Return to Work/Accommodation. 22.01 The Employer will notify the appropriate Union Representative as identified by the Union monthly of the names of all nurses who go off work due to a work related injury or when a nurse goes on Long Term Disability.
22.02 The Employer agrees to provide the nurse with a copy of the W.S.I.B. Form #7, and/or any other form at the same time as it is sent to the Board.
22.03 The Employer agrees to inform the nurse in the event that it intends to dispute a claim of work related injury.
Return to Work/Accommodation. 26.01 The Employer and Union agree to support the principle of prompt rehabilitation and return to work of an employee who sustains an injury either arising out of and in the course of employment or outside the workplace that has resulted in restrictions or limitations for the affected employee. In these situations, the following Return to Work Program will apply:
(a) The employee’s treating physician shall provide the employee’s immediate Supervisor with a note outlining the employee’s abilities and restrictions, and if possible, the expected duration of the restrictions and an estimate as to when the employee’s return to her pre-injury position can be expected.
(b) Every effort will be made to modify the employee’s pre-injury position to accommodate her restrictions. This includes adjusting the duties and responsibilities and/or hours of work.
(c) Where the employee’s pre-injury position cannot be modified, other available positions within the bargaining unit will be considered first and if there are no positions, other positions within the organization will be considered provided the employee has the required skill, ability and qualifications to perform the duties and responsibilities required of the position.
(d) The Union and the Employer shall work together in the return to work process. A Union Representative will be in attendance at all meetings scheduled with the affected employee with respect to her return to work.
26.02 The parties agree to respect confidentiality of information and documentation provided for their consideration, including documentation obtained through the employee’s treating physician, insurance carrier, vocational rehabilitation services, adjudication services and the Workplace Safety and Insurance Board.
26.03 The Employer and Union agree to work together to identify alternate work for employees who need accommodation when returning to work from WSIB-related absences. If necessary, a committee comprised of equal participants from the Employer and Union shall be convened to address such accommodation.
Return to Work/Accommodation. During the term of this agreement, the Employer agrees to meet with a Committee of six (6) Union Representatives, one (1) of which will be from this bargaining unit, to discuss return to work accommodation protocols and issues and to recommend improved procedures and policies related to work accommodation and dispute resolution options. The committee shall meet not less than four (4) times per year.
Return to Work/Accommodation. The Board, the Federation, and the member shall develop cooperatively a modified return to work and/or accommodation program. The Member will have Union representation at any meeting where a return to work/ accommodation program is being discussed.
Return to Work/Accommodation. (a) The District and the Union are committed to facilitating the reintegration of employees to the workplace in a fair and consistent manner, as soon as possible. The Joint Early Intervention Service (JEIS) through Public Education Benefits Trust (PEBT) outlines the tripartite responsibilities of the Employer, the Union and the Employee in implementing the return to work program.
(b) Specific services provided will depend on the employee’s individual situation and needs. Each situation will be evaluated, and where appropriate, an individualized return to work plan will be developed in consultation with the employee, the Union and the District and, where appropriate, third party supports.
Return to Work/Accommodation. The board recognizes that the employee has the right to Union representation at return to work/employment accommodation meetings.
Return to Work/Accommodation. The Employer and the Union are committed to a consistent, fair and transparent approach to meeting the needs of disabled workers, restoring them to work which is meaningful for them and valuable to the Employer, and to meet the parties’ responsibilities under the law.
(a) To that end the Employer and the Union agree to cooperate in facilitating the return to work of the nurse.
(b) The Employer and the Union agree to a process that will include but is not limited to the nurse, the bargaining unit president (or designate), the director/manager and Human Resources.
(c) The Employer and the Union agree that all participants will use electronic communication and other communication processes where possible to expedite communication.
(d) When it has been medically determined that a nurse is unable to return to the full duties of their position, the Employer will notify and meet with the bargaining unit president (or designate) and the nurse to discuss the circumstances surrounding the nurse's return to suitable work.
(e) The Employer and the Union recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or disabled, to enable their early and safe return to work.
Return to Work/Accommodation. The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful and physically safe for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants is essential to the success of the process. For the purposes of expediting communication the Hospital and the Union agree that participants will use electronic communication where available.
Return to Work/Accommodation. (a) The Board, the Federation, and Members shall comply with their obligations under the Ontario Human Rights Code with respect to a return to work or accommodation process.
(b) A Member has the right to union representation at any meeting where a return to work/accommodation program is being discussed. The Board shall notify the Member of this right.
Return to Work/Accommodation. The Employer and the Union, in recognition of their roles and legal obligations, agree to cooperatively develop work plans for each Member requiring an accommodation. Such cooperative efforts shall involve an Employer representative, a Union representative and the Member requiring work accommodation. Should a member indicate they do not want union representation, the union shall be notified of the Member’s name and the Board shall ask the employee to sign a waiver stating such decision.
