SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only. 15.01 The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request. 15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction. 15.03 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st). (a) Any dispute which may arise concerning an employee’s entitlement to short- term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement. (b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU. 15.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation for a period longer than one complete shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
Appears in 4 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 17.01 – 15.09 17.05 apply to full-time employees only.
15.01 17.01 The Hospital Employer shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available electronically to employees upon requestemployees.
15.02 17.02 The Hospital Employer will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 17.03 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) 17.04 Any dispute which may arise concerning an employee’s entitlement to short- short-term or long-term benefits under HOODIP or an equivalent plan may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied. However, the employee must fully comply with is required to use the carrier’s Medical Appeal Process prior medical appeals process, if available to the employee, to attempt to resolve disputes. The Union may file a grievance on the employee’s behalf, but the arbitration hearing of the grievance will not occur until the determination of the employee’s appeal, or within 90 days of the filing a of the appeal, whichever is the sooner. Any delay occasioned by the appeal will not count against the timeliness of the grievance, provided that the Process is completed within ninety (90) days of its inception, unless that nor against any time is extended by mutual agreement limit in Section 49 of the Hospital and OPSEULabour Relations Act, 1995. For this reason, the time limit for referring such a grievance to arbitration will be extended for up to thirty-six (36) calendar days after the result is known to the Union.
15.05 17.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker’s Compensation for a period longer than one complete shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
17.06 The Hospital shall pay for such medical certificate(s) as it may require from time- to-time to certify an employee’s illness or ability to return to work.
17.07 Employees shall immediately notify their department/unit when unable to be at work because of injury or illness in accordance with departmental standard.
17.08 In calculating sick days, only those days on which the employee would have worked shall be counted.
17.09 It is understood that no employee shall be required to divulge personal medical information to their directors, supervisors or their designees.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 No sick The Hospital further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in the same fiscal year (April 1st through March 31st)any calendar year.
(a) Any dispute which may arise concerning an employee’s entitlement to short- short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety sixty (9060) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker’s Compensation for a period longer than one complete shift pay period* may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. *Effective November 4, 2009 the waiting period shall be amended from “one complete pay period” to “one complete shift” (The following clause will only appear in those collective agreements at hospitals where sick leave banks were established on the transfer to HOODIP or equivalent:)
15.06 Sick leave banks standing to the credit of an employee shall be utilized to supplement payment for sick leave days which would otherwise be paid at less than full wages, or for sick leave days at no wages. (Articles 15.07, 15.08 and 15.09 will only appear in those collective agreements at hospitals which had sick leave credit pay out provisions in their collective agreements expiring 31, December, 1980:)
15.07 Pay out of sick leave credits shall be made on termination of employment or, in the case of death, to the employee’s estate. The amount of the payment shall be a cash settlement at the employee’s then current salary rate for any unused sick credits to the maximum provided under the previous accumulating sick leave credit plan. The parties may agree to voluntarily cash out existing sick banks. Clarify note: The agreement of the local parties is not subject to local interest arbitration.
15.08 Where an employee, employed as of the effective date of the transfer to HOODIP or equivalent, did not have the required service to qualify for pay out on termination, he shall be entitled to the same pay out provisions as set out in Article 15.08 above, providing he subsequently achieves the necessary service to quality for pay out under those provisions.
15.09 Where an employee, with accumulated sick leave credits remaining, is prevented from working for the Hospital because of an occupational illness or accident that is recognized by the Workers’ Compensation board as compensable within the meaning of the Workers’ Compensation Act the Hospital, on application from the employee, will supplement the award made by the Workers’ Compensation Board for loss of wages to the employee by such amount that the award of the Workers’ Compensation Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred percent (100%) of the employee’s net earnings to the limit of the employee’s accumulated sick leave credits. Employees may utilize such sick leave credits while awaiting approval of a claim for Workers’ Compensation.
15.10 The Hospital shall pay for such medical certificate(s) as it may require from time-to-time to certify an employee’s illness or ability to return to work.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 .01 The Hospital shall provide will assume total responsibility for providing and funding a short-short- term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 .02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability portion of the plan (HOODIP or equivalentan equivalent plan); employees shall pay , the employee paying the balance of the billed premiums premium through payroll deduction.
15.03 No sick pay benefit is payable under HOODIP for . For the first fifteen (15) hours purpose of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement transfer to short- term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation for a period longer than one complete shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-term portion of the disability income program, employees on the payroll as of the effective date of the transfer with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long term portion of the disability program, employees will be credited with their actual service.
.03 Existing sick leave credits for each employee shall be converted to a sick leave bank to the credit of the employee at the then current per diem rate of pay based on his regular straight time hourly rate. The "sick leave bank" shall be utilized to:
(a) Supplement payment for sick leave days under the new program or paragraph 5 below which would otherwise be at less than full wages and, Note: Paragraphs (b), (c) and (d) below will be inserted only in those agreements where a pay-out provision existed under the former sick leave plan.
(b) Where a payout provision existed under the former sick leave plan in the Collective Agreement, payout on termination of employment shall be that portion of any unused sick leave dollars under the former conditions relating to payout.
(c) Where, as of the effective date of transfer, an employee does not have the required service to qualify for payout on termination, his existing sick leave credits as of that date shall nevertheless be converted to a sick leave bank in accordance with the foregoing and he shall be entitled, on termination, to that portion of any unused sick leave dollars providing he subsequently achieves the necessary service to qualify him for payout under the conditions relating to such payout.
(d) Where a payout provision existed under the former sick leave plan in the Collective Agreement, an employee who has accumulated sick leave credits and is prevented from working for the Hospital on account of an occupational illness or accident that is recognized by the Workplace Safety and Insurance Board as compensable within the meaning of the Workplace Safety and Insurance Act, the Hospital, on application from the employee, will supplement the award made by the WSIB for loss of wages to the employee by such amount that the award of the WSIB for loss of wages, together with the supplementation of the Hospital, will equal one hundred percent (100%) of the employee's net earnings to the limit of the employee's accumulated sick leave credits. Any payment Employees may utilize such sick leave credits while awaiting approval of a claim for Workplace Safety and Insurance Benefits.
.04 There shall be no pay deduction from an employee's regular scheduled shift when the employee has completed any portion of the shift prior to going on sick leave benefits or Workplace Safety and Insurance Benefits.
.05 The Hospital further agrees to pay employees an amount equal to any loss of benefits under this provision will continue HOODIP for a maximum the first two (2) days of fifteen (15) weeksthe fourth and subsequent period of absence in any calendar year.
