Return to Work and Duty to Accommodate a) The Employer agrees to make every reasonable effort, short of undue hardship, to provide suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties as a consequence of an occupational or non-occupational disability, or as a consequence of limitations as a result of illness or injury or who otherwise require accommodation as set out in the Saskatchewan Human Rights Code, the Saskatchewan Human Rights Code-Regulations, The Saskatchewan Labour Standards Act and The Saskatchewan Occupational Health and Safety Act. A Return to Work or Duty to Accommodate shall provide a fair and equitable process to allow a disabled employee to return to work. It is recognized that employees may be supernumerary dependent on the terms of their Return to Work/Duty to Accommodate process. Accommodation of employees within the workplace is a shared responsibility between the Employer, the Union and the employee. All parties shall work cooperatively to xxxxxx an atmosphere conducive to accommodation.
Return to Work and Duty to Accommodate. Upon return to work or placement on the employment list, employees may be required by the Employer to provide medical information to assist the parties in determination of ability to fulfil job duties, retraining, and to find employment within the bargaining unit for employees able to work, but unable to fully return to their former duties.
Return to Work and Duty to Accommodate a) The Employer agrees to make every reasonable effort, short of undue hardship, to provide suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties as a consequence of an occupational or non-occupational disability, or as a consequence of limitations as a result of illness or injury or who otherwise require accommodation as set out in the Saskatchewan Human Rights Code, the Saskatchewan Human Rights Code- Regulations, The Saskatchewan Labour Standards Act and The Saskatchewan Occupational Health and Safety Act. It is recognised that employees may be supernumerary dependant on the terms of their Return to Work/Duty to Accommodate. Accommodation of employees within the workplace is a shared responsibility between the Employer, the Union and the employee. All parties shall work cooperatively to xxxxxx an atmosphere conducive to accommodation.
Return to Work and Duty to Accommodate a) The Employer agrees to make every reasonable effort, short of undue hardship, to provide suitable modified or alternate employment to employees who are temporarily or permanently unable to return to their regular duties as a consequence of an occupational or non-occupational disability, or as a consequence of limitations as a result of illness or injury or who otherwise require accommodation as set out in the Saskatchewan Human Rights Code, the Saskatchewan Human Rights Code-Regulations, The Saskatchewan Labour Standards Act and The Saskatchewan Occupational Health and Safety Act. Accommodation of employees within the workplace is a shared responsibility between the Employer, the Union and the employee. All parties shall work cooperatively to xxxxxx an atmosphere conducive to accommodation.
Return to Work and Duty to Accommodate a) The Employer agrees to make every reasonable effort, short of undue hardship, to provide suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties as a consequence of an occupational or non-occupational disability, or as a consequence of limitations as a result of illness or injury or who otherwise require accommodation as set out in the Saskatchewan Human Rights Code, the Saskatchewan Human Rights Code-Regulations, and The Saskatchewan Employment Act The Saskatchewan Labour Standards Act and The Saskatchewan Occupational Health and Safety Act. A Return to Work or Duty to Accommodate shall provide a fair and equitable process to allow a disabled employee to return to work. It is recognized that employees may be supernumerary dependent dependant on the terms of their Return to Work/Duty to Accommodate process. Accommodation of employees within the workplace is a shared responsibility between the Employer, the Union and the employee. All parties shall work cooperatively to xxxxxx an atmosphere conducive to accommodation.
Return to Work and Duty to Accommodate
