Common use of Rehabilitation Clause in Contracts

Rehabilitation. In the event that a regular employee becomes incapacitated through accident or sickness and they are unable to perform all the duties of their own occupation, the following shall apply: (a) For the purpose of this section incapacity shall mean where the employee is unable to perform all the duties of their own occupation as defined in Clause 2.3(a) of the Long Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer shall provide the employee with an application form for alternative suitable employment on a mutually agreed form. An employee who fails to: (1) sign the application form; (2) make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Committee principles pursuant to Clause 12.4; (3) actively engage in a treatment program where the employee's physician determines it to be appropriate to be involved in such a program; shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer who shall within ten (10) workdays forward a copy of the application to the Rehabilitation Committee. (d) The Rehabilitation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1) if the application is appropriate for their determination; (2) based on the assessment, determine whether the employee is immediately capable of performing modified, alternative or rehabilitative employment; (3) if no to (2) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative or rehabilitative employment; (4) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In considering modified, alternative or rehabilitative employment, consideration will be given to the following: (i) modification of the duties of the employee's job, or creation of new duties; (ii) flexibility in scheduling hours of work within the existing hours of operation; (iii) provision of technical or mechanical aids. (6) Where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, and the employee is therefore able to perform the duties of a gainful occupation, the Employer will make a reasonable attempt to place the employee in suitable position. (1) An employee in receipt of STIIP benefits where the prognosis for return to work exceeds eight (8) weeks, may be referred to the Rehabilitation Committee if a medical assessment(s) determines it is appropriate to do so. (2) In such cases, the Rehabilitation Committee will review each case and make appropriate recommendations.

Rehabilitation. In the event that a regular employee becomes incapacitated through accident or sickness and they are is unable to perform all the duties of their the employee's own occupation, the following shall apply: (a) For the purpose of this section Article incapacity shall mean where the employee is unable to perform all the duties of their the employee's own occupation as defined in Clause 2.3(asection 2.03(a) of the Long Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer Commission shall provide the employee with an application form for alternative suitable employment on a mutually agreed formemployment. An employee who fails to: (1i) sign the application form; (2ii) make themselves reasonably available and cooperate co-operate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Committee principles pursuant to Clause 12.4Principles; (3iii) actively engage in a treatment program where the employee's physician determines it to be appropriate to be involved in such a program; program shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer Commission who shall within ten (10) workdays 10 work days forward a copy of the application to the Rehabilitation CommitteeSecretary. The Committee members shall be provided with copies of the application. (d) The Ad-hoc Rehabilitation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1i) if the application is appropriate for their determinationproperly before the Committee; (2ii) based on the assessment, determine whether the employee is immediately capable of performing modified, alternative alternate or rehabilitative employment; (3iii) if no to (2ii) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative or rehabilitative employment; (4iv) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In in considering modified, alternative or rehabilitative employment, consideration will be given the committee may provide advice and make recommendations to the followingCommission to return the incapacitated employee to work considering the following accommodations: (i1) modification of the duties of the employee's job, or creation of new duties; (ii2) flexibility in scheduling hours of work within the existing hours of operation; (iii3) provision of technical or mechanical aids. (6v) Where where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, successful and the employee is therefore able to perform the duties of a gainful occupation, the Employer will make a reasonable attempt employee shall be subject to place the employee in suitable positionArticle 33 excluding displacement options pursuant to Clause 33.2. (1i) An employee in receipt of STIIP benefits where the benefits, whose prognosis for return to work exceeds eight (8) weeks, may be referred to the Ad-hoc Rehabilitation Committee if a medical assessment(s) the Government Employee Health Services determines it is medically appropriate to do so. (2ii) In those cases where a return to their own occupation is unlikely, employees may be referred, by either party to the Rehabilitation Committee while on STIIP. In such cases, the Rehabilitation Committee will review each case and make appropriate recommendations.Part III (c) and