.06 Absences due to pregnancy related illness shall be considered as sick leave under the sick leave plan.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 13.01 The Hospital shall provide will assume total responsibility for providing and funding a short-short- term sick leave plan at least equivalent to that described in the 1980 Hospitals of Ontario Disability Income Plan brochure. Effective January 1, 2006, new hires will be covered under the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochurePlan. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability plan portion of the Plan (HOODIP or equivalentan equivalent plan); employees shall . The employee will pay the balance of the billed premiums premium through payroll deduction. For the purpose of transfer to the short-term portion of the disability programme, employees on the payroll on October 23, 1981 with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long-term portion of the disability programme, employees on the active payroll as of October 23, 1981 with one (1) year or more of service shall be deemed to have one (1) year or more of service.
15.03 No 13.02 An employee who transfers from full-time to part-time may elect to retain her accumulated sick pay benefit is payable leave credits to be utilized during part-time or subsequent full- time employment as provided under HOODIP the sick leave plan in which she participates as of October 1, 1980.
13.03 When an employee has completed any portion of her regularly scheduled tour prior to going on sick leave benefits or Workplace Safety Insurance Benefits, she shall be paid for the first fifteen (15) hours balance of absence for the sixth (6th) and subsequent period(s) of absence in tour at her regular straight time hourly rate. This provision will not disentitle the same fiscal year (April 1st through March 31st)employee to a lieu day under Article 16 if she otherwise qualifies.
(a) 13.04 Any dispute which may arise concerning an employee’s entitlement to short- short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the . The Union agrees that it will encourage an employee must fully comply with to utilize the carrier’s Medical Appeal Process prior medical appeals process, if any, to filing a grievanceresolve disputes.
13.05 Employees returning to work from an illness or injury compensable under Workplace Safety Insurance will be assigned light work as necessary, provided that if available.
13.06 The Hospital further agrees to pay employees an amount equal to any loss of benefits under HOODIP for the Process is completed within ninety (90) first two days of its inception, unless that time is extended by mutual agreement the fourth and subsequent period of the Hospital and OPSEUabsence in any calendar year.
15.05 13.07 For employees whose regular hours of work are other than the standard work day, the short-term sick leave plan will provide payment for the number of hours of absence according to the scheduled tour to a total of 562.5 hours.
13.08 Absences due to pregnancy related illness shall be considered as sick leave under the sick leave plan.
13.09 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation WSIB benefits for a period longer than one (1) complete shift tour may apply to the Hospital for payment equivalent to the lesser of the benefit the employee nurse would receive from Workers’ Compensation WSIB if the employee’s claim was approved, or the benefit to which the employee nurse would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation Workplace Safety Insurance Board. If the claim for Workers’ Compensation WSIB benefits is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
13.10 If the Employer requires the employee to obtain a medical certificate, the employer shall pay the cost of the certificate.
(a) The Hospital will notify the Bargaining Unit President of the names of all employees who go off work due to work related injury, or when an employee goes on LTD.
(b) When it has been medically determined that an employee is unable to return to the full duties of her position due to a disability, the Hospital will notify and meet with the staff representative of the Ontario Nurses' Association and a member of the Local executive to discuss the circumstances surrounding the employee's return to suitable work.
(c) The Hospital agrees to provide the employee with a copy of the Workplace Safety Insurance Board Form 7 at the same time as it sent to the Board.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 a. The Hospital shall provide Employer will assume total responsibility for providing and funding a short-term sick leave plan at least equivalent to that described in the 1992 current Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon requestPlan.
15.02 b. The Hospital Employer will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability benefit portion of the plan (HOODIP or equivalentan equivalent plan); employees shall pay , the employee paying the balance of the billed premiums premium through payroll deduction.
15.03 c. The Employer agrees to provide coverage that is equivalent to the HOODIP Sick Pay Benefit Plan for all full-time employees.
21.02 When an employee has completed any portion of her regularly scheduled shift prior to going on sick leave benefits, she shall be paid for the balance of the shift at her regular straight time hourly rate.
a. For each occasion of illness, the employee shall be required to report such illness in accordance with the departments reporting procedure.
b. Employees returning to work after illness or injury must notify the Employer, in accordance with the department's reporting procedure, that they are able to return to work.
21.04 The Employer further agrees to pay employees an amount equal to any loss of benefits under HOODIP for the first two (2) days of the fourth and fifth period of absence in any calendar year. No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement to short- term or long21.05 Medical examinations, re-term benefits under HOODIP may be subject to grievance examinations and arbitration any tests required under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation for a period longer than one complete shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment Public Hospitals Act will be provided only if by the Employer in compliance with the Regulations. The employee provides evidence of disability satisfactory may choose her personal physician for all such examinations, except the pre-employment medical, unless the Employer has a specific objection to the Hospital physician selected.
21.06 The Employer will provide the Union with a copy of any medical request forms and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weekspolicies upon request.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 a. The Hospital shall provide Employer will assume total responsibility for providing and funding a short-short- term sick leave plan at least equivalent to that described in the 1992 current Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon requestPlan.
15.02 b. The Hospital Employer will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability benefit portion of the plan (HOODIP or equivalentan equivalent plan); employees shall pay , the employee paying the balance of the billed premiums premium through payroll deduction.
15.03 c. The Employer agrees to provide coverage that is equivalent to the HOODIP Sick Pay Benefit Plan for all full-time employees.
21.02 When an employee has completed any portion of her regularly scheduled shift prior to going on sick leave benefits, she shall be paid for the balance of the shift at her regular straight time hourly rate.
a. For each occasion of illness, the employee shall be required to report such illness in accordance with the departments reporting procedure.
b. Employees returning to work after illness or injury must notify the Employer, in accordance with the department's reporting procedure, that they are able to return to work.
21.04 The Employer further agrees to pay employees an amount equal to any loss of benefits under HOODIP for the first two (2) days of the fourth and fifth period of absence in any calendar year. No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement to short- term or long21.05 Medical examinations, re-term benefits under HOODIP may be subject to grievance examinations and arbitration any tests required under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation for a period longer than one complete shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment Public Hospitals Act will be provided only if by the Employer in compliance with the Regulations. The employee provides evidence of disability satisfactory may choose her personal physician for all such examinations, except the pre-employment medical, unless the Employer has a specific objection to the Hospital physician selected.
21.06 The Employer will provide the Union with a copy of any medical request forms and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weekspolicies upon request.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 16.01 The Hospital shall provide Centre will assume total responsibility for providing and funding a short-term sick leave plan at least equivalent to that described in the 1992 1980 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital Centre will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability portion of the plan (HOODIP or equivalentan equivalent plan); employees shall . The employee will pay the balance of the billed premiums premium through payroll deduction.
