Common use of – RETURN TO WORK INITIATIVES Clause in Contracts

– RETURN TO WORK INITIATIVES. (a) The Return to Work representatives, or designate will be invited to attend all return to work meetings at their individual site. Individual nurses may decline in writing, the involvement of the union representative(s). The inability to meet shall not prevent the return to work. A meeting shall be held as soon as possible thereafter. The Hospital will notify the Return to Work Representative of the time and date of the meeting at the same time as the employee who is returning to work. The Return to Work representative will notify the Occupational Health department of their designate during periods of absence due to vacation, extended illness or other periods of extended leave. It is the responsibility of the Return to Work representative to notify the designate if fill in is required for reasons other than the above. (b) The Hospital will provide an updated list of information to the Return to Work site representative every two (2) months. Such lists will contain: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits; iii) Nurses who have been absent from work for more than twenty-three (23) months; iv) Nurses who are currently on modified work; v) Nurses who are absent due to illness or injury in excess of six (6) weeks. (c) A disabled nurse who has obtained medical clearance from their treating physician to return to work will provide the Occupational Health Department with this verification of their ability to return to work including information regarding any restrictions. The nurse will advise their manager that they wish to return to work. i) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. ii) Where such vacancies are within the bargaining unit, the Hospital will consult Bargaining Unit President, Labour Relations Officer or designate on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit. iii) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodations of extended duration. J.2 When it has been medically determined that an employee is unable to return to the full duties of their position due to a permanent disability, the Hospital will notify and meet with the Labour Relations Officer, or designate of the Ontario Nurses’ Association and the local representative to discuss the circumstances surrounding the employee's return to suitable work. J.3 The Hospital agrees to provide the Return to Work Representative and the employee with a copy of the Workers' Safety and Insurance Board Form 7 at the same time it is sent to the Board.

– RETURN TO WORK INITIATIVES. (a) The Return to Work representatives, or designate will be invited to attend all return to work meetings at their individual site. Individual nurses may decline in writing, the involvement of the union representative(s). The inability to meet shall not prevent the return to work. A meeting shall be held as soon as possible thereafter. The Hospital will notify the Return to Work Representative of the time and date of the meeting at the same time as the employee who is returning to work. The Return to Work representative will notify the Occupational Health department of their designate during periods of absence due to vacation, extended illness or other periods of extended leave. It is the responsibility of the Return to Work representative to notify the designate if fill in is required for reasons other than the above. (b) The Hospital will provide an updated list of information to the Return to Work site representative every two (2) months. Such lists will contain: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits; iii) Nurses who have been absent from work for more than twenty-twenty- three (23) months; iv) Nurses who are currently on modified work; v) Nurses who are absent due to illness or injury in excess of six (6) weeks. (c) A disabled nurse who has obtained medical clearance from their her/his treating physician to return to work will provide the Occupational Health Department with this verification of their her/his ability to return to work including information regarding any restrictions. The nurse will advise their her manager that they wish she/he wishes to return to work. i(d) Before posting, With prior notification to the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. ii) Where such vacancies are within the bargaining unit, Union the Hospital will consult Bargaining Unit President, Labour Relations Officer or designate on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit. iii) Whether or not the parties agree to may waive the job posting procedure in order to facilitate when an accommodation and whether or not the position employee is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree permanently assigned to a written agreement for temporary accommodations of extended durationnew position. J.2 When it has been medically determined that an employee is unable to return to the full duties of their her or his position due to a permanent disability, the Hospital will notify and meet with the Labour Relations Officer, or designate of the Ontario Nurses’ Association and the local representative to discuss the circumstances surrounding the employee's return to suitable work. J.3 The Hospital agrees to provide the Return to Work Representative and the employee with a copy of the Workers' Safety and Insurance Board Form 7 at the same time it is sent to the Board.

– RETURN TO WORK INITIATIVES. (a) The Return to Work representatives, or designate will be invited to attend all return to work meetings at their individual site. Individual nurses may decline in writing, the involvement of the union representative(s). The inability to meet shall not prevent the return to work. A meeting shall be held as soon as possible thereafter. The Hospital will notify the Return to Work Representative of the time and date of the meeting at the same time as the employee who is returning to work. The Return to Work representative will notify the Occupational Health department of their designate during periods of absence due to vacation, extended illness or other periods of extended leave. It is the responsibility of the Return to Work representative to notify the designate if fill in is required for reasons other than the above. (b) The Hospital will provide an updated list of information to the Return to Work site representative every two (2) months. Such lists will contain: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits; iii) Nurses who have been absent from work for more than twenty-twenty- three (23) months; iv) Nurses who are currently on modified work; v) Nurses who are absent due to illness or injury in excess of six (6) weeks. (c) A disabled nurse who has obtained medical clearance from their her/his treating physician to return to work will provide the Occupational Health Department with this verification of their her/his ability to return to work including information regarding any restrictions. The nurse will advise their her manager that they wish she/he wishes to return to work. (d) i) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. ii) Where such vacancies are within the bargaining unit, the Hospital will consult Bargaining Unit President, Labour Relations Officer or designate on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit. iii) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodations of extended duration. J.2 When it has been medically determined that an employee is unable to return to the full duties of their position due to a permanent disability, the Hospital will notify and meet with the Labour Relations Officer, or designate of the Ontario Nurses’ Association and the local representative to discuss the circumstances surrounding the employee's return to suitable work. J.3 The Hospital agrees to provide the Return to Work Representative and the employee with a copy of the Workers' Safety and Insurance Board Form 7 at the same time it is sent to the Board.

– RETURN TO WORK INITIATIVES. (a) The Return to Work representatives, or designate representatives will be invited to attend all return to work meetings at their individual site. Individual nurses may decline in writing, the involvement of the union representative(s). The inability to meet shall not prevent the return to work. A meeting shall be held as soon as possible thereafter. The Hospital will endeavour to notify the Return to Work Representative of the time and date of the meeting at the same time as the employee who is returning to work. The Return to Work representative will notify the Occupational Health department of their designate during periods of absence due to vacation, extended illness or other periods of extended leave. It is the responsibility of the Return to Work representative to notify the designate if fill in is required for reasons other than the above. (b) The Hospital will provide an updated list of information to the Return to Work site representative every two (2) months. Such lists will contain: i) Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits; iii) Nurses who have been absent from work for more than twenty-twenty- three (23) months; iv) Nurses who are currently on modified work; v) Nurses who are absent due to illness or injury in excess of six (6) weeks. (c) A disabled nurse who has obtained medical clearance from their her treating physician to return to work will provide the Occupational Health Department with this verification of their her ability to return to work including information regarding any restrictions. The nurse will advise their her manager that they wish she wishes to return to work. i(d) Before posting, With prior notification to the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. ii) Where such vacancies are within the bargaining unit, Union the Hospital will consult Bargaining Unit President, Labour Relations Officer or designate on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit. iii) Whether or not the parties agree to may waive the job posting procedure in order to facilitate when an accommodation and whether or not the position employee is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree permanently assigned to a written agreement for temporary accommodations of extended durationnew position. J.2 When it has been medically determined that an employee is unable to return to the full duties of their her or his position due to a permanent disability, the Hospital will notify and meet with the Labour Relations Officer, or designate of the Ontario Nurses’ Association and the local representative to discuss the circumstances surrounding the employee's return to suitable work. J.3 The Hospital agrees to provide the Return to Work Representative Union and the employee with a copy of the Workers' Safety and Insurance Board Form 7 at the same time it is sent to the Board.