Return to Work Procedure Sample Clauses

Return to Work Procedure. (a) An employee who seeks to return to work after a medical leave of absence (including a leave of absence covered by Workers Compensation) or after an absence caused by a chronic or recurrent condition may be required by the Company to submit a doctor’s report. The Company may also require the employee to submit to an examination by the Company doctor. If the Company doctor and the employee’s personal doctor do not agree, the procedure set forth in the preceding paragraph regarding the utilization of an impartial third doctor shall be followed. If the third party doctor agrees with the employee’s doctor the Company will be liable for lost wages from the date the employee’s doctor authorized him to report to work.
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Return to Work Procedure. When an employee decides to return to work after maternity and parental leave, they shall provide the Employer with at least two (2) weeks’ notice. On return from maternity and parental leave, the employee shall be placed at least in their former position. If the former position no longer exists, they shall be placed in a position in their department of equal rank and value at the same rate of pay.
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Return to Work Procedure. (a) An employee who seeks to return to work after a medical leave of absence (including a leave of absence covered by Workers Com- pensation) or after an absence caused by a chronic or recurrent con- dition may be required by the Company to submit a doctor’s report. The Company may also require the employee to submit to an exam- ination by the Company doctor. If the Company doctor and the em- ployee’s personal doctor do not agree, the procedure set forth in the preceding paragraph regarding the utilization of an impartial third doctor shall be followed. If the third party doctor agrees with the employee’s doctor the Company will be liable for lost wages from the date the employee’s doctor authorized him to report to work.
Sample 1Sample 2
Return to Work Procedure. An employee who seeks to return to work after a medical leave of absence (including a leave of absence covered by Workers Com­pensation) or after an absence caused by a chronic or recurrent con­dition may be required by the Company to submit a doctor’s report. The Company may also require the employee to submit to an exam­ination by the Company doctor. If the Company doctor and the employee’s personal doctor do not agree, the procedure set forth in the preceding paragraph regarding the utilization of an impartial third doctor shall be followed. If the third party doctor agrees with the employee’s doctor the Company will be liable for lost wages from the date the employee’s doctor authorized him to report to work. When the Company, pursuant to this Article requires an em­ployee whose residence (town or city) is more than twenty-five (25) miles from the designated medical facility, to submit to an exam­ination by the Company doctor at the designated facility (except in compensation cases), the employee shall be paid three (3) hours straight time wages for each visit to the Medical Facility. The Employer shall not pay for any time spent in the case of applicants for jobs, and shall be responsible to other employees for only time spent at the place of the examination or examinations, where the time spent by the employee exceeds two (2) and in that case, only for those hours in excess of said two (2) on that day.
Sample 1
Return to Work Procedure. Upon an Employee’s return from any leave of absence or disability leave, the Employer reserves the right to require medical certification of the Employee’s fitness for duty and ability to return to work.
Sample 1
Return to Work Procedure. (a) An employee who seeks to return to work after a medical leave of absence (including a leave of absence covered by Workers Compensation) or after an absence caused by a chronic or recur- rent condition may be required by the Company to submit a doc- tor’s report. The Company may also require the employee to sub- mit to an examination by the Company doctor. If the Company doctor and the employee’s personal doctor do not agree, the proce- dure set forth in the preceding paragraph regarding the utilization of an impartial third doctor shall be followed. If the third party doctor agrees with the employee’s doctor the Company will be li- able for lost wages from the date the employee’s doctor authorized him to report to work.
Sample 1

Related to Return to Work Procedure

  • 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.

  • 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.

  • 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.

  • 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:

  • 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.

  • 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.

  • 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.

  • Early and Safe Return to Work The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.

  • Returning to Work (a) Returning to work early

  • Return of Materials Pertaining to Work Product Upon the request of Customer, but in any event upon termination or expiration of this Contract or a Statement of Work, Vendor shall surrender to Customer all documents and things pertaining to the Work Product, including but not limited to drafts, memoranda, notes, records, drawings, manuals, computer software, reports, data, and all other documents or materials (and copies of same) generated or developed by Vendor or furnished by Customer to Vendor, including all materials embodying the Work Product, any Customer confidential information, or Intellectual Property Rights in such Work Product, regardless of whether complete or incomplete. This section is intended to apply to all Work Product as well as to all documents and things furnished to Vendor by Customer or by anyone else that pertain to the Work Product.

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