15.03 No 16.02 When a nurse has completed any portion of her regularly scheduled tour prior to going on sick leave benefits or Workers' Compensation benefits, she shall be paid for the balance of the tour at her regular straight time hourly rate. This provision will not disentitle the nurse to a lieu day under Article l3 if she otherwise qualifies.
16.03 Nurses returning from work from an illness or injury compensable under Workers' Compensation will be assigned light work as necessary, if available.
16.04 The Centre further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in the same fiscal year (April 1st through March 31st)any calendar year.
(a) Any dispute which may arise concerning an employee’s entitlement 16.05 Absence due to short- term or long-term benefits under HOODIP may pregnancy related illness shall be subject to grievance and arbitration considered as sick leave under the provisions of this AgreementSick Leave Plan.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee 16.06 A nurse who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ ' Compensation for a period longer than one complete shift pay period may apply to the Hospital Centre for payment equivalent to the lesser of the benefit the employee she would receive from Workers’ ' Compensation if the employee’s her claim was approved, or the benefit to which the employee she would be entitled under the short-term sick portion of the disability income plan Disability Income Plan (HOODIP or equivalent planPlan). Payment will be provided only if the employee nurse provides evidence of disability satisfactory to the Hospital Centre and a written undertaking satisfactory to the Hospital Centre that any payments will be refunded to the Hospital Centre following final determination of the claim by the Workers’ ' Compensation Board. If the claim for Workers’ ' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee nurse would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
16.07 Any dispute which may arise concerning a nurse's entitlement to short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 The Hospital shall provide will assume total responsibility for providing and funding a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability portion of the plan (HOODIP or equivalentan plan); employees shall pay , the employee paying the balance of the billed premiums through to the short-term portion of the disability program, employees on the payroll deduction.
15.03 No as of the effective date of the transfer with three months or more of service shall be deemed to have three months of service. For the purpose of transfer to the long-term portion of the disability program, employees will be credited with their service. There shall be no pay deduction from an regular scheduled shift when the employee has completed any portion of the shift prior to going on sick leave benefits or Compensation benefits. The Hospital further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in any year. Absences due to pregnancy related illness shall be consid- ered as sick leave under the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement to short- term or longsick leave Unemployment Insurance Rebate The short-term benefits under HOODIP sick plan shall be registered with the Unemployment Insurance Commission . The employees' share of the unemployment insurance premium reduction will be retained by the Hospital towards offsetting-the cost of the benefit improvements contained Agreement-. An employee who is unable to for due to ill- ness must notify her immediate supervisor or designate as far in advance as possible and if illness is prolonged, must:’ keep her supervisor informed on a regular basis. An employee who has so notified her supervisor and is unable to confirm attendance on her next regularly scheduled shift shall be required to notify the supervisor when she is able to return to work, at which time she be advised of next scheduled shift. An employee who reports for work following an illness prior notice, as above, may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim sent home, without pay, for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 shift. An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ ' Compensation for a period longer than one complete shift pay period may apply to the Hospital for payment equivalent to the lesser of the benefit the employee she would receive from Workers’ ' Compensation if the employee’s her claim was approved, or the benefit to which the employee she would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ ' Compensation Board. If the claim for Workers’ ' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.. ARTICLE COMPENSATION
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 16.1 The Hospital shall provide Centre will assume total responsibility for providing and funding a short-term sick leave plan at least equivalent to that described in the 1992 1980 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital Centre will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability portion of the plan (HOODIP or equivalentan equivalent plan); employees shall . The employee will pay the balance of the billed premiums premium through payroll deduction.
15.03 No 16.2 When a nurse has completed any portion of her regularly scheduled tour prior to going on sick leave benefits or Workers' Compensation benefits, she shall be paid for the balance of the tour at her regular straight time hourly rate. This provision will not disentitle the nurse to a lieu day under Article 13 if she otherwise qualifies. •
16.3 Nurses returning from work from an illness or injury compensable under the Workplace Safety and Insurance Act will be assigned light work as necessary, if available.
16.4 The Centre further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in the same fiscal year (April 1st through March 31st)any calendar year.
(a) Any dispute which may arise concerning an employee’s entitlement 16.5 Absence due to short- term or long-term benefits under HOODIP may pregnancy related illness shall be subject to grievance and arbitration considered as sick leave under the provisions of this AgreementSick Leave Plan.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee 16.6 A nurse who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation Workplace Safety and Insurance benefits for a period longer than one complete shift pay period may apply to the Hospital Centre for payment equivalent to the lesser of the benefit the employee she would receive from Workers’ Compensation the Workplace Safety and Insurance Board if the employee’s her claim was approved, or the benefit to which the employee she would be entitled under the short-term sick portion of the disability income plan Disability Income Plan (HOODIP or equivalent planPlan). maximum of fifteen (15) weeks.
16.7 Any dispute which may arise concerning a nurse's entitlement to short-term or long- term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement. • Payment will be provided only if the employee nurse provides evidence of disability satisfactory to the Hospital Centre and a written undertaking satisfactory to the Hospital Centre that any payments will be refunded to the Hospital Centre following final determination of the claim by the Workers’ Compensation Workplace Safety and Insurance Board. If the claim for Workers’ Compensation Workplace Safety and Insurance is not approved, the monies paid as an advance will be applied towards the benefits to which the employee nurse would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.•
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: (Articles 15.01 – 15.09 14.01 to 14.08 apply to full-time employees only.)
15.01 14.01 The Hospital shall provide will assume total responsibility for providing and funding a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochurePlan. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) % of the billed premium towards coverage of eligible employees under the long-term disability plan portion of the Plan (HOODIP or equivalentan equivalent plan); employees shall . The employee will pay the balance of the billed premiums premium through payroll deduction. For the purpose of transfer to the short-term portion of the disability program, employees on the payroll as of the effective date of the transfer with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long- term portion of the disability program, employees on the active payroll as of the effective date of the transfer with one (1) year or more of service shall be deemed to have one (1) year of service.
15.03 14.02 When an employee has completed any portion of her or his regularly scheduled tour prior to going on sick leave benefits or WSIB benefits, the employee shall be paid for the balance of the tour at her or his regular straight time hourly rate. This provision will not disentitle the employee to a lieu day under Article 17.05 if she or he otherwise qualifies.
