pay. 2. In the case of an employee with a temporary partial disability, the goal of accommodation will be to provide meaningful, suitable work of a temporary nature which the employee will be able to perform until he is able to meet the essential duties of his pre-injury work. 3. In the case of an employee with a permanent partial disability, the goal of accommodation will be to modify the pre-injury job in such a way that the employee is able to perform the essential duties of the pre-injury job. 4. When it is not possible to modify the pre-injury job of an employee with a permanent partial disability in such a way that he is able to perform the essential duties of the pre-injury job, the University will offer the employee the first available job within the bargaining unit which falls within the medical capacity of the injured employee as determined through a comparison of the Physical Demands Analysis (PDA) of the job and the Functional Abilities Evaluation (FAE) or Functional Capacities Assessment (FCA) of the injured employee. When required, the FAE and/or FCA will be paid for by the University. The FAE or FCA will be completed by a health care provider of the employee's choosing. The health care provider may be a physiotherapist, occupational therapist or licensed physician. 5. When no suitable vacancies exist within the bargaining unit, the development of a new job classification for an employee may be considered when job tasks are available and funded, and when the physical demands of the combined job tasks fall within the medical capacity of the injured employee as determined through a comparison of the PDA of the new job and the FAE or FCA of the injured employee. When required, the FAE and/or FCA will be paid for by the University. The FAE or FCA will be completed by a health care provider of the employee's choosing. The health care provider may be a physiotherapist, occupational therapist or licensed physician. 6. It is understood that an injured employee will not be prevented from applying for or filling any job by reason of his disability provided that he is able to perform all of the essential duties of the job and is otherwise qualified to perform the work. It is also understood that the employee's disability will have no impact on layoff or recall provisions under the collective agreement. 7. The University and the Union agree that a joint "Modified Work Committee" with equal representation of Union and management members will facilitate the accommodation of employees with permanent, partial work-related disabilities in the workplace. The Union representative of the Committee shall be deemed to be at work while attending meetings of the Committee or conducting the work of the committee, and the University shall pay the Union representative at the appropriate regular or premium rates. Xxxxxx Xxxxxxx Xxxx Xxxxxx Assistant Director, Human Resources Recording Secretary The parties agree that for the purpose of collective agreement administration and for the following items only, Residence shall be considered a separate division: 1. acting lead hand status 2. temporary lead hand status 3. booking vacationsvacations 4. probation and trial reporting. During the life of this agreement, CAW Local 229 and Lakehead University agree to review the current benefits coverage, specifically annual deductibles, annual maximums, safety glasses, etc. to determine if a change in these items is warranted. Throughout the review, benefit cost containment and benefit flexibility will be major themes. Any resulting changes would have to be mutually agreeable. When a CAW member transfers from the bargaining unit to a Physical Plant/Residence management position or any other position at Lakehead University that may have a direct impact on CAW members, he will lose his seniority upon the day of transfer. A minute of silence will be observed annually by CAW members on April 28 at 11:00 a.m. in memory of those persons who have died in industrial accidents. The one minute of silence will be observed without loss of production. The parties agree that when there is adequate proof from a recognized professional (doctor, lawyer and professional counselor) that a woman is in an abusive relationship, she will not normally be subject to discipline for attendance or performance problems without the University giving full consideration to the facts in the case and the circumstances surrounding the incident. It is expected that the individual concerned will seek assistance, and all parties should be aware that Lakehead University does provide its employees with access to an Employee Assistance Program. This provision is being provided in good faith by Lakehead University and it is agreed that it will not be utilized by the Union, its officials or employees to subvert the application of otherwise appropriate disciplinary measures. During this collective agreement Lakehead University intends to reduce the number of Housekeeping employees through outsourcing. Outsourcing actions will be strictly limited to positions where employees quit or retire. The parties agree to discuss the staffing requirements of the Northern Ontario School of Medicine to determine the appropriate assignment of work, once the hours of work have been determined by the employer. If the position is eight hours work the position will be posted in the CAW bargaining unit. The parties agree that any reference to the age of retirement within the terms of this collective agreement will reflect Xxxx 211 – Retiring Mandatory Retirement.