Rehabilitation. In the event that a regular employee becomes incapacitated through accident or sickness and they are is unable to perform all the duties of their the employee's own occupation, the following shall apply: (a) For the purpose of this section Article incapacity shall mean where the employee is unable to perform all the duties of their the employee's own occupation as defined in Clause 2.3(asection 2.03(a) of the Long Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer Commission shall provide the employee with an application form for alternative suitable employment on a mutually agreed formemployment. An employee who fails to: (1i) sign the application form; (2ii) make themselves reasonably available and cooperate co-operate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Joint Consultation Committee principles pursuant to Clause 12.4Principles; (3iii) actively engage in a treatment program where the employee's physician determines it to be appropriate to be involved in such a program; program shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer Commission who shall within ten (10) workdays 10 work days forward a copy of the application to the Rehabilitation CommitteeSecretary. The Committee members shall be provided with copies of the application. (d) The Rehabilitation Joint Consultation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1i) if the application is appropriate for their determinationproperly before the Committee; (2ii) based on the assessment, determine whether the employee is immediately capable of performing modified, alternative alternate or rehabilitative employment; (3iii) if no to (2ii) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative or rehabilitative employment; (4iv) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In in considering modified, alternative or rehabilitative employment, consideration will be given the committee may provide advice and make recommendations to the followingCommission to return the incapacitated employee to work considering the following accommodations: (i1) modification of the duties of the employee's job, or creation of new duties; (ii2) flexibility in scheduling hours of work within the existing hours of operation; (iii3) provision of technical or mechanical aids. (6v) Where where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, successful and the employee is therefore able to perform the duties of a gainful occupation, the Employer will make a reasonable attempt employee shall be subject to place the employee in suitable positionArticle 33 excluding displacement options pursuant to Clause 33.2. (1i) An employee in receipt of STIIP benefits where the benefits, whose prognosis for return to work exceeds eight (8) weeks, may be referred to the Rehabilitation Joint Consultation Committee if a medical assessment(s) the Government Employee Health Services determines it is medically appropriate to do so. (2ii) In those cases where a return to their own occupation is unlikely, employees may be referred, by either party to the Joint Consultation Committee while on STIIP. In such cases, Part III (c) and (d) will apply. (f) Where an employee has a physical occupational illness or injury, the Rehabilitation Committee Commission will, where feasible, accommodate the employee's incapacity so as to avoid a time loss illness or injury. Where a time loss illness or injury occurs, the compensation payable shall be in accordance with the applicable terms of Information Appendix A. (g) Where the Commission has concerns with a recommendation made in accordance with (d)(iv) above, the concern will review each case and make appropriate recommendationsbe reviewed with the Joint Consultation Committee.

Rehabilitation. In the event that a regular an employee becomes incapacitated through accident or sickness and they are is unable to perform all the duties of their own occupation, the following shall apply: (a) For the purpose of this section clause incapacity shall mean where the employee is unable to perform all the duties of their own occupation as defined in Clause 2.3(aSection 2.03(a) of the Long Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer shall provide the employee with an application form for alternative suitable employment on a mutually agreed form(PSERC7). An employee who fails to: (1i) sign the application form; (2ii) make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Committee principles pursuant to Clause 12.4Principles; (3iii) actively engage in a treatment program where the employee's ’s physician determines it to be appropriate to be involved in such a program; program shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer Ministry who shall within ten (10) workdays work days forward a copy of the application to the Rehabilitation CommitteeSecretary. The Committee members shall be provided with copies of the application. (d) The Rehabilitation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1) if If the application is appropriate for their determinationproperly before the Committee; (2) based Based on the assessment, determine whether the employee is immediately capable of performing modified, alternative alternate or rehabilitative employment; (3) if If no to (2) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative alternate or rehabilitative employment; (4) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In considering modified, alternative alternate or rehabilitative employment, consideration will be given the committee may provide advice and make recommendations to the followingMinistry to return the incapacitated employee to work considering the following accommodations: (i) modification of the duties of the employee's ’s job, or creation of new duties; (ii) flexibility in scheduling hours of work within the existing hours of operation; (iii) provision of technical or mechanical aids. (65) Where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, and the employee is therefore able to perform the duties of a gainful occupationoccupation within the jurisdiction of the Union’s forming the Council of Graphic Arts within the Queen’s Printer, the Employer will make a reasonable attempt to place then the employee may be offered a vacant position within the jurisdiction of the Unions forming the Council of Graphic Arts Unions. Should the employee decline a job offer then the employee shall be considered to have resigned with severance pay in suitable positionaccordance with 9.03(c) or (d), whichever is applicable. (1i) An an employee in receipt of STIIP benefits where the benefits, whose prognosis for return to work exceeds eight (8) weeks, may be referred to the Rehabilitation Committee if a medical assessment(s) the Government Employee Health Services determines it is medically appropriate to do so. (2ii) in those cases where a return to their own occupation is unlikely, employees may be referred, by either party to the Rehabilitation Committee while on STIIP. In such cases, Part III (c) and (d) will apply. (f) Where an employee has a physical occupational illness or injury, the Ministry will, where feasible, accommodate the employee’s incapacity so as to avoid a time loss illness or injury. Where a time loss illness or injury occurs, the compensation payable shall be in accordance with the applicable terms of Appendix B. (g) Where the Ministry has concerns with a recommendation made in accordance with (d)(4) above, the concern will be reviewed with the Rehabilitation Committee will review each case and make appropriate recommendationsCommittee.