14.03 Any dispute which may arise concerning a Registered Respiratory Therapist, Respiratory Technician or Anesthesia Assistant's entitlement to short-term or long-term benefits under HOODIP or an equivalent plan may be subject to grievance and arbitration under the provisions of this Agreement. If a claim for long-term disability is denied, the employee must fully comply with the carrier’s medical appeals process, if available to the Registered Respiratory Therapist, Respiratory Technician or Anesthesia Assistant, prior to referring a grievance to arbitration, provided that the process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and the Union. Following the exhaustion of the 90 days or the completion of the process, whichever comes first such grievance shall be referred to arbitration within thirty-six (36) calendar days.
14.04 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement to short- term or long14.05 For employees whose regular hours of work are other than the standard work day, the short-term benefits under HOODIP may sick leave plan will provide payment for the number of hours of absence according to the scheduled tour to a total of 562.5 hours. All other provisions of the existing plan shall apply with the necessary changes.
14.06 Absences due to pregnancy related illness shall be subject to grievance and arbitration considered as sick leave under the provisions of this Agreementsick leave plan.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 14.07 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation WSIB benefits for a period longer than one complete shift tour or more may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation WSIB if the employee’s 's claim was approved, or the benefit to which the employee would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation The Workplace Safety and Insurance Board. If the claim for Workers’ Compensation WSIB benefits is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
14.08 Employees returning to work from an illness or injury compensable from the Workplace Safety and Insurance Board will be assigned light work as necessary, if available.
14.09 If the Employer requires the employee to obtain a medical certificate, the employer shall pay the full cost of obtaining the certificate. A medical certificate will include a certificate from an employee’s practitioner and/or midwife in the context of the employee’s pregnancy.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: (Articles 15.01 – 15.09 14.01 to 14.08 apply to full-time employees only.)
15.01 14.01 The Hospital shall provide will assume total responsibility for providing and funding a short-short- term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochurePlan. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) % of the billed premium towards coverage of eligible employees under the long-term disability plan portion of the Plan (HOODIP or equivalentan equivalent plan); employees shall . The employee will pay the balance of the billed premiums premium through payroll deduction. For the purpose of transfer to the short-term portion of the disability program, employees on the payroll as of the effective date of the transfer with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long-term portion of the disability program, employees on the active payroll as of the effective date of the transfer with one (1) year or more of service shall be deemed to have one (1) year of service.
15.03 14.02 When an employee has completed any portion of their regularly scheduled tour prior to going on sick leave benefits or WSIB benefits, the employee shall be paid for the balance of the tour at their regular straight time hourly rate. This provision will not disentitle the employee to a lieu day under Article 17.05 if they otherwise qualify.
14.03 Any dispute which may arise concerning a Registered Respiratory Therapist, Respiratory Technician or Anesthesia Assistant's entitlement to short-term or long-term benefits under HOODIP or an equivalent plan may be subject to grievance and arbitration under the provisions of this Agreement. If a claim for long-term disability is denied, the employee must fully comply with the carrier’s medical appeals process, if available to the Registered Respiratory Therapist, Respiratory Technician or Anesthesia Assistant, prior to referring a grievance to arbitration, provided that the process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and the Union. Following the exhaustion of the 90 days or the completion of the process, whichever comes first such grievance shall be referred to arbitration within thirty-six (36) calendar days.
14.04 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement to short- term or long14.05 For employees whose regular hours of work are other than the standard work day, the short-term benefits under HOODIP may sick leave plan will provide payment for the number of hours of absence according to the scheduled tour to a total of 562.5 hours. All other provisions of the existing plan shall apply with the necessary changes.
14.06 Absences due to pregnancy related illness shall be subject to grievance and arbitration considered as sick leave under the provisions of this Agreementsick leave plan.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 14.07 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation WSIB benefits for a period longer than one complete shift tour or more may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation WSIB if the employee’s 's claim was approved, or the benefit to which the employee would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation The Workplace Safety and Insurance Board. If the claim for Workers’ Compensation WSIB benefits is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
14.08 Employees returning to work from an illness or injury compensable from the Workplace Safety and Insurance Board will be assigned light work as necessary, if available.
14.09 If the Employer requires the employee to obtain a medical certificate, the employer shall pay the full cost of obtaining the certificate. A medical certificate will include a certificate from an employee’s practitioner and/or midwife in the context of the employee’s pregnancy.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. (NOTE: Articles 15.01 – 15.09 The provisions of Article 17, Sick Leave and Long-Term Disability, apply to full-time employees only.)
15.01 17.01 The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 17.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability plan (HOODIP or equivalent); ): employees shall pay the balance of the billed premiums through payroll deduction.
15.03 17.03 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
17.04 Effective April 1, 2000, employee with four (4) or more years of service will be paid at the 100% benefit level for all incidences of absence covered by HOODIP.
(a) Any dispute which may arise concerning Employees are required to participate in an employee’s entitlement to short- term or long-term benefits under HOODIP may be subject to grievance early intervention program upon the commencement and arbitration throughout the duration of a disability leave under the provisions of this AgreementHOODIP or equivalent plan.
(b) At the expiration of short-term benefits, if the employee is denied long-term disability coverage, the employee is required to utilize the insurance carrier’s Medical Appeals Process to resolve any disputes before filing a grievance. If, after the Medical Appeals Process has been completed, there is a grievance in relation to entitlement to long-term benefits, the parties agree to utilize an expedited arbitration process.
(c) The time limits set out in Article 10 are waived during the Medical Appeals Process but becomes effective if the employee is denied long-term disability at the conclusion of the Medical Appeals Process.
(d) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital UHN and OPSEU.
15.05 17.06 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation Workplace Safety Insurance Board (WSIB) for a period longer than one complete pay shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation WSIB if the employee’s claim was approved, were approved or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation BoardWSIB. If the claim for Workers’ Compensation WSIB is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
17.07 The Hospital shall pay for such medical certificate(s) as it may require from time-to-time to certify an employee's illness or ability to return to work.
17.08 It is understood and agreed that employees, while receiving benefits under Part II of such program (Long Term Disability), shall not be entitled to accumulate vacation entitlement or Sick Leave Benefits nor be eligible for payment for holidays which occur during such periods.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st31st ).
(a) Any dispute which may arise concerning an employee’s entitlement to short- short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety sixty (9060) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker’s Compensation for a period longer than one complete shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
15.06 Sick leave banks standing to the credit of an employee shall be utilized to supplement payment for sick leave days which would otherwise be paid at less than full wages, or for sick leave days at no wages.
15.07 Pay out of sick leave credits shall be made on termination of employment or, in the case of death, to the employee’s estate. The amount of the payment shall be a cash settlement at the employee’s then current salary rate for any unused sick credits to the maximum provided under the previous accumulating sick leave credit plan. The parties may agree to voluntarily cash out existing sick banks. Clarify note: The agreement of the local parties is not subject to local interest arbitration.
