Common use of Return to Work Procedures Clause in Contracts

Return to Work Procedures. Ventra will make every reasonable effort to accommodate employees coming within the scope of this agreement with suitable alternate, temporary or permanent employment, by reviewing, and if necessary, modifying their regular duties. In order to accommodate a disabled employee the following shall apply in the order listed below: First, the disabled employee's present position will be considered for modification. The goal will be to bring the injured/ill worker back to the essential duties of their pre-injury job. Second, the essential duties of positions within the disabled employee's classification will be considered. Third, subject to the collective agreement, creating a job by cobbling functions will be considered. Fourth, the essential duties of positions within the bargaining unit will be considered. The JRTWC will be responsible for developing a Return to Work Plan based on the above criteria. The Return to Work Plan should be based on the nature and adaptability of the employees’ restriction status. Hours of work will be determined as per restrictions provided by W.S.I.B. and/or the employee's attending physician or physiotherapist, and tailored to, the individual workers’ needs. The Return to Work Plan should not be an arbitrary mould and should extend to the time required to benefit the injured worker. The job that the worker returns to should help the worker get better. It should be offered at the time as soon as possible after the injury and consistent with applicable legislation. It should be constructive and rehabilitative and it should assist the worker in re-integrating into the work force. The program should be consistent with the collective agreement and not impose any arbitrary or unnecessary restrictions. Employees who are working in accommodated assignments are eligible for their share of overtime work opportunities that arise in their respective assignments. Accommodated employees will not be eligible for work opportunities outside of their medical restrictions. An employee who is no longer able to perform the normal required work of his/her job within a classification but is able to perform other duties, or an employee who has incurred a permanent or partial disability will, by agreement between the Employer and the Union, per Article 11.05 of the Collective Agreement, be assigned to or retained at an operation within his/her medical restrictions at their original rate for two (2) years from the date of injury. If the job he/she is performing is higher than their original rate then the higher rate will apply. Upon completion of the two (2) year period, the employee will assume the prevailing rate of the job he/she is performing.

Return to Work Procedures. Ventra The Company will make every reasonable effort to accommodate employees coming within the scope of this agreement with and provide suitable alternate, temporary or permanent employment, by reviewing, and if necessary, modifying their regular duties. In order to accommodate a disabled employee the following shall apply in the order listed below: • First, the disabled disable employee's present position classification will be considered for modification. The goal will be to bring the injured/ill worker back to the essential duties of their pre-injury jobclassification. • Second, the essential duties of positions within the disabled employee's classification will be consideredbargain unit. • Third, subject to find suitable meaningful work any place in the collective agreement, creating a job by cobbling functions will be considered. Fourth, company that can accommodate the essential duties of positions within the bargaining unit will be consideredinjured workers restrictions. The JRTWC will be responsible for developing a Return return to Work Plan work plan for all claims that were the result of lost time, based on the above criteriacriteria and modified work available in the plant. The Return return to Work Plan work plan should be based on the nature and adaptability of the employees’ restriction status. Hours of work will be determined as per restrictions provided by W.S.I.B. and/or the employee's attending physician or physiotherapist, and tailored to, to the individual workers’ workers needs. The Return to Work Plan should not be an arbitrary mould and should extend to the time required to benefit the injured worker. The job that the worker returns to should help the worker to get better. It should be offered at the time as soon as possible after that is appropriate based on the injury and consistent with applicable legislationinformation provided. It should be constructive and rehabilitative and it should assist with the worker in re-integrating of the employee into the work force. The program should be consistent with the collective agreement and not impose any arbitrary unnecessary restrictions such as permitting no overtime for the employee. The worker should suffer no wage loss as a result of the accommodation. Procedures: A worker is expected to report an injury in accordance with the collective agreement (failure to do so does not remove a worker from the scope of the agreement). Following notification of the injury the employer will fill out the appropriate forms and reports as required by the workers' compensation law and health and safety legislation. The workers attending medical physician will receive a letter from the company outlining the need for information with regard to expected date of return to work and restrictions that may apply. The employee should make arrangements to collect such information including a functional abilities form. The JRTW agreement may also be included. The letter can be sent directly to the attending physician or unnecessary given to the worker who will be expected to provide it to the doctor. The costs for such information will be paid in accordance with WSIB policies. The JRTWC may develop a specific set of questions defining the workers functional abilities. Such information