Return to Work/Fitness for Duty Sample Clauses

Return to Work/Fitness for Duty. The College reserves the right to require the faculty member to provide a fit-for-duty certificate upon return, stating the faculty member is able to fulfill the essential functions of the faculty member’s assigned position, with or without reasonable accommodation. Faculty shall comply with the colleges Drug Free Workplace policy. Within a reasonable time after return to duty, the faculty shall complete appropriate time and leave reporting to record absences due to reasons of health. Such completed forms, and the health care providers written verification as required above shall be submitted to Human Resources.
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Return to Work/Fitness for Duty. The return to work process evaluates the employee’s ability both physically and cognitively, in order to provide the employee, the resources and support necessary to succeed in returning to their job. The Employer may require employees to complete job-related physical agility and/or ability tests, such as lift tests, shifts with Field Training Officers and/or supervisors/managers, classroom trainings, clinical updates, etc. This is to ensure employees can safely perform the essential job functions of their job classifications with or without reasonable accommodation. In order to initiate the return to work process, if returning from a medical leave, a medical note is required releasing the employee to duty and specifying any work restrictions. The Employer may require employees who have been on leave less than thirty (30) days to complete the return to work process described in the paragraph above. Employees returning from a leave of thirty (30) days or more are required to complete the return to work process described in the paragraph above. The Employer shall be solely responsible for the cost of physical ability and/or agility tests. Upon request, the Employer will provide the employee a copy of the job description. The Employer will provide the employee the opportunity to begin the return to work process within two (2) business days from when the Employer receives the required medical release or when the employee informs us they are returning from a non-medical leave. If the Employer is unable to arrange the return to work process within two (2) business days, the employee may have the opportunity to work modified duty. If the employee is unable to begin the process within two (2) business days of being released for duty, they will not be eligible for modified duty. If an employee does not pass the return to work process, the Employer shall engage in an interactive process to determine if a reasonable accommodation is possible. Employees will only be returned to regular duty once the return to work process has been successfully completed. Employees will be returned to regular duty as soon as reasonably practicable. Employees returning from a non-medical related leave of absence will not be required to undergo a medical examination.
Sample 1
Return to Work/Fitness for Duty. The parties recognize that Employees have the responsibility to report to work fit for duty. To ensure physical and mental fitness, the Employee may be required to provide to the Employer a fully completed certification from a medical and/or psychological provider on a City provided form of his or her fitness to perform the specific duties of his or her job or light duty alternative before returning to work after injury or illness.
Sample 1

Related to Return to Work/Fitness for Duty

  • Fitness for Duty When question exists related to appropriate leave administration or work safety to individuals, co-workers or others, the EMPLOYER may require employees to undergo a medical evaluation that will enable the EMPLOYER to determine the employee’s fitness for performance of his/her duties. When the EMPLOYER requires an evaluation or report from a medical authority, either the employee’s personal or treating authority or the medical authority of the EMPLOYER’s selection, the EMPLOYER shall:

  • 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.

  • Fitness for Work 6.2.1 The parties to this Agreement agree that the maintenance of a safe and healthy working environment will be enhanced by adopting a pro-active approach to addressing fitness for work issues, including the misuse of drugs and alcohol in the workplace, workplace stress and fatigue. The management of these occupational health and safety issues will assist to eliminate a contributing factor to workplace injuries and accidents.

  • Fitness for Duty Examination A. In directing employees to undergo a fitness for duty examination, the Agency will observe applicable rules and regulations.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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:

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