Serious Illness Should a participant be unable to take the leave when scheduled because of serious injury or illness occurring before commencement of the leave, he/she may cancel the leave and receive payment as in Article 12.8.3.9 or, with the consent of the College, defer the leave to a time mutually agreeable, not to exceed one (1) year.
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.
Sickness Any employee off duty on account of illness or injury may be required to produce a doctor’s certificate indicating date(s) of all clinical assessments, current medical restrictions and fitness to resume (or not resume) to regular or alternate duties. For non-occupational injury or illness of 15 consecutive works days or more or when re- turning 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 Sec- tion 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. 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 Com- mission for an independent medical examination (IME), and the con- sultant’s opinion of the employee’s physical or mental condition shall be considered in the decision finally made as to fitness to resume the employee’s regular or other work. In lodging an appeal from Health Services’ original decision, the employee shall guarantee the payment of the consultant’s fee. Should the original decision of Health Services be revised, the Commission shall pay the consultant’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 Management and a representative of the Union and shall contain information pro- vided by the employee’s own Physician as well as any other pertinent information. It shall also direct the independent medical consultant 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 dispute 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 Xxxxxxxxxx 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 Forepoerson 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 pro- grams, including rehabilitative employment through the Transitional 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 disputes arising from the administration of the Program will be addressed through the Management/Union Objectives process. It is agreed that when opportunities for rehabilitation have been identified, Health Services will discuss these opportunities with the employee and the treating physician and, with their approval, work together with the appropriate health professionals and other resources as may be necessary, to design an individual rehabilitation program.
Downtime Due to the nature of server provision, downtime and lost transmissions may occur as part of routine maintenance. You are advised to maintain a copy of your account status and details of Content purchased.
