Transitional Work Programs. Each agency may elect to form a joint committee (or to utilize its health and safety committee) to explore alternative employment opportunities within that agency, or other agencies, for employees who are disabled. These committees shall have the authority to discuss only those matters contained in this Article. These committees shall have no authority to amend or negotiate any matter, but may make recommendations regarding such matters. Each committee shall be made up of an equal number of representatives from the Union and the Employer and members will be released with pay, to include travel time, from their regularly scheduled work hours.
Transitional Work Programs. Agencies and the Union may mutually develop transitional work programs designed to encourage a return to work by an employee receiving Salary Continuation, Workers’ Compensation benefits or Occupational Injury Leave (OIL). During the time an employee is in a transitional work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician. Upon request of the Employer, employees must participate in the transitional work program unless precluded from participation by their attending physician. An employee may request to participate in the transitional work program. If a permanent employee is given a transitional work assignment with less than his/her regularly scheduled hours, the employee may use any remaining OIL or salary continuation hours to supplement up to the amount of his/her regularly scheduled hours. A full-time permanent employee on a transitional work assignment equivalent to his/her regularly scheduled hours who has continuing treatment related to his/her OIL or Workers’ Compensation claim must first, attempt to schedule the appointment during non-working hours. Second, if the employee is unable to schedule the appointment during non-working hours, the employee must work with the Employer to flex his/her schedule to accommodate the appointment. Third, after the first two options have been exhausted, the employee may use any remaining OIL or salary continuation hours to attend the appointment, not to exceed one (1) hour per appointment, with a maximum of three (3) appointments per week. If the employee refuses to participate in the Transitional Work Program while receiving salary continuation or OIL, the salary continuation or OIL benefit will end and the Employer can seek repayment or substitution of paid leave from the employee for any OIL or salary continuation received during the time the employee was capable of participating in the program. The Agency will work with the employee to determine if leave will be deducted or to set up a repayment procedure.
Transitional Work Programs. The University and the Union may mutually develop transitional work programs designed to encourage a return to work by an employee receiving Workers’ Compensation benefits. During the time an employee is in a transitional work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician.
Transitional Work Programs. Employees receiving salary continuation are eligible for transitional work programs under Section 42.09.
Transitional Work Programs. Agencies and the Union may mutually develop transitional work programs designed to encourage a return to work by an employee receiving Workers’ Compensation benefits or Occupational Injury Leave (OIL). During the time an employee is in a transitional work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician. Upon request of the Employer, employees must participate in the transitional work program unless precluded from participation by their attending physician. An employee may request to participate in the transitional work program.
Transitional Work Programs. (i) The Hospital and the Union recognize the purpose of transitional work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties understand their obligations in accordance with the Ontario Human Rights Code and the Workplace Safety and Insurance Act.
(ii) The Employer agrees that a joint accommodation committee consisting of an equal number of Union and management representatives will facilitate any accommodation of disabled employees. Time spent by the employee’s representative will be compensated at regular straight time hourly rates. All employees accessing the Transitional Work Program will be informed of such committee and their right to union representation at any such meetings to discuss their Return to Work Program, by the employer, prior to the employer meeting with them at the first Return to Work/Transitional Work meeting.
(a) The Hospital will notify the Bargaining Unit President of the names of all bargaining unit members who have reached fifteen (15) weeks off work as a result of any illness or injury.
(b) The Hospital will notify the Bargaining Unit President of the names of all bargaining unit members who go off work due to a work related injury or when off work on LTD, by the thirtieth (30th) of every month.
Transitional Work Programs. (i) The Hospital and the Union recognize the purpose of transitional work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work.
Transitional Work Programs. Agencies and the Union may mutually develop transitional work programs designed to encourage a return to work for employees experiencing partial disability, and on occupational injury leave, Workers’ Compensation, sick leave or disability leave. During the time an employee is in a transitional work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician. Upon request of the Employer, employees must participate in the transitional work program unless precluded from participation by their attending physician. The employee may be assigned to a location beyond fifty (50) miles, if the Employer provides transportation or travel reimbursement in accordance with Article 59. If the new location requires travel time greater than the employee’s normal travel time, the additional time shall be counted as time worked and the employee’s work day shortened accordingly.
Transitional Work Programs. (i) The Hospital and the Union recognize the purpose of transitional work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties understand their obligations in accordance with the Ontario Human Rights Code and the Workplace Safety and Insurance Act.
(ii) In the event of a workplace injury/illness that precludes an employee from performing their full duties and/or when an employee has submitted medical information indicating they are unable to return to the full duties of her or his position due to a disability, the Hospital will provide the employee with an initial offer of modified work and notify and meet with the Bargaining Unit President or designate and the employee and to discuss the circumstances surrounding the possibility of modified and/or accommodated work. A copy of the Modified Work Plan will be provided in advance of the meeting. The parties may mutually agree, where appropriate, that a meeting is not required. The parties may agree to conduct the meeting via teleconference to facilitate employees return to work.
(iii) Time spent by the employee’s union representative will be compensated at regular straight time hourly rates. All employees accessing the Transitional Work Program will be informed of their right to union representation at any such meetings to discuss their Return to Work Program, by the employer, prior to the employer meeting with them at the first Return to Work/Transitional Work meeting.
Transitional Work Programs. Each agency may elect to form a joint committee (or to utilize its health and safety committee) to explore alternative employment opportunities within that agency, or other agencies, for employees who are disabled. These committees shall have the authority to discuss only those matters contained in this Article. These committees shall have no authority to amend or negotiate any matter, but may make recommendations regarding such matters. Each committee shall be made up of an equal number of representatives from the Union and the Employer and members will be released with pay, to include travel time, from their regularly scheduled work hours