MODIFIED WORK (WORKPLACE INSURANCE CLAIMS. 1. The University agrees to accommodate the work or the workplace to the needs of an employee who is impaired as a result of an approved, compensable injury or occupational disease to the extent that the accommodation does not cause the University undue hardship. Such accommodations may include, but are not limited to, changes to equipment, materials, processes and hours of work. In some cases, it may be necessary to develop new job classifications and to determine new rates of pay. 2. In the case of an employee with a temporary partial disability, the goal of accommodation will be to provide meaningful, suitable work of a temporary nature which the employee will be able to perform until he is able to meet the essential duties of his pre-injury work. 3. In the case of an employee with a permanent partial disability, the goal of accommodation will be to modify the pre-injury job in such a way that the employee is able to perform the essential duties of the pre-injury job. 4. When it is not possible to modify the pre-injury job of an employee with a permanent partial disability in such a way that he is able to perform the essential duties of the pre-injury job, the University will offer the employee the first available job within the bargaining unit which falls within the medical capacity of the injured employee as determined through a comparison of the Physical Demands Analysis (PDA) of the job and the Functional Abilities Evaluation (FAE) or Functional Capacities Assessment (FCA) of the injured employee. When required, the FAE and/or FCA will be paid for by the University. The FAE or FCA will be completed by a health care provider of the employee's choosing. The health care provider may be a physiotherapist, occupational therapist or licensed physician. 5. When no suitable vacancies exist within the bargaining unit, the development of a new job classification for an employee may be considered when job tasks are available and funded, and when the physical demands of the combined job tasks fall within the medical capacity of the injured employee as determined through a comparison of the PDA of the new job and the FAE or FCA of the injured employee. When required, the FAE and/or FCA will be paid for by the University. The FAE or FCA will be completed by a health care provider of the employee's choosing. The health care provider may be a physiotherapist, occupational therapist or licensed physician. 6. It is understood that an injured employee will not be prevented from applying for or filling any job by reason of his disability provided that he is able to perform all of the essential duties of the job and is otherwise qualified to perform the work. It is also understood that the employee's disability will have no impact on layoff or recall provisions under the collective agreement. 7. The University and the Union agree that a joint "Modified Work Committee" with equal representation of Union and management members will facilitate the accommodation of employees with permanent, partial work-related disabilities in the workplace. The Union representative of the Committee shall be deemed to be at work while attending meetings of the Committee or conducting the work of the committee, and the University shall pay the Union representative at the appropriate regular or premium rates. Xxxxxx Xxxxxxx Xxxx Xxxxxx Assistant Director, Human Resources Recording Secretary The parties agree that for the purpose of collective agreement administration and for the following items only, Residence shall be considered a separate division: 1. acting lead hand status 2. temporary lead hand status 3. booking vacationsvacations 4. probation and trial reporting. A minute of silence will be observed annually by Unifor members on April 28 at 11:00 a.m. in memory of those persons who have died in industrial accidents. The one minute of silence will be observed without loss of production. The parties agree that when there is adequate proof from a recognized professional (doctor, lawyer and professional counselor) that a woman is in an abusive relationship, she will not normally be subject to discipline for attendance or performance problems without the University giving full consideration to the facts in the case and the circumstances surrounding the incident. It is expected that the individual concerned will seek assistance, and all parties should be aware that Lakehead University does provide its employees with access to an Employee Assistance Program. This provision is being provided in good faith by Lakehead University and it is agreed that it will not be utilized by the Union, its officials or employees to subvert the application of otherwise appropriate disciplinary measures. During this collective agreement Lakehead University intends to reduce the number of Housekeeping employees through outsourcing. Outsourcing actions will be strictly limited to positions where employees quit or retire. The parties agree to discuss the staffing requirements of the Northern Ontario School of Medicine to determine the appropriate assignment of work, once the hours of work have been determined by the employer. If the position is eight (8) hours work the position will be posted in the Unifor bargaining unit. The parties agree that any reference to the age of retirement within the terms of this collective agreement will reflect Xxxx 211 – Retiring Mandatory Retirement.