Rehabilitation. In the event that a regular employee becomes incapacitated through accident or sickness and they are is unable to perform all the duties of their the employee's own occupation, the following shall apply: (a) For the purpose of this section Article incapacity shall mean where the employee is unable to perform all the duties of their the employee's own occupation as defined in Clause 2.3(asection 2.03(a) of the Long Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer shall provide the employee with an application form for alternative suitable employment on a mutually agreed form(PSERC 7). An employee who fails to: (1i) sign the application form; (2ii) make themselves reasonably available and cooperate co-operate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Committee principles pursuant to Clause 12.4Principles; (3iii) actively engage in a treatment program where the employee's physician determines it to be appropriate to be involved in such a program; program shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer Ministry who shall within ten (10) workdays 10 work days forward a copy of the application to the Rehabilitation CommitteeSecretary. The Committee members shall be provided with copies of the application. (d) The Rehabilitation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1i) if the application is appropriate for their determinationproperly before the Committee; (2ii) based on the assessment, determine whether the employee is immediately capable of performing modified, alternative alternate or rehabilitative employment; (3iii) if no to (2ii) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative or rehabilitative employment; (4iv) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In in considering modified, alternative or rehabilitative employment, consideration will be given the committee may provide advice and make recommendations to the followingMinistry to return the incapacitated employee to work considering the following accommodations: (i1) modification of the duties of the employee's job, or creation of new duties; (ii2) flexibility in scheduling hours of work within the existing hours of operation; (iii3) provision of technical or mechanical aids. (6v) Where where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, successful and the employee is therefore able to perform the duties of a gainful occupation, the Employer will make a reasonable attempt employee shall be subject to place Article 37 of the employee in suitable positionMaster Agreement excluding displacement options pursuant to Clause 37.07. (1i) An employee in receipt of STIIP benefits where the benefits, whose prognosis for return to work exceeds eight (8) weeks, may be referred to the Rehabilitation Committee if a medical assessment(s) the Government Employee Health Services determines it is medically appropriate to do so. (2ii) In those cases where a return to their own occupation is unlikely, employees may be referred, by either party to the Rehabilitation Committee while on STIIP. In such cases, Part III (c) and (d) will apply. (f) Where an employee has a physical occupational illness or injury, the Ministry will, where feasible, accommodate the employee's incapacity so as to avoid a time loss illness or injury. Where a time loss illness or injury occurs, the compensation payable shall be in accordance with the applicable terms of Information Appendix A. (g) Where the Ministry has concerns with a recommendation made in accordance with (d)(iv) above, the concern will be reviewed with the Rehabilitation Committee will review each case and make appropriate recommendations.Committee. For the purposes of these regulations: 1. STATIONARY EMPLOYEES are employees who occupy positions that require them to (a) carry out their duties on a day-to-day basis at their headquarters, and/or (b) travel from their headquarters for short periods of time, and/or (c) travel from their headquarters more or less on a continuous basis, but whose assignments are of sufficiently short duration so that temporary headquarters cannot be practically assigned;

