Extended Illness Sick leave for extended illness (5 or more days) will be paid only during the time period in which a physician certifies the employee to be physically or mentally disabled, and only to the extent of the number of days accumulated.
Sickness Any employee off duty on account of illness or injury may be re- quired to produce a doctor’s certificate indicating date(s) of all clini- cal assessments, current medical restrictions and fitness to resume (or not resume) to regular or alternate duties. For non-occupational in- jury or illness of 15 consecutive work days or more or when return- ing to work with medical restrictions after a non-occupational injury or illness of any length of time, the employee must submit written authorization from their physician to the Health Services Section prior to the return to work date providing the above information. The employee may be required to visit the Health Services Section for a Return To Work health assessment. To be eligible for SBA benefits, an employee will not be required to provide a medical note for the first five days of absence in each cal- endar year for sickness or injury. From April 14, 2005 until December 31, 2005, all bargaining unit members will not be required to provide a medical note for the first three days of absence for sickness or injury within that period. The Commission will delete SBA By-law no. 4 which states “For the third and subsequent incidents of illness in a calendar year, the first day will be deducted”. Employees required to report to the Health Services Section for a periodic health assessment will have any loss of pay made up. Should a dispute arise between the employees’ physician and the Health Services Section as to fitness to resume (or not) their regular or other work, the employees shall be referred to an independent medical consultant mutually agreed upon by the Union and the Commission for an independent medical examination (IME), and the consultant’s opinion of the employee’s physical or mental condition shall be considered in the decision finally made as to fitness to re- sume the employee’s regular or other work. In lodging an appeal from Health Services’ original decision, the employee shall guaran- tee the payment of the consultant’s fee. Should the original decision of Health Services be revised, the Commission shall pay the consult- ant’s fee. Should Health Services’ original decision be sustained, the consultant’s fee shall be paid by the employee. In all disputes respecting fitness for work (or not) on medical grounds, the independent medical assessment must be utilized before proceeding to arbitration. The letter of referral to the independent medical consultant shall be signed by a representative of Manage- ment and a representative of the Union and shall contain information provided by the employee’s own Physician as well as any other per- tinent information. It shall also direct the independent medical con- sultant to send to both the Health Services Section and the Union any report or correspondence concerning the employee or any matter arising out of the referral. The employee shall be required to sign a letter authorizing the foregoing. Should the independent medical consultant’s decision remain in dis- pute concerning the employee’s fitness for duties, no medical evi- dence concerning the employee’s diagnosis or prognosis other than that provided to the independent medical consultant shall be intro- duced at any arbitration hearing. Maintenance employees will be required to notify their Supervisor or Foreperson of their intention of returning to work the day before actually returning to work. Failure to comply with the above could result in the employee being assigned other duties. It is understood that no employee will be sent home on account of inability or failure to notify the Foreperson or Supervisor. The Commission and Union agree to their joint responsibility to ensure that employees who are disabled due to injury or illness are afforded all available opportunities to participate in rehabilitation programs, including rehabilitative employment through the Transi- tional Work Program. To support this commitment, the Commission and the Union agree to work together to establish processes which allow for the identifica- tion of rehabilitation opportunities and the successful re-integration of employees into the workplace. Local 113 will be consulted of the movement of employees within the term of this Program. Any dis- putes arising from the administration of the Program will be ad- dressed through the Management/Union Objectives process. It is agreed that when opportunities for rehabilitation have been iden- tified, Health Services will discuss these opportunities with the em- ployee and the treating physician and, with their approval, work to- gether with the appropriate health professionals and other resources as may be necessary, to design an individual rehabilitation program.
Illness injury, or pregnancy-related condition of a member of the employee’s immediate family where the employee’s presence is reasonably necessary for the health and welfare of the employee or affected family member;
Critical Illness Three (3) days per year with pay shall be granted in the case of critical illness or accident to a member of the employee's immediate family as defined in Section 7.4. A statement by the physician verifying the illness or accident is life threatening and the need for the employee to be present with the immediate family member shall be attached to the employee’s Report of Absence form when submitted to his or her immediate supervisor. To qualify for critical illness leave, the situation must be or relate to an illness or condition involving the danger of death.
Industrial Accident and Illness Leave shall be granted for illness or injury incurred within the course and scope of an employee's assigned duties. The employee who has sustained a job-related injury shall report the injury on an Office approved accident form to the immediate supervisor within twenty-four (24) hours. An employee shall report any illness, in writing, to the immediate supervisor within twenty-four (24) hours of knowledge that the illness is an alleged industrial illness. Requirements for such leave shall be:
Recurrence of Disability If you become disabled for the same reason within six (6) months of your return to full-time permanent work after a long-term disability, the second disability period will be considered a continuation of the first. You will then immediately begin receiving your long-term disability benefits. If the period exceeds six months or if the new disability is not related to the first, a new claim must be filed under the Short- Term Disability Plan.
Critical Illness Leave (i) An Employee who has completed at least ninety (90) days of employment, and is a family member of a critically ill child or a critically ill qualified adult relative, is entitled to leave of absence without pay or benefits: • for a period of up to thirty-six (36) weeks to care for their critically ill child; or, • for a period of up to sixteen (16) weeks to care for a critically ill qualified adult relative.
Family Illness The start of a family leave for a serious health condition of a family member shall begin on the date requested by the employee or designated by Management.
