Return to Work Committee. The Hospital and the Association are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Association agree to cooperate in facilitating the return to work of disabled employees.
Return to Work Committee. The purpose and mandate of the Return to Work Committee is to develop and oversee a return to work process that will facilitate and assist with the reintegration of workers returning to work following serious injuries or illnesses. The committee shall operate in a manner consistent with the terms of the Collective Agreement and the intent and requirements of legislation such as the Occupational Health and Safety Act, the Employment Standards Act, the Workplace Safety and Insurance Act and the Ontario Human Rights Code. The terms of reference for the Return to Work Committee shall be attached to the Collective Agreement as “Appendix G”.
Return to Work Committee. The Employer 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 safe for them and valuable to the Employer and to meeting the parties' responsibilities under the applicable legislation. To that end, the Employer and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer 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 Employer and the Union agree that participants will use electronic communication where available to facilitate the scheduling of and preparation for Committee meetings.
(a) A joint Return to Work Committee (RWC) comprised of an equal number of Union and Employer representatives will be established. It is understood that the lack of equal representatives will not hinder or stop the RWC from meeting. One (1) of the Union representatives will be recognized as a Co-Chair. The Committee will meet as necessary when either the Co-Chair provides notice in writing to the other co-chair. The Union co-chair will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings on a day off. Such hours are invisible for the purposes of determining premium.
(b) The Committee will monitor the status of accommodated employees and the status of employees awaiting accommodation, and Joint Health and Safety Committees (JHSC) will review the safety of accommodations during their regular inspections of the workplace.
(c) The Committee will develop and recommend strategies for;
i) safely integrating accommodated workers back into the workplace
ii) educating employees about the legislative, personal, organizational aspects of disabled workers to work.
Return to Work Committee. 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 and psychologically 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 Committee a) The parties agree that a representative from the Union will be involved in all meetings where an employee is returning from LTD or WSIB leave.
Return to Work Committee. The Hospital and the Association are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful and physically and psychologically safe for them and valuable to the Hospital and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Association agree to co-operate in facilitating the return to work of disabled nurses. The Hospital and the Association 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 Association agree that participants will use electronic communication where available. Return to work issues will remain as a standing item at all Hospital-Association meetings.
Return to Work Committee. 1. A Return to Work Committee will be the means by which the Company and the Union work together to administer the Modified/Transitional Work Program. The Committee consists of three (3) Union and three (3) Management representatives. The Committee may resource other personnel as necessary.
2. Return to Work Committee responsibilities will be developed to include communication of the Program to all employees, a procedure for reviewing and assessing cases, and ensuring effective and uniform practices within the Program.
Return to Work Committee. 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 and psychologically safe for them and valuable to the Hospital and to meeting the parties’ responsibilities under the law. To that end, the parties 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 communications the Hospital and the Union agree that participants will use electronic communication where available.
(a) A joint Return to Work Committee (RWC) comprised of an equal number of Union and Hospital representatives will be established. One of the Union Representatives will be recognised as co-chair. The committee will meet as required. The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation, and Joint Health and Safety Committees will review the safety of accommodations during their regular inspections of the workplace.
(b) the committee will develop and recommend strategies for:
i) safely integrating accommodated workers back into the workplace,
ii) educating employees about the legal, personal, organizational aspects of disabled workers to work.
Return to Work Committee. The Company agrees to maintain its commitment by accommodating or providing modified work in accordance with the CpK Interior Products Guelph Workplace Accommodation Policy.
Return to Work Committee. The Company will designate a Human Resources officer and the Union will designate the Division Legislative Representative (or alternate designate) as the contact person in each case and who are responsible to administer the Accommodation & Return to Work Policy and Program. In addition each party will designate one representative from the Maintenance Facility and Operations to complete the Joint Committee. Each additional Maintenance Facility will have corresponding Committee representatives. The associated costs are to be borne by the Company. Human Resources Legislative Representative Maintenance Supervisor Maintenance Representative Operations Supervisor Operations Representative Committee contact information will be posted in sufficient work locations so that every bargaining unit employee has full access to that information. The Accommodation & Return to Work Policy and Program will be equally posted and available to each bargaining unit employee upon request. A dedicated Bulletin Board will be used for this information as well as any associated information. The process of Accommodation & Return to Work begins with the employee contacting the Company, which may be done through any one of the Committee representatives. The administration of the process will be determined as provided for within the Policy and Program. At any part of the process, disputes must be thoroughly investigated and significant efforts made to resolve them in a timely manner. Unresolved disputes may be advanced within the grievance procedure through to arbitration, if necessary, for final and binding resolution.
