Common use of Permanent Re-employment Process Clause in Contracts

Permanent Re-employment Process. (a) If a position outside the department is required, a search for alternate suitable work will be undertaken: The Disability Case Coordinator and Staffing Specialist will examine all vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to his/her home department in accordance with (c). i. All vacancies will be reviewed to identify any positions that may be suitable and resumes forwarded for consideration. ii. All applications of the disabled employee will be given priority over other applications. iii. Should two disabled employees with the bargaining unit both be equally qualified for the position, seniority will prevail. iv. Should a disabled employee and a non-disabled employee be equally qualified, the Union will be asked to waive the posting provisions in the Collective Agreement. (b) All job search activities will be reviewed on a monthly basis by JAC and all placement activities defined. (c) When a suitable position is found, a formal offer of employment letter will be provided outlining the full responsibilities of the placement. (d) An employee within the bargaining unit requiring permanent accommodation may be temporarily accommodated in other positions until a permanent position can be secured. The active search for a permanent position will continue. (e) The home position of the employee with the bargaining unit requiring permanent accommodation may be posted under the following circumstances: i. The employee is permanently accommodated in another position or arrangement. ii. The weight of the medical evidence established that there is not reasonable prospect of a return to his/her original position in the foreseeable future. iii. The employee is in receipt of LTD and it has been medically verified that he/she is permanently disabled from his/her original position. iv. The employer may elect to fill the position on a temporary basis. The filling of a permanently disabled employee’s base position does not remove the Hospital’s duty to accommodate that employee. (f) When the parties agree to a permanent accommodation, whether or not a job posting is waived, the parties will sign an agreement containing the details of the accommodation.

Permanent Re-employment Process. (a) If a position outside the department is required, a search for alternate suitable work will be undertaken: The Disability Case Coordinator and Staffing Specialist will examine all vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to his/her home department in accordance with (c). i. . - All vacancies will be reviewed to identify any positions that may be suitable and resumes forwarded for consideration. ii. - All applications of the disabled employee will be given priority over other applications. iii. - Should two disabled employees with the bargaining unit both be equally qualified for the position, seniority will prevail. iv. - Should a disabled employee and a non-disabled employee be equally qualified, the Union will be asked to waive the posting provisions in the Collective Agreement. (b) All job search activities will be reviewed on a monthly basis by JAC and all placement activities defined. (c) When a suitable position is found, a formal offer of employment letter will be provided outlining the full responsibilities of the placement. (d) An employee within the bargaining unit requiring permanent accommodation may be temporarily accommodated in other positions until a permanent position can be secured. The active search for a permanent position will continue. (e) The home position of the employee with the bargaining unit requiring permanent accommodation may be posted under the following circumstances: i. : - The employee is permanently accommodated in another position or arrangement. ii. - The weight of the medical evidence established establishes that there is not no reasonable prospect of a return to his/her original position in the foreseeable future. iii. - The employee is in receipt of LTD and it has been medically verified that hes/she he is permanently disabled from his/her original position. iv. - The employer may elect to fill the position on a temporary basis. The filling of a permanently disabled employee’s base position does not remove the Hospital’s duty to accommodate that employee. (f) When the parties agree to a permanent accommodation, whether or not a job posting is waived, the parties will sign an agreement containing the details of the accommodation.

Permanent Re-employment Process. (a) If a position outside the department is required, a search for alternate suitable work will be undertaken: The Disability Case Coordinator and Staffing Specialist will examine all vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to his/her home department in accordance with (c). i. All vacancies will be reviewed to identify any positions that may be suitable and resumes forwarded for consideration. ii. All applications of the disabled employee will be given priority over other applications. iii. Should two disabled employees with the bargaining unit both be equally qualified for the position, seniority will prevail. iv. Should a disabled employee and a non-disabled employee be equally qualified, the Union will be asked to waive the posting provisions in the Collective Agreement. (b) All job search activities will be reviewed on a monthly basis by JAC and all placement activities defined. (c) When a suitable position is found, a formal offer of employment letter will be provided outlining the full responsibilities of the placement. (d) An employee within the bargaining unit requiring permanent accommodation may be temporarily accommodated in other positions until a permanent position can be secured. The active search for a permanent position will continue. (e) The home position of the employee with the bargaining unit requiring permanent accommodation may be posted under the following circumstances: i. The employee is permanently accommodated in another position or arrangement. ii. The weight of the medical evidence established that there is not reasonable prospect of a return to his/her original position in the foreseeable future. iii. The employee is in receipt of LTD and it has been medically verified that he/she is permanently disabled from his/her original position. iv. The employer may elect to fill the position on a temporary basis. The filling of a permanently disabled employee’s base position does not remove the Hospital’s duty to accommodate that employee. (f) When the parties agree to a permanent accommodation, whether or not a job posting is waived, the parties will sign an agreement containing the details of the accommodation.

Permanent Re-employment Process. (a) If a position outside the department is required, a search for alternate suitable work will be undertaken: The Disability Case Coordinator and Staffing Specialist will examine all vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to his/her home department in accordance with (c). i. (a) All vacancies will be reviewed to identify any positions that may be suitable and resumes forwarded for consideration. ii. (b) All applications of the disabled employee will be given priority over other applications. iii. (c) Should two disabled employees with the bargaining unit both be equally qualified for the position, seniority will prevail. iv. (d) Should a disabled employee and a non-disabled employee be equally qualified, the Union will be asked to waive the posting provisions in the Collective Agreement. (b) . All job search activities will be reviewed on a monthly basis by JAC and all placement activities defined. (ca) When a suitable position is found, a formal offer of employment letter will be provided outlining the full responsibilities of the placement. (db) An employee within the bargaining unit requiring permanent accommodation may be temporarily accommodated in other positions until a permanent position can be secured. The active search for a permanent position will continue. (e) . The home position of the employee with the bargaining unit requiring permanent accommodation may be posted under the following circumstances: i. (i) The employee is permanently accommodated in another position or arrangement. (ii. ) The weight of the medical evidence established that there is not reasonable prospect of a return to his/her original position in the foreseeable future. (iii. ) The employee is in receipt of LTD and it has been medically verified that he/she is permanently disabled from his/her original position. (iv. ) The employer may elect to fill the position on a temporary basis. The filling of a permanently disabled employee’s base position does not remove the Hospital’s duty to accommodate that employee. (f) . When the parties agree to a permanent accommodation, whether or not a job posting is waived, the parties will sign an agreement containing the details of the accommodation.