Return to Work & Modified Work. An employee's right to modified work or to a return to regular duties following a compensable injury shall be as set out in the W.S.I.B. Act, and/or in accordance with rights afforded under the Ontario Human Rights Code. The employee has the right to be represented by a Union Xxxxxxx, appointed by the union, in regard to all return to work and modified work proposals which directly affect him or her. It is the mutual desire of the parties to assist in the rehabilitation of ill or injured employees and to ensure their return to meaningful employment and the resumption of an active role in the workplace. The parties will make reasonable efforts to place disabled employees in their regular classification. The full range of accommodation will be considered to enable employees with disabilities to perform the core duties of their positions. If this is not possible, the parties will cooperate in finding suitable alternative employment. The foregoing shall not be construed to, in any way, augment the Employer’s duty to accommodate under the aforementioned acts. The parties agree to establish a Joint Return to Work core committee consisting of the Unit Chair and a Management representative, who will serve as Co- Chairpersons. The Committee may be augmented by mutual agreement of the Co-Chairpersons to include the Employee and a second Management representative. The Management Co-Chair person will serve as the Committee’s liaison with the treating physician, rehabilitation specialist, etc. Copies of all minutes shall be provided to the Union co-chair. Where the Employee cannot be accommodated in their regular classification the Committee will meet for the purpose of reviewing and recommending appropriate individual case strategies for:
Return to Work & Modified Work. The Employer and the Union are jointly committed to re-integrating employees back into the workplace who have been absent from work due to injury or illness and may require modified work. The Employer shall identify work suitable for employees returning to work and discuss return to work plans with the union. The Employer shall make reasonable efforts to accommodate based on medical information provided by the Employee’s medical team up to the point of undue hardship. The returning employee shall cooperate in this process and provide the appropriate documentation prior to the meeting which should include; • A clear recommendation as to the Employee’s fitness to return to work; • A recommendation as to the Employee’s fitness to perform the duties identified and currently done by the employee or the accommodation being considered; • How long limitations may last; • A probable prognosis for recovery with or without accommodations. A joint and confidential meeting of Daycare Director or their designate and Local Union rep of the employee’s choice shall be held with each returning employee to discuss and create a reintegration plan and modified work, if required. Human Resources may be consulted to assist. The employee shall give prior consent to their medical information being shared with the Union rep. Where necessary, a third-party case worker from WSIB or LTD Insurance may be part of this process. Notwithstanding the foregoing, the provisions of the Ontario Human Rights Code relating to disability and accommodation continue to apply.
Return to Work & Modified 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 Employer and the Union agree to cooperate in complying with the Ontario Human Rights Code.
Return to Work & Modified Work. The Employer and the Union are jointly committed to meeting its statutory obligations to re-integrate Employees back into the workplace who have been absent from work due to injury or illness. If the Employee requires modified work, a joint and confidential meeting of the Supervisor or their designate, and Unit Chair of the Local or their designate will be held with each returning Employee to discuss and create a reintegration plan and modified work.