15.08 Where an employee, employed as of the effective date of the transfer to HOODIP or equivalent, did not have the required service to qualify for pay out on termination, he shall be entitled to the same pay out provisions as set out in Article 15.07 above, providing he subsequently achieves the necessary service to qualify for pay out under those provisions.
15.09 Where an employee, with accumulated sick leave credits remaining, is prevented from working for the Hospital because of an occupational illness or accident that is recognized by the Workers’ Compensation board as compensable within the meaning of the Workers’ Compensation Act the Hospital, on application from the employee, will supplement the award made by the Workers’ Compensation Board for loss of wages to the employee by such amount that the award of the Workers’ Compensation Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred percent (100%) of the employee’s net earnings to the limit of the employee’s accumulated sick leave credits. Employees may utilize such sick leave credits while awaiting approval of a claim for Workers’ Compensation.
15.10 The Hospital shall pay for such medical certificate(s) as it may require from time-to-time to certify an employee’s illness or ability to return to work.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: (Articles 15.01 – 15.09 12.01 to 12.07 apply to full-time employees nurses only.)
15.01 12.01 The Hospital shall provide will assume total responsibility for providing and funding a short-short- term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) % of the billed premium towards coverage of eligible employees under the long-term disability plan portion of the Plan (HOODIP or equivalentan equivalent plan); employees shall . The employee will pay the balance of the billed premiums premium through payroll deduction.
15.03 12.02 When a nurse has completed any portion of her or his regularly scheduled tour prior to going on sick leave benefits or WSIB benefits, the nurse shall be paid for the balance of the tour at her or his regular straight time hourly rate. This provision will not disentitle the nurse to a lieu day under Article 15.05 if she or he otherwise qualifies.
12.03 Any dispute which may arise concerning a nurse's entitlement to short-term or long-term benefits under HOODIP or an equivalent plan may be subject to grievance and arbitration under the provisions of this Agreement. The Union agrees that it will encourage a nurse to utilize the carrier’s medical appeals process, if any, to resolve disputes.
12.04 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement to short- term or long12.05 For nurses whose regular hours of work are other than the standard work day, the short-term benefits under HOODIP may sick leave plan will provide payment for the number of hours of absence according to the scheduled tour to a total of 562.5 hours. All other provisions of the existing plan shall apply with the necessary changes.
12.06 Absences due to pregnancy related illness shall be subject to grievance and arbitration considered as sick leave under the provisions of this Agreementsick leave plan.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee 12.07 A nurse who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation WSIB benefits for a period longer than one complete shift tour or more may apply to the Hospital for payment equivalent to the lesser of the benefit the employee nurse would receive from Workers’ Compensation WSIB if the employee’s nurse's claim was approved, or the benefit to which the employee nurse would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee nurse provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation The Workplace Safety and Insurance Board. If the claim for Workers’ Compensation WSIB benefits is not approved, the monies paid as an advance will be applied towards the benefits to which the employee nurse would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. (Articles 12.08, 12.09, 12.10, and 12.11 apply to both full-time and part-time nurses)
12.08 Nurses returning to work from an illness or injury compensable from the Workplace Safety and Insurance Board will be assigned light work as necessary, if available.
12.09 If the Hospital requires the employee to obtain a medical certificate, the Hospital shall pay reasonable costs of obtaining the certificate from the treating physician. A medical certificate will include a certificate from the treating nurse practitioner.
12.10 The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital and to meeting the parties' responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants is essential to the success of the process. For the purposes of expediting communication the Hospital and the Union agree that participants will use electronic communication where available.
(a) The Hospital will provide an updated list of information to the Union President or designate each quarter including the following:
i) Employees absent from work because of disability who are in receipt of workplace safety insurance board benefits;
ii) Employees absent from work because of disability who are in receipt of long term disability benefits including last day worked
iii) Employees who require temporary or permanent accommodation in the workplace.
(b) A disabled employee who has obtained medical clearance from a treating physician to return to work will provide the Occupational Health Service with medical verification of her/his ability to return to work including information regarding any restrictions.
(c) When a returning employee is in need of a permanent accommodation the Hospital will notify the Union and will provide to them the information obtained under (b) above.
(d) In creating a return to work plan, Occupational Health Service, the Union President or designate, and the manager will meet with the Employee to examine the disabled employee’s abilities and accommodation needs to discuss 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 based on skill knowledge and ability
(e) In creating a return to work plan, the Hospital and the Union will consider the employee’s abilities and accommodation needs and if she/he is unable to return to work in accordance with Article (d) above, the parties will consider any positions in the Hospital in which the employee may be accommodated.
(f) 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.
(g) 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 (d), (e) and
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: (Articles 15.01 – 15.09 12.01 to 12.11 apply to full-time employees Clinical Educators only.)
15.01 12.01 The Hospital shall provide will assume total responsibility for providing and funding a short-short- term sick leave plan at least equivalent to that described in the 1992 1980 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees Employees under the long-term disability plan portion of the Plan (HOODIP or equivalentan equivalent plan); employees shall . The employee will pay the balance of the billed premiums premium through payroll deduction. For the purpose of transfer to the short-term portion of the disability program, employees on the payroll as of the effective date of the transfer with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long-term portion of the disability program, employees on the active payroll as of the effective date of the transfer with one (1) year or more of service shall be deemed to have one
(1) year of service.
15.03 12.02 Effective the first of the month following the transfer, all existing sick leave plans shall be terminated and any provisions relating to such plans shall be null and void under the respective Collective Agreements except as to those provisions relating to payout of unused sick leave benefits which are specifically dealt with hereinafter. Notwithstanding the preceding, an Employee who is absent on sick leave or LTD will continue to be covered by the former sick leave/LTD plan until she/he qualifies for HOODIP Short or Long Term Disability.
12.03 When a Clinical Educator has completed any portion of her or his regularly scheduled tour prior to going on sick leave benefits or WSIB benefits, the Clinical Educator shall be paid for the balance of the tour at her or his regular straight time hourly rate. This provision will not disentitle the Clinical Educator to a lieu day under Article 15.05 if she or he otherwise qualifies.
12.04 Any dispute which may arise concerning a Clinical Educator's entitlement to short-term or long-term benefits under HOODIP or an equivalent plan may be subject to grievance and arbitration under the provisions of this Agreement. However, the Clinical Educator is required to use the carrier’s medical appeals process, if available to the Clinical Educator, to attempt to resolve disputes. The Union may file a grievance on the Clinical Educator’s behalf, but the arbitration hearing of the grievance will not occur until the determination of the Clinical Educator’s appeal, or within 90 days of the filing of the appeal, whichever is the sooner. Any delay occasioned by the appeal will not count against the timeliness of the grievance, nor against any time limit in section 49 of the Labour Relations Act, 1995. For this reason the time limit for referring such a grievance to arbitration will be extended until the result of any appeal is known to the Union.
12.05 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement 12.06 Absences due to short- term or long-term benefits under HOODIP may pregnancy related illness shall be subject to grievance and arbitration considered as sick leave under the provisions of this Agreementsick leave plan.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee 12.07 A Clinical Educator who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation WSIB benefits for a period longer than one complete shift tour or more may apply to the Hospital for payment equivalent to the lesser of the benefit the employee Clinical Educator would receive from Workers’ Compensation WSIB if the employee’s Clinical Educator's claim was approved, or the benefit to which the employee Clinical Educator would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee Clinical Educator provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation The Workplace Safety and Insurance Board. If the claim for Workers’ Compensation WSIB benefits is not approved, the monies paid as an advance will be applied towards the benefits to which the employee Clinical Educator would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. (Articles 12.08 to 12.10 apply to both full-time and part-time Clinical Educators)
12.08 Clinical Educators returning to work from an illness or injury compensable from the Workplace Safety and Insurance Board will be assigned light work as necessary, if available.
12.09 If the Employer requires the Clinical Educator to obtain a medical certificate, the employer shall pay the full cost of obtaining the certificate. A medical certificate will include a certificate from a Clinical Educator practitioner and/or midwife in the context of the Clinical Educator’s pregnancy.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 The provisions of Article 15, Xxxx Leave and Long-Term Disability, apply to full-time employees only.
15.01 The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 No sick The Hospital further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in the same fiscal year (April 1st through March 31st)any calendar year.
15.04 Effective April 1, 2000, employees with four (a4) or more years service will be paid at the 100% benefit level for all incidences of absence covered by HOODIP.
15.05 Any dispute which may arise concerning an employee’s 's entitlement to short- term short-tern or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the . The Union agrees that it will encourage an employee must fully comply with to utilize the carrier’s Medical Appeal Process prior Appeals process, if any, to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEUresolve disputes.
15.05 15.06 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker's Compensation for a period longer than one complete shift pay period may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ ' Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ ' Compensation Board. If the claim for Workers’ ' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 13.01 The Hospital shall provide will assume total responsibility for providing and funding a short-short- term sick leave plan at least equivalent to that described in the 1980 Hospitals of Ontario Disability Income Plan brochure. Effective January 1, 2006, new hires will be covered under the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochurePlan. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability plan portion of the Plan (HOODIP or equivalentan equivalent plan); employees shall . The employee will pay the balance of the billed premiums premium through payroll deduction. For the purpose of transfer to the short-term portion of the disability programme, employees on the payroll on October 23, 1981 with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long-term portion of the disability programme, employees on the active payroll as of October 23, 1981 with one (1) year or more of service shall be deemed to have one (1) year or more of service.
15.03 No 13.02 An employee who transfers from full-time to part-time may elect to retain her accumulated sick pay benefit is payable leave credits to be utilized during part-time or subsequent full- time employment as provided under HOODIP the sick leave plan in which she participates as of October 1, 1980.
13.03 When an employee has completed any portion of her regularly scheduled tour prior to going on sick leave benefits or Workplace Safety Insurance Benefits, she shall be paid for the first fifteen (15) hours balance of absence for the sixth (6th) and subsequent period(s) of absence in tour at her regular straight time hourly rate. This provision will not disentitle the same fiscal year (April 1st through March 31st)employee to a lieu day under Article 16 if she otherwise qualifies.
(a) 13.04 Any dispute which may arise concerning an employee’s entitlement to short- short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the . The Union agrees that it will encourage an employee must fully comply with to utilize the carrier’s Medical Appeal Process prior medical appeals process, if any, to filing a grievanceresolve disputes.
13.05 Employees returning to work from an illness or injury compensable under Workplace Safety Insurance will be assigned light work as necessary, provided that if available.
13.06 The Hospital further agrees to pay employees an amount equal to any loss of benefits under HOODIP for the Process is completed within ninety (90) first two days of its inceptionthe fourth and subsequent period of absence in any calendar year.
13.07 For employees whose regular hours of work are other than the standard work day, unless that time is extended by mutual agreement the short-term sick leave plan will provide payment for the number of hours of absence according to the scheduled tour to a total of 562.5 hours. All other provisions of the Hospital and OPSEUexisting plan shall apply with the necessary changes.
15.05 13.08 Absences due to pregnancy related illness shall be considered as sick leave under the sick leave plan.
13.09 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Compensation WSIB benefits for a period longer than one (1) complete shift tour may apply to the Hospital for payment equivalent to the lesser of the benefit the employee nurse would receive from Workers’ Compensation WSIB if the employee’s claim was approved, or the benefit to which the employee nurse would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation Workplace Safety Insurance Board. If the claim for Workers’ Compensation WSIB benefits is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
13.10 If the Employer requires the employee to obtain a medical certificate, the employer shall pay the cost of the certificate.
(a) The Hospital will notify the Bargaining Unit President of the names of all employees who go off work due to work related injury, or when an employee goes on LTD.
(b) When it has been medically determined that an employee is unable to return to the full duties of her position due to a disability, the Hospital will notify and meet with the staff representative of the Ontario Nurses' Association and a member of the Local executive to discuss the circumstances surrounding the employee's return to suitable work.
(c) The Hospital agrees to provide the employee with a copy of the Workplace Safety Insurance Board Form 7 at the same time as it sent to the Board.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 The provisions of Article Sick Leave and Long-Term Disability, apply to full-time employees only.
15.01 . The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 . The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 No sick . The Hospital further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in any calendar year. Notwithstanding the same fiscal year (April 1st through March 31st).
