Reintegration. 1 The employer shall develop activities as soon as possible for employees who are prevented from performing their work through incapacity by reason of illness or disability aimed at the reintegration of the employee and culminating in the adoption of a reintegration plan. These activities shall include a review of whether there is a relationship between the incapacity due to illness or disability and the working conditions.
Reintegration. The Parties shall explore ways to cooperate in order to promote voluntary return and to facilitate sustainable reintegration of returned persons including, where relevant, through sustainable reintegration programmes. Particular attention shall be paid to the needs of returning persons in vulnerable situations, such as children, older persons, persons with disabilities and victims of trafficking.
Reintegration. (a) Provision of social reintegration support to Ex-Combatants, including social and psychosocial support, HIV / AIDS orientation and referrals to local support networks, and information and sensitization and reconciliation activities for Ex-Combatants and host communities, with a focus on:
(i) female Ex-Combatants, including ensuring equal benefits as compared to male Ex-Combatants, ensuring access to Vulnerability Support Window Grants, sensitization to gender- based violence issues, and sensitization of Implementation Partners to gender issues; and
(ii) disabled and / or chronically ill Ex-Combatants, including transitional medical rehabilitation and treatment and specialized housing.
(b) Provision of specialized social reintegration support to Ex-Combatants needing particular psychosocial support, including referrals to community-based support networks and training of psychosocial counselors.
(c) HIV / AIDS voluntary counseling and testing, including initial sensitization, pre-test counseling, voluntary testing, post-test counseling, confirmatory testing, provision of condoms, referrals to local hospitals, and orientation of affected Ex-Combatants and their spouses for integration into community-based support networks.
(d) Provision of economic reintegration support to Ex-Combatants, including Vulnerability Support Window Grant support to Ex-Combatants from Special Target Groups, as follows:
(i) Training Grants for professional and vocational training;
(ii) Education Grants for formal education;
(iii) Employment Grants for employment generation, and job counseling and placement support; and
(iv) Subproject Grants for income-generation Subprojects.
(e) Production of print, audio, video, and electronic materials for purposes of sensitization to reintegration of Ex-Combatants, including implementation of a sensitization and communication strategy, with specific targeting of members of Armed Groups.
Reintegration. During a disability period, in order to facilitate the eventual return to work of an employee and, upon presentation of a medical certificate from his or her attending physician, the board and the employee may agree on a temporary assignment to a class of employment compatible with his or her qualifications, experience and limitations. The temporary assignment cannot cause an employee’s displacement or termination of employment. The board shall inform the union of the duties offered to the employee. At any time, the employee may require that the temporary assignment cease upon the advice of the attending physician. Subsequently, the employee shall remain on disability leave or shall resume his or her work on a full-time basis. During that temporary assignment, the employee shall be deemed on disability leave. However, he or she shall receive his or her salary or that of the class of employment of the temporary assignment if it is higher than his or her own as well as salary insurance benefits calculated in proportion to the time not worked. The duration of the temporary assignment cannot exceed twelve (12) weeks. The disability period in progress continues without however having the effect of extending the maximum period of one hundred and four (104) weeks of benefits. A temporary assignment cannot prevent an employee from benefiting from the gradual return to work prescribed in paragraph B) of this clause.
Reintegration. 1. If an employee becomes or is at risk of becoming redundant, both the employer and the employee, working in tandem and individually, will make a demonstrably optimum and active effort to ensure that the employee finds employment elsewhere as soon as possible.
2. Under Section 72A of the Unemployment Insurance Act (Werkloosheidswet, WW), the employer has a statutory duty to ensure the reintegration of the former employees. To this end, the employer drafts a reintegration plan and, possibly, a reintegration agreement (IRO) in consultation with the former employee. Under the provisions of the Unemployment Insurance Act, the former employee is required to cooperate with their former employer in these reintegration activities.
Reintegration. During a disability period, at the employee’s request and in order to facilitate his or her eventual reintegration into work, the board and the employee may agree on a temporary assignment to a class of employment in keeping with his or her qualifications, experience and functional capacity confirmed in a medical certificate from his or her attending physician. During the assignment, the employee is deemed totally disabled. However, he or she shall receive the salary for the class of employment concerned if it is higher than his or her own and the salary insurance benefits based on his or her time not worked. The duration of the assignment may not exceed twelve (12) weeks and must not have the effect of extending the total or reduced benefit periods beyond one hundred and four (104) weeks for the same disability. The board shall inform the union of the duties offered to the employee. At any time, the employee may require that the temporary assignment cease upon the advice of the attending physician.
Reintegration. 1 The Foundation assists recipients of a disability pension in their efforts to return to work. In addition to the measures taken by the disability insurance, the Foundation reviews opportunities for reintegration on an ongoing basis. If opportunities arise, reintegration is pursued in cooperation with the members, employers and, if necessary, external specialists.
Reintegration. (a) Provision of transitional economic reintegration support to Ex- Combatants as follows:
(i) Scholarship Grants for education;
(ii) Apprenticeship Grants for employment generation, vocational and skills training, and training in basic business development and accounting; and
(iii) Subproject Grants for income generation and microenterprise Subprojects.
(b) Provision of transitional social reintegration support to Ex-Combatants, including psychosocial trauma counseling and support, HIV / AIDS counseling and referral, and carrying out of information and sensitization and reconciliation activities for Ex-Combatants and host communities.
(c) Establishment of linkages with the Recipient’s longer-term development initiatives and ensuring benefits to other community members in areas with a high concentration of Ex-Combatants, including promotion of the participation of Ex-Combatants in broader associations for income- generating activities and of families of Ex-Combatants in reintegration activities.
Reintegration. 1. In the event of sickness and incapacity for work, it is important that the employee returns to the work process as soon as possible. In this context, the employer shall:
a. take preventive measures so that the employee can keep working as much as possible;
b. play an active, mediating role in the search for replacement work for the employee, so that the employee can do (possibly part of) their work in accordance with the applicable standards;
c. make every effort to ensure that the employee receives the training required for any redeployment.
2. The employee is expected to cooperate fully and actively in this regard.
3. Expert support from an occupational health and safety service is also sought for the aforementioned preventive measures and for the supervision and monitoring of sick employees, while the employer also ensures social services are available within the company.
Reintegration. 1. Looking at a sustainable reintegration into the employee’s own position or a suitable alternative, and based on UWV (Dutch Benefits Agency) criteria, the company doctor gives an indication of the activities the employee can perform. After the advice from the company doctor and after consultation with the employee, the employer decides on the precise nature of the work to be carried out.
2. The employer is obliged to offer the employee suitable work for the number of hours that he or she is fit for work. If there are no possibilities for this within Sanquin, the employer will make an effort to realise suitable activities outside Sanquin.
3. The reintegration activities will be continued after two years if the employee has sufficient residual capacity, and her or she is actively involved in the reintegration process.
4. For an optimal reintegration, the employee can, in consultation with the employer, call on all existing reintegration instruments within Sanquin, such as access to mobility centres and training or internship opportunities. The costs associated with this are borne by the employer.
5. The employee is obliged to join the reintegration activities that are offered, and accept a suitable position. He or she can also take initiatives to this end, and present them to the employer.
6. The employee has a priority position with regard to vacancies to be filled internally.