will pertain to the employees capabilities/restrictions. Employees who are working in accommodated assignments are eligible for their share of overtime work opportunities The questions must clearly indicate that arise in their respective assignments. Accommodated employees the attending physician will not be eligible for work opportunities outside of their medical restrictions. An employee who is no longer able to perform the normal required work of his/her job within specify whether and when a classification but worker is able to perform other dutiesreturn to work and outline the restrictions which apply at the point of return to work, or an employee who has incurred a permanent or partial disability will, by agreement between including the Employer and the Union, per Article 11.05 anticipated rehabilitation period. The Union member of the Collective Agreementcommittee will receive copies of any accident reports and upon request attending physician reports, as to restriction and ability to return to work. Should there be assigned to or retained at an operation within his/her medical restrictions at their original rate any need for two (2) years representatives from the date Union to contact the workers' doctor, they will do so only with the workers' written authorization. The Company is governed by the policies set out by the WSIB. Once the proper documentation has been received regarding the return of injury. If the job he/she is performing is higher than their original rate employee to the workplace, then the higher rate JRTWC will applymeet to develop the Return to Work Plan. Upon completion of the two The employee and supervisor will also be in attendance. Permanent Disability (2) year period, the employee will assume the prevailing rate of the job he/she is performing.Occupational)

Return to Work Procedures. Ventra will make every reasonable effort to accommodate employees coming within the scope of this agreement with suitable alternate, temporary or permanent employment, by reviewing, and if necessary, modifying their regular duties. In order to accommodate a disabled employee the following shall apply in the order listed below: · First, the disabled employee's present position will be considered for modification. The goal will be to bring the injured/ill worker back to the essential duties of their pre-injury job. · Second, the essential duties of positions within the disabled employee's classification will be considered. · Third, the essential duties of positions within the bargaining unit will be considered · Fourth, subject to the collective agreement, creating a job by cobbling functions will be considered. Fourth, the essential duties of positions within the bargaining unit will be considered. The JRTWC will be responsible for developing a Return to Work Plan based on the above criteria. The Return to Work Plan should be based on the nature and adaptability of the employees’ restriction status. Hours of work will be determined as per restrictions provided by W.S.I.B. and/or the employee's attending physician or physiotherapistphysician, and tailored to, the individual workers’ needs. The Return to Work Plan should not be an arbitrary mould and should extend to the time required to benefit of the injured worker. The job that the worker returns to should help the worker get better. It should be offered at the time as soon as possible after the injury and consistent with applicable legislation. It should be constructive and rehabilitative and it should assist the worker in re-integrating into the work force. The program should be consistent with the collective agreement and not impose any arbitrary or unnecessary restrictions. Employees who are working in accommodated assignments are eligible for their share of overtime work opportunities that arise in their respective assignments. Accommodated employees will not be eligible for work opportunities outside of their medical restrictions. An employee who is no longer able to perform the normal required work of his/her job within a classification but is able to perform other duties, or an employee who has incurred a permanent or partial disability will, by agreement between the Employer and the Union, per Article 11.05 of the Collective Agreement, be assigned to or retained at an operation within his/her medical restrictions at their original rate for two (2) years from the date of injury. If the job he/she is performing is higher than their original rate then the higher rate will apply. Upon completion of the two two- (2) year period, the employee will assume the prevailing rate of the job he/she is performing. Occupational Injuries Procedures A worker is expected to report an injury immediately and consistent to applicable legislation Following notification of the injury the company will fill out the appropriate forms and reports as required by the WSIB and OH&S legislation. The workers attending medical practitioner will receive a letter from the company outlining the need for information with regard to expected date of return to work and restrictions that may apply. This letter will include an employee package outlining this JRTW agreement. The letter can be sent directly to the attending medical practitioner or given to the worker who will be expected to provide it to the doctor. The WSIB will provide functional ability forms. The union members of the committee will receive copies of any accident reports and the attending physician’s report as to restrictions and ability to return to work. Such information will pertain to the employee’s capabilities/restrictions and not the diagnosis. Should there be any need for representatives of the JRTWC to contact the workers’ doctor, they will do so only with the workers’ written authorization. Once the doctor’s reply has been received the JRTWC will meet to review the situation. The JRTWC will meet to review/develop a return to work program in accordance with WSIB legislation and as indicated above. The Return to Work Plan will be developed with the employee in attendance.