Rehabilitation. In the event that a regular employee becomes incapacitated through accident or sickness and they are is unable to perform all the duties of their the employee's own occupation, the following shall apply: (a) For the purpose of this section Article incapacity shall mean where the employee is unable to perform all the duties of their the employee's own occupation as defined in Clause 2.3(asection 2.03(a) of the Long Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer Regulator shall provide the employee with an application form for alternative suitable employment on a mutually agreed formemployment. An employee who fails to: (1i) sign the application form; (2ii) make themselves reasonably available and cooperate co-operate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Joint Consultation Committee principles pursuant to Clause 12.4Principles; (3iii) actively engage in a treatment program where the employee's physician determines it to be appropriate to be involved in such a program; program shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer Regulator who shall within ten (10) workdays 10 work days forward a copy of the application to the Rehabilitation CommitteeSecretary. The Committee members shall be provided with copies of the application. (d) The Rehabilitation Joint Consultation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1i) if the application is appropriate for their determinationproperly before the Committee; (2ii) based on the assessment, determine whether the employee is immediately capable of performing modified, alternative alternate or rehabilitative employment; (3iii) if no to (2ii) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative or rehabilitative employment; (4iv) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In in considering modified, alternative or rehabilitative employment, consideration will be given the committee may provide advice and make recommendations to the followingRegulator to return the incapacitated employee to work considering the following accommodations: (i1) modification of the duties of the employee's job, or creation of new duties; (ii2) flexibility in scheduling hours of work within the existing hours of operation; (iii3) provision of technical or mechanical aids. (6v) Where where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, successful and the employee is therefore able to perform the duties of a gainful occupation, the Employer will make a reasonable attempt employee shall be subject to place the employee in suitable positionArticle 33 excluding displacement options pursuant to Clause 33.2. (1i) An employee in receipt of STIIP benefits where the benefits, whose prognosis for return to work exceeds eight (8) weeks, may be referred to the Rehabilitation Joint Consultation Committee if a medical assessment(s) the Government Employee Health Services determines it is medically appropriate to do so. (2ii) In those cases where a return to their own occupation is unlikely, employees may be referred, by either party to the Joint Consultation Committee while on STIIP. In such cases, Part III (c) and (d) will apply. (f) Where an employee has a physical occupational illness or injury, the Rehabilitation Committee Regulator will, where feasible, accommodate the employee's incapacity so as to avoid a time loss illness or injury. Where a time loss illness or injury occurs, the compensation payable shall be in accordance with the applicable terms of Information Appendix A. (g) Where the Regulator has concerns with a recommendation made in accordance with (d)(iv) above, the concern will review each case and make appropriate recommendationsbe reviewed with the Joint Consultation Committee.

Rehabilitation. In the event that a regular an employee becomes incapacitated through accident or sickness and they are is unable to perform all the duties of their own occupation, the following shall apply: (a) For the purpose of this section clause incapacity shall mean where the employee is unable to perform all the duties of their own occupation as defined in Clause 2.3(aSection 2.03(a) of the Long Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer shall provide the employee with an application form for alternative suitable employment on a mutually agreed formto the Rehabilitation Committee. An employee who fails to: (1i) sign the application form; (2ii) make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Committee principles pursuant to Clause 12.4Principles; (3iii) actively engage in a treatment program where the employee's ’s physician determines it to be appropriate to be involved in such a program; program shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer who shall Secretary to the Rehabilitation Committee within ten (10) workdays forward a copy work days. The Committee members shall be provided with copies of the application to the Rehabilitation Committeeapplication. (d) The Rehabilitation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1) if If the application is appropriate for their determinationproperly before the Committee; (2) based Based on the assessment, determine whether the employee is immediately capable of performing modified, alternative alternate or rehabilitative employment; (3) if If no to (2) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative alternate or rehabilitative employment; (4) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In considering modified, alternative alternate or rehabilitative employment, consideration will be given the committee may provide advice and make recommendations to the followingMinistry to return the incapacitated employee to work considering the following accommodations: (i) modification of the duties of the employee's ’s job, or creation of new duties; (ii) flexibility in scheduling hours of work within the existing hours of operation; (iii) provision of technical or mechanical aids. (65) Where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, successful and the employee is therefore able to perform the duties of a gainful occupation, the Employer will make a reasonable attempt employee shall be subject to place Article 9.03 of the employee in suitable positionCollective Agreement excluding Clause 9.03(a). (1e) An (i) an employee in receipt of STIIP benefits where the benefits, whose prognosis for return to work exceeds eight (8) weeks, may be referred to the Rehabilitation Committee if a medical assessment(s) the Government Employee Health Services determines it is medically appropriate to do so. (2) In such cases, the Rehabilitation Committee will review each case and make appropriate recommendations.