(a) provisions of the plan and Article employees with four or more years of service will be paid of earnings from the first day of the third and subsequent of absence in any calendar year. Any dispute which may arise concerning an employee’s 's entitlement to short- short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 . An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker's Compensation for a period longer than one complete shift pay period may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ ' Compensation if the employee’s 's claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ ' Compensation Board. If the claim for Workers’ ' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. (The following clause will only appear in those collective agreements at hospitals where sick leave banks were established on the transfer to or equivalent:) Sick leave banks standing to the credit of an employee shall be utilized to supplement payment for sick leave days which would otherwise be paid at less than full wages, or for sick leave days at no wages. (Articles and will only appear in those collective agreements at hospitals which had sick leave credit pay out provisions in their collective agreements expiring December, Pay out of sick leave credits shall be made on termination of employment or, in the case of death, to the employee's estate. The amount of the payment shall be a cash settlement at the employee's then current salary rate for any unused sick credits to the maximum provided under the previous accumulating sick leave credit plan. Where an employee, employed as of the effective date of the transfer to for pay out under those provisions. Where an employee, with 'accumulated sick leave credits prevented from working for the Hospital because of an occupational illness or accident that is recognized by the Workers' Compensation Board as compensable within the meaning of the Workers' Compensation Act the Hospital, on application from the employee, will supplement the award made by the Workers' Compensation Board for loss of wages to the employee by such amount that the award of the Workers' Compensation Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred percent (100%) of the employee's net to the limit of the employee's accumulated sick leave credits. Employees may utilize such sick leave credits while awaiting approval of a claim for Workers' Compensation.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 No sick pay benefit is payable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).
(a) Any dispute which may arise concerning an employee’s entitlement to short- short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker’s Compensation for a period longer than one complete shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
15.06 Sick leave banks standing to the credit of an employee shall be utilized to supplement payment for sick leave days which would otherwise be paid at less than full wages, or for sick leave days at no wages.
15.07 Pay out of sick leave credits shall be made on termination of employment or, in the case of death, to the employee’s estate. The amount of the payment shall be a cash settlement at the employee’s then current salary rate for any unused sick credits to the maximum provided under the previous accumulating sick leave credit plan. The parties may agree to voluntarily cash out existing sick banks. Clarify note: The agreement of the local parties is not subject to local interest arbitration.
15.08 Where an employee, employed as of the effective date of the transfer to HOODIP or equivalent, did not have the required service to qualify for pay out on termination, she shall be entitled to the same pay out provisions as set out in Article 15.07 above, providing she subsequently achieves the necessary service to quality for pay out under those provisions.
15.09 Where an employee, with accumulated sick leave credits remaining, is prevented from working for the Hospital because of an occupational illness or accident that is recognized by the Workers’ Compensation board as compensable within the meaning of the Workers’ Compensation Act the Hospital, on application from the employee, will supplement the award made by the Workers’ Compensation Board for loss of wages to the employee by such amount that the award of the Workers’ Compensation Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred percent (100%) of the employee’s net earnings to the limit of the employee’s accumulated sick leave credits. Employees may utilize such sick leave credits while awaiting approval of a claim for Workers’ Compensation.
15.10 The Hospital shall pay for such medical certificate(s) as it may require from time-to-time to certify an employee’s illness or ability to return to work.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: (Articles 15.01 – 15.09 apply to fullare related to Sick Leave and-time employees only.
15.01 Long-term Disability will be incorporated in all collective agreements:) The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 . The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 No sick . The Hospital further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in any calendar year. Effective April employees with or more years will be paid at the same fiscal year (April 1st through March 31st).
(a) benefit level for all incidences of absence covered by Any dispute which may arise concerning an employee’s 's entitlement to short- term short-tern or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 . An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker's Compensation for a period longer than one complete shift pay period may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ ' Compensation if the employee’s employees claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ ' Compensation Board. If the claim for Workers’ ' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. Sick leave banks standing to the credit of an employee shall be utilized to supplement payment for sick leave days which would be paid at less than full wages, or for sick leave days at no wages. Pay out of sick leave credits shall be made on termination of employment or, in the case of death, to the employee's estate. The amount of the payment shall be a cash settlement at the employee's then current salary rate for any unused sick credits to the maximum provided under the previous accumulating sick leave credit plan. Where an employee, employed as of the effective date of the transfer to or equivalent, did not have the required service to qualify for pay out on termination, he shall be entitled to the same pay out provisions as set out in Article above, providing he subsequently achieves the necessary service to qualify for pay out under those provisions. Where an employee, with accumulated sick leave credits remaining, is prevented from working for the Hospital because of an occupational illness or accident that is recognized by the Workers' Compensation Board as compensable within the meaning of the Workers' Compensation Act the Hospital, on application from the employee, will supplement the award made by the Workers' Compensation Board for loss of wages to the employee by such amount that the award of the Workers' Compensation Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred percent of the employee's net earnings to the limit of the employee's accumulated sick leave credits. Employees may utilize such sick leave credits while awaiting approval of a claim for Workers' Compensation. The Hospital shall pay for such medical as it may require from time-to-time to certify an employees illness or ability to return to work.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 . The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 No sick . The Hospital further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in any calendar year. Effective April employees with or more years service will be paid at the same fiscal year (April 1st through March 31st).
(a) benefit level for all incidences of absence covered by Any dispute which may arise concerning an employee’s 's entitlement to short- term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 . An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker's Compensation for a period longer than one complete shift pay period may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ ' Compensation if the employee’s 's claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ ' Compensation Board. If the claim for Workers’ ' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. Sick leave banks standing to the credit of an employee shall be utilized to supplement payment for sick leave days which would otherwise be paid at less than full wages, or for sick leave days at no wages. Pay out of sick leave credits shall be made on termination of employment or, in the case of death, to the employee's estate. The amount of the payment shall be a cash settlement at the employee's then current salary rate for any unused sick credits to the maximum provided under the previous accumulating sick leave credit plan. Where an employee, employed as of the effective date of the transfer to or equivalent, did not have the required service to qualify for pay out on termination, he shall be entitled to the same pay out provisions as set out in Article above, providing he subsequently achieves the necessary service to qualify for pay out under those provisions. Where an employee, with accumulated sick leave credits remaining, is prevented from working for the Hospital because of an occupational illness or accident that is recognized by the Workers' Compensation Board as compensable within the meaning of the Workers' Compensation Act the Hospital, on application from the employee, will supplement the award made by the Workers' Compensation Board for loss of wages to the employee by such amount that the award of the Workers' Compensation Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred percent (100%) of the employee's net earnings to the limit of the employee's accumulated sick leave credits. Employees may utilize such sick leave credits while awaiting approval of a claim for Workers' Compensation. I The Hospital shall pay for such medical as it may require from time-to-time to certify an employee's illness or ability to return to work.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: Articles 15.01 – 15.09 apply to full-time employees only.
15.01 The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan (HOODIP) brochure. Copies of the HOODIP brochure will be made available to employees upon request.
15.02 The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-long term disability plan (HOODIP or equivalent); employees shall pay the balance of the billed premiums through payroll deduction.
15.03 No sick The Hospital further agrees to pay benefit is payable employees an amount equal to any loss of benefits under HOODIP for the first fifteen (15) hours two days of absence for the sixth (6th) fourth and subsequent period(s) period of absence in the same fiscal year (April 1st through March 31st)any calendar year.
(a) Any dispute which may arise concerning an employee’s entitlement to short- short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If a claim for long-term disability is denied, the employee must fully comply with the carrier’s Medical Appeal Process prior to filing a grievance, provided that the Process is completed within ninety sixty (9060) days of its inception, unless that time is extended by mutual agreement of the Hospital and OPSEU.
15.05 An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker’s Compensation for a period longer than one complete shift may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers’ Compensation if the employee’s claim was approved, or the benefit to which the employee would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the The Workers’ Compensation Board. If the claim for Workers’ Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. (The following clause will only appear in those collective agreements at hospitals where sick leave banks were established on the transfer to HOODIP or equivalent:)
15.06 The Hospital shall pay for such medical certificate(s) as it may require from time-to-time to certify an employee’s illness or ability to return to work.
Appears in 1 contract
Samples: Collective Agreement
SICK LEAVE AND LONG-TERM DISABILITY. NOTE: (Articles 15.01 – 15.09 12.01 to 12.14 apply to full-time employees nurses only)
12.01 The Hospital will assume total responsibility for providing and funding a
12.02 Effective the first of the month following the transfer, all existing sick leave plans in the Participating Hospitals shall be terminated and any provisions relating to such plans shall be null and void under the respective Collective Agreements except as to those provisions relating to payout of unused sick leave benefits which are specifically dealt with hereinafter.
15.01 12.03 Existing sick leave credits for each employee shall be converted to a sick leave bank to the credit of the employee. The Hospital sick leave bank shall provide contain the unused sick leave days to the credit of the nurse on the effective date of the transfer to the Plan set out in Article 12.01. The "sick leave bank" shall be utilized to:
(a) supplement payment for sick leave days under the new plan which would otherwise be at less than full wages, and;
(b) where a short-term payout provision existed under the former sick leave plan at least equivalent to that described in the 1992 Hospitals Collective Agreement, payout shall be made on the termination of Ontario Disability Income Plan (HOODIP) brochureemployment, or in the case of death, to the nurse's estate. Copies The amount of the HOODIP brochure payout shall be a cash settlement at the nurse's then current salary rate for any unused sick credits to the maximum provided under the sick leave plan in which the nurse participated as of the date of this award;
(c) where, as of the effective date of transfer, an employee does not have the required service to qualify for payout on termination, her or his existing sick leave credits as of that date shall nevertheless be converted to a sick leave bank in accordance with the foregoing and the nurse shall be entitled to the same cash out provisions as set out in paragraph (b) above providing the nurse subsequently achieves the necessary service to qualify for payout under the conditions of the sick leave plan in which she or he participated as of the date of this award;
(d) where a payout provision existed under the former sick leave plan in the Collective Agreement, a nurse who, as of the date of this award, has accumulated sick leave credits and is prevented from working for the Hospital on account of an occupational illness or accident that is recognized by The Workplace Safety and Insurance Board as compensable within the meaning of The Workers' Compensation Act, the Hospital, on application from the nurse, will be supplement the award made available by The Workplace Safety and Insurance Board for loss of wages to employees upon request.
15.02 the nurse by such amount that the award of The Hospital Workplace Safety and Insurance Board for loss of wages, together with the supplementation of the Hospital, will pay seventy-five percent equal one hundred per cent (75100%) of the billed premium towards coverage nurse's net earnings to the limit of eligible employees under the long-term disability plan (HOODIP nurse's accumulated sick leave credits. Nurses may utilize such sick leave credits while awaiting approval of a claim for Worker's Compensation.
12.04 When a nurse has completed any portion of her or equivalent); employees his regularly scheduled tour prior to going on sick leave benefits or Workers' Compensation benefits, the nurse shall pay be paid for the balance of the billed premiums through payroll deductiontour at her or his regular straight time hourly rate. This provision will not disentitle the nurse to a lieu day under Article 15.05 if she or he otherwise qualifies.
15.03 No sick pay benefit is payable 12.05 Nurses returning to work from an illness or injury compensable under HOODIP for the first fifteen (15) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st)Workers' Compensation will be assigned light work as necessary, if available.
(a) 12.06 A nurse who transfers from full-time to part-time may elect to retain her or his accumulated sick leave credits to be utilized during part-time or subsequent full-time employment as provided under the sick leave plan in which the nurse participates as of October 23, 1981.
12.07 Any dispute which may arise concerning an employee’s a nurse's entitlement to short- short-term or long-term benefits under HOODIP may be subject to grievance and arbitration under the provisions of this Agreement.
(b) If 12.08 Nurses presently employed who are covered by a claim for long-term disability is deniedplan in effect as of the date of this award, may elect to be covered by HOODIP or to continue their present coverage.
12.09 The Hospital further agrees to pay employees an amount equal to any loss of benefits under HOODIP for the first two days of the fourth and subsequent period of absence in any calendar year.
12.10 During the term of operation of this Collective Agreement, the employee must fully comply Hospitals will meet and consult with the carrier’s Medical Appeal Process prior Association with the view to filing a grievance, assisting the parties in the next set of negotiations to improve the benefit coverage provided that the Process is completed within ninety (90) days of its inception, unless that time is extended by mutual agreement HOODIP.
12.11 The Hospital will notify each nurse of the Hospital and OPSEUamount of unused sick leave in her or his bank annually.
15.05 An employee 12.12 For nurses whose regular hours of work are other than the standard work day, the short term sick leave plan will provide payment for the number of hours of absence according to the scheduled tour to a total of 562.5 hours. All other provisions of the existing plan shall apply mutatis mutandis.
12.13 Absences due to pregnancy related illness shall be considered as sick leave under the sick leave plan.
12.14 A nurse who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Workers’ Worker's Compensation for a period longer than one complete shift pay period may apply to the Hospital for payment equivalent to the lesser of the benefit the employee nurse would receive from Workers’ ' Compensation if the employee’s nurse's claim was approved, or the benefit to which the employee nurse would be entitled under the short-short term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the employee nurse provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by the Workers’ Compensation The Workplace Safety and Insurance Board. If the claim for Workers’ ' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee nurse would be entitled under the short-short term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks.
12.15 Part-time nurses returning to work from an illness or injury compensable under Workers' Compensation will be assigned light work as necessary, if available.
12.16 A nurse who transfers from full-time to part-time may elect to retain her or his accumulated sick leave credits to be utilized during part-time or subsequent full-time
12.17 If the Employer requires the employee to obtain a medical certificate, the employer shall pay the full cost of obtaining the certificate.
Appears in 1 contract
Samples: Collective Agreement
