TEMPORARY DISABILITIES. 1. Working collectively, the Committee shall ensure that the Modified Work Program is carried out in accordance with the Collective Agreement, and as per the Human Rights Code, the Occupational Health and Safety Act, WSIA and any other relevant employment related legislation.
2. Cases of accommodation will be reviewed on an individual basis by the Modified Work/Accommodation Committee, taking into consideration, 1) the medical restrictions of the employee, 2) the necessity to provide work assignments which are beneficial to the employee’s medical rehabilitation.
3. The Modified Work/Accommodation Committee, in conjunction with the supervisor, will be responsible for locating work assignments and monitoring the employees’ progress in an employee’s specific rehabilitation program, including the evaluation of work accomplishment.
4. If after a pre-determined period of time within a twelve (12) week period, an employee on modified work has not responded satisfactorily or has not returned to his/her regular work, the Modified Work/Accommodation Committee will review the case and make recommendations to the Human Resources Manager regarding the employee continuing in the program.
5. The injured employee shall communicate any concerns to a Union Representative or Supervisor so that any potential problems in connection with modified work can be resolved promptly. It is also the employees’ responsibility to obtain clearance from his/her physician for the return to work and to work in conjunction with the Modified Work/Accommodation Committee’s attempts to accommodate the individual.
6. If a problem arises that cannot be resolved by the Modified Work/Accommodation Committee, the Company may require the employee to attend an Independent Medical Examination (IME) and/or a Functional Abilities Evaluation (FAE) at the Company’s expense in order to determine what, if any, work the employee can perform. The Company and Union will develop the list of physicians to be used for the IME and/or FAE. Failure to resolve the issue will result in the Modified Work option being rescinded but subject to the grievance procedure.
7. The following guidelines will apply when considering an employee for modified work:
a) The employee’s present job will be considered.
b) Positions within the employee’s posted group will be considered.
c) If the employee cannot be accommodated within his/her posted group, the Modified Work/Accommodation Committee will attempt to accommodate such employee o...
TEMPORARY DISABILITIES. (1) Leave shall be granted for temporary disabilities caused by any of the following:
(a) Personal illness (mental or physical);
(b) Personal injury;
(c) Surgery; or