Rehabilitation. In the event that a regular an employee becomes incapacitated through accident or sickness and they are is unable to perform all the duties of their own occupation, the following shall apply: (a) For the purpose of this section clause incapacity shall mean where the employee is unable to perform all the duties of their own occupation as defined in Clause 2.3(aSection 2.03(a) of the Long Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer shall provide the employee with an application form for alternative suitable employment on a mutually agreed form. An employee who fails to:to the Rehabilitation Committee. (1i) sign the application form; (2ii) make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Committee principles pursuant to Clause 12.4Principles; (3iii) actively engage in a treatment program where the employee's ’s physician determines it to be appropriate to be involved in such a program; program shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer who shall Secretary to the Rehabilitation Committee within ten (10) workdays forward a copy work days. The Committee members shall be provided with copies of the application to the Rehabilitation Committeeapplication. (d) The Rehabilitation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1) if If the application is appropriate for their determinationproperly before the Committee; (2) based Based on the assessment, determine whether the employee is immediately capable of performing modified, alternative alternate or rehabilitative employment; (3) if If no to (2) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative alternate or rehabilitative employment; (4) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In considering modified, alternative alternate or rehabilitative employment, consideration will be given the committee may provide advice and make recommendations to the followingMinistry to return the incapacitated employee to work considering the following accommodations: (i) modification of the duties of the employee's ’s job, or creation of new duties; (ii) flexibility in scheduling hours of work within the existing hours of operation; (iii) provision of technical or mechanical aids. (65) Where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, successful and the employee is therefore able to perform the duties of a gainful occupation, the Employer will make a reasonable attempt employee shall be subject to place Article 9.03 of the employee in suitable positionCollective Agreement excluding Clause 9.03(a). (1e) An (i) an employee in receipt of STIIP benefits where the prognosis for return to work exceeds eight (8) weeksbenefits, may be referred to the Rehabilitation Committee if a medical assessment(s) determines it is appropriate to do so. (2) In such cases, the Rehabilitation Committee will review each case and make appropriate recommendations.whose prognosis

Rehabilitation. In the event that a regular employee becomes incapacitated through accident or sickness and they are unable to perform all the duties of their own occupation, the following shall apply: (a) For the purpose of this section incapacity shall mean where the employee is unable to perform all the duties of their own occupation as defined in Clause 2.3(a) of the Long Long-Term Disability Plan. (b) Where the employee meets the definition in (a) above, the Employer shall provide the employee with an application form for alternative suitable employment on a mutually agreed form. An employee who fails to: (1) sign the application form; (2) make themselves reasonably available and cooperate with a reasonable rehabilitation/return to work process consistent with Rehabilitation Committee rehabilitation committee principles pursuant to Clause 12.4; (3) actively engage in a treatment program where the employee's physician determines it to be appropriate to be involved in such a program; shall have benefits suspended. Prior to having benefits suspended, an employee shall be afforded an opportunity to demonstrate that there were reasonable grounds for failing to meet the above obligations. (c) The application shall be completed and returned to the Employer who shall within ten (10) workdays forward a copy of the application to the Rehabilitation Committee. (d) The Rehabilitation Committee will, based on the information, coordinate the necessary medical and/or vocational assessments and determine the following: (1) if the application is appropriate for their determination; (2) based on the assessment, determine whether the employee is immediately capable of performing modified, alternative or rehabilitative employment; (3) if no to (2) above the Rehabilitation Committee may, based on the assessments, implement the necessary training to place the employee in alternative or rehabilitative employment; (4) where the employee is considered capable of performing alternative employment or once the employee has successfully concluded rehabilitative employment and is able to perform the duties of a gainful occupation, he/she shall be subject to Article 13 of this Agreement excluding displacement options pursuant to Clause 13.2 and 13.3(c)(2). (5) In considering modified, alternative or rehabilitative employment, consideration will be given to the following: (i) modification of the duties of the employee's job, or creation of new duties; (ii) flexibility in scheduling hours of work within the existing hours of operation; (iii) provision of technical or mechanical aids. (6) Where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, and the employee is therefore able to perform the duties of a gainful occupation, the Employer will make a reasonable attempt to place the employee in suitable position. (1) An employee in receipt of STIIP benefits where the prognosis for return to work exceeds eight (8) weeks, may be referred to the Rehabilitation Committee if a medical assessment(s) determines it is appropriate to do so. (2) In such cases, the Rehabilitation Committee will review each case and make appropriate recommendations.. APPENDIX 3‌ Crews in each of the following locations will be considered a separate seniority block. • Delta Yard - including Xxxxxx Tunnel Wrecker Operators • Cloverdale Yard • Coquitlam Yard - including Port Xxxx Wrecker and HOV Patrol Crew • Pitt River Bridge, Annacis Island Bridge, Xxxx Island Tunnel and HOV Communications Centre "Mechanical" – multiple maintenance yards or depots within the geographical area/one (1) seniority block. Points of assembly will not be changed more than six (6) times a year and the change will be for at least one (1) week. Vacation selection and preference will remain in the employees’ home yard. It will not be deemed a violation of block seniority when the Employer requires a qualified employee to work in a different seniority block. I, , Arbitrator, agree that in consideration of the acceptance by the