Return to Work Plan. When it has been medically determined that an employee is ready to return to work the Home and the Union will meet with the affected employee and the Director of Care to create and recommend a return to work plan.
Return to Work Plan. When it has been medically determined that an employee is ready to return to work the Home and the Union will meet with the affected employee and the Director of Care or designate to create and recommend a return to work plan. The Plan will include developing and recommending strategies for:
(i) Integrating accommodated workers back into the workplace;
(ii) Educating employees about the legal, personal, organizational aspects of disabled workers to work;
(iii) In creating a return to work plan, the Home and the Union will examine the disabled employee abilities and accommodation needs to determine if the employee can return to her/his:
Return to Work Plan. When it has been medically determined that an employee is ready to return to work the Hospital and the Union will meet with the affected employee and the manager to create and recommend a return to work plan. The Plan will include developing and recommending 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
iii) In creating a return to work plan, the Hospital, the Union and the manager will examine the disabled employee abilities and accommodation needs to determine if the employee can return to her:
A) Original position
B) Original unit
C) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement
iv) In creating a return to work plan, the committee will consider the employee’s abilities and accommodation needs and if she is unable to return to work in accordance with iii) above, the committee will identify any positions in the Hospital in which the employee may be accommodated.
v) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such employee will remain on a list of employees requiring permanent accommodation until appropriate permanent accommodation has been offered.
vi) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with Articles iii), iv) and v) above, they must balance additional factors including in no particular order:
A) skills, ability and experience
B) ability to acquire skills
C) path of least disruption in the workplace
D) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce E) seniority
vii) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in Articles iii), iv), v) and vi) are relatively equal, seniority shall govern.
viii) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation.
Return to Work Plan. When it has been medically determined that an employee is ready to return to work, the Home and the Union will meet with the affected employee and the Director of Care to create and recommend a return to work plan. The Plan will include developing and recommending strategies for:
(a) Integrating accommodated workers back into the workplace;
(b) Educating employees about the legal, personal, organizational aspects of disabled workers to work;
(c) In creating a return to work plan, the Home and the Union will examine the disabled employee abilities and accommodation needs to determine if the employee can return to her/his:
i) original position;
ii) original position with modifications to the work area and/or equipment and/or the work arrangement.
Return to Work Plan. When it has been medically determined that an employee is ready to return to work the Home and the Union will meet with the affected employee and the Director of care to create and recommend a return to work plan. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.
Return to Work Plan. When it has been medically determined that an employee is ready to return to work, the Hospital and the Union will meet with the affected employee and the Manager to create and recommend a return to work plan. The Plan will include developing and recommending strategies for:
(a) Integrating accommodated workers back into the workplace.
(b) Educating employees about the legal, personal, organizational aspect of disabled workers to work.
(c) In creating a return to work plan, the Hospital, the Union and the Manager will examine the disabled employee abilities and accommodation needs to determine if the employee can return to her/his:
i) Original position;
ii) Original unit;
iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement;
iv) Alternate positions outside the original unit.
(d) In creating a return to work place, the Hospital and Union will consider the employee’s abilities and accommodate needs and if she/he is unable to return to work in accordance with Article (c) above, the Hospital and Union will identify any positions in the Hospital in which the employee may be accommodated.
(e) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established if the work is available. Such employee will remain on the list of employees requiring permanent accommodation until appropriate permanent accommodation has been offered.
(f) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with Articles (c), (d) and
Return to Work Plan. When it has been medically determined that a nurse is ready to return to work, the nurse, the Supervisor, a Union Representative and a Human Resources Representative will meet to discuss the Return to Work Plan and create a Return to Work Plan which will consider the Employee’s abilities and accommodation needs. The parties will monitor the progress of accommodated nurses’ and will meet regularly to evaluate the Return to Work Plan and make any adjustment to the return to work plan as required.
Return to Work Plan. When it has been medically determined that an employee is unable to return to the full duties of her full position due to a disability, the Hospital will notify the Bargaining Unit President and/or designate to discuss the circumstances surrounding the employee’s return to suitable work. The Employer will notify the member of their right to union representation and that this right is available at any stage of the accommodation process.
Return to Work Plan. A return to work plan shall be established for the Associate. If the Associate’s doctor does not agree that the Associate can perform the duties of the Return to Work Plan, then the Company may cease payment where an opinion provided by a Workcover approved independent assessor is that the Associate can perform the duties. AAA’s Income Protection Insurance Scheme Arrangements WHAT PROTECTION IS PROVIDED?
Return to Work Plan. After an injury occurs, all the partners in the Return-to-Work process are responsible for the Return-to Work of the injured worker. The breakdown of responsibilities is as follows.