Return to Work Procedures. Ventra will make every reasonable effort to accommodate employees coming within the scope of this agreement with suitable alternate, temporary or permanent employment, by reviewing, and if necessary, modifying their regular duties. In order to accommodate a disabled employee the following shall apply in the order listed below: · First, the disabled employee's present position will be considered for modification. The goal will be to bring the injured/ill worker back to the essential duties of their pre-injury job. · Second, the essential duties of positions within the disabled employee's classification will be considered. · Third, the essential duties of positions within the bargaining unit will be considered · Fourth, subject to the collective agreement, creating a job by cobbling functions will be considered. Fourth, the essential duties of positions within the bargaining unit will be considered. The JRTWC will be responsible for developing a Return to Work Plan based on the above criteria. The Return to Work Plan should be based on the nature and adaptability of the employees’ restriction status. Hours of work will be determined as per restrictions provided by W.S.I.B. and/or the employee's attending physician or physiotherapistphysician, and tailored to, the individual workers’ needs. The Return to Work Plan should not be an arbitrary mould and should extend to the time required to benefit of the injured worker. The job that the worker returns to should help the worker get better. It should be offered at the time as soon as possible after the injury and consistent with applicable legislation. It should be constructive and rehabilitative and it should assist the worker in re-integrating into the work force. The program should be consistent with the collective agreement and not impose any arbitrary or unnecessary restrictions. Employees who are working in accommodated assignments are eligible for their share of overtime work opportunities that arise in their respective assignments. Accommodated employees will not be eligible for work opportunities outside of their medical restrictions. An employee who is no longer able to perform the normal required work of his/her job within a classification but is able to perform other duties, or an employee who has incurred a permanent or partial disability will, by agreement between the Employer and the Union, per Article 11.05 of the Collective Agreement, be assigned to or retained at an operation within his/her medical restrictions at their original rate for two (2) years from the date of injury. If the job he/she is performing is higher than their original rate then the higher rate will apply. Upon completion of the two two- (2) year period, the employee will assume the prevailing rate of the job he/she is performing. Occupational Injuries Procedures A worker is expected to report an injury immediately and consistent to applicable legislation following notification of the injury the company will fill out the appropriate forms and reports as required by the WSIB and OH&S legislation. The workers attending medical practitioner will receive a letter from the company outlining the need for information with regard to expected date of return to work and restrictions that may apply. This letter will include an employee package outlining this JRTW agreement. The letter can be sent directly to the attending medical practitioner or given to the worker who will be expected to provide it to the doctor. The WSIB will provide functional ability forms. The union members of the committee will receive copies of any accident reports and the attending physician’s report as to restrictions and ability to return to work. Such information will pertain to the employee’s capabilities/restrictions and not the diagnosis. Should there be any need for representatives of the JRTWC to contact the workers’ doctor, they will do so only with the workers’ written authorization. Once the doctor’s reply has been received the JRTWC will meet to review the situation. The JRTWC will meet to review/develop a return to work program in accordance with WSIB legislation and as indicated above. The Return to Work Plan will be developed with the employee in attendance.