Return to Work and Job Security Sample Clauses

Return to Work and Job Security a) An employee, who because of illness or injury, remains off work due to sick leave or an L.T.D. claim or a W.S.I.B claim shall retain and continue to accumulate seniority.
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Return to Work and Job Security a) An employee, who because of illness or injury, remains off work due to sick leave or an claim or a claim shall retain and continue to accumulate seniority. Should an employee be capable of performing the essential duties of their former position, the Region shall return the employee to his or her former position. Should an employee not be capable of returning to their former position, the Region and the Union shall jointly determine the suitableplacement of any employees on sick leave, or who are capable of returning to work. Failing agreement on suitable placement, the employee shall at all times retain their right to bump a less senior employee in any other classification. Modified Duties
Sample 1
Return to Work and Job Security i. An employee who, because of illness/injury or disability, remains off work due to sick leave, an L.T.D. claim or a W.S.I.B. claim shall retain and continue to accumulate seniority for a period of time equal to the length of his seniority at the commencement of absence, or for a period of twenty four months, whichever is lesser.
Sample 1
Return to Work and Job Security. An employee, who because of illness or injury, remains off work due to sick leave, a Long-Term Disability claim or a Workplace Safety and Insurance Board claim shall retain and continue to accumulate seniority. Should an employee be capable of performing the essential duties of former position, the City shall return the employee to former position. Should an employee not be capable of returning to former position, the City and the Union shall jointly determine the suitable placement of any employees on sick leave, Long-Term Disability or on a Workplace Safety and Insurance Board claim who are capable of returning to work. Failing agreement on suitable placement, the employee shall at all times retain right to bump a less senior employee in any other classification. Objectives of the Program: To accommodate and/or rehabilitate an ill or injured employee in original position or job, wherever feasible, or to accommodate the employee in another position or job. The Modified Duties and Work Accommodation Program: Any employee who has sustained an occupational or xxx I iIIness or u that prevents h her from performing the essential duties of their regular job shall be eligible to participate in this program. The City and the Union shall jointly determine the design of modified work or duties based on medical information for an employee who is off work due to illness or injury. Medical restrictions will be determined by the employee’s attendi physician With the permission of the employee, the Human Resources Department of the City shall provide to the Union representative designated to assist the employee all medical reports that are relevant to the employee’s medical restrictions and that will be required to determine the modified duties program. The City and the Union shall determine the wage rate, if not the employee’s former wage rate in accordance with approval and medical restrictions of the attending physician. Seniority will continue to accumulate while the employee is on modified duties. Employees requiring modified duties or work have priority for vacancies in the bargaining unit.
Sample 1
Return to Work and Job Security. An employee who, because of illness or injury, remains off work due to sick leave, an claim or a claim shall retain and continue to accumulate seniority for a period of time equal to the length of his seniority at the commencement of absence, or for a period of twenty four months, whichever is lesser. an employee be capable of performing the essential duties of their former position, the City shall return the employee to his former position. Should an employee not be capable of returning to their former position, the City and the Union shall jointly determine the suitable placement of employees on sick leave, or who are capable of returning to work. Failing agreement on a suitable placement, the employee shall at all times retain his right to bump a less senior employee in any classification. Mod This clause provides a modified work program to assist in the rehabilitation of employees who has been absent from work due to illness or injury. of the To restore an ill or injured employee to his fullest possible occupational economic capacity. To provide the employee with an effective setting for work accommodation and work rehabilitation following illness or injury. To accommodate and/or rehabilitatean ill or injured employee in his illness position or job, wherever feasible, or to accommodate the employee in another position or job.
Sample 1

Related to Return to Work and Job Security

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code.

  • Return to Work Program When feasible, the Employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level restrictions must be adhered to.

  • Return to Work Programs (a) The parties recognize that prevention of injuries and rehabilitation of injured employees are equally important goals. The parties further recognize that return to work programs are part of a continuum of injury prevention and rehabilitation.

  • Early and Safe Return to Work The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.

  • Modified Work/Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty.

  • Failure to Return to Work If, upon the expiration of FMLA or CFRA Leave, or any District approved extension thereof including General Leave, an employee fails to return to work and no additional leave has been authorized, the employee shall be considered to have automatically resigned from his or her position. In such cases, the employee will receive advance notification of the District’s intent to implement an automatic resignation.

  • Returning to Work (a) Returning to work early

  • Modified Work/Return to Work Programs The Hospital 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 permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles:

  • Returning to Work After a Period of Parental Leave (a) An employee will notify of their intention to return to work after a period of parental leave at least four weeks prior to the expiration of the leave.

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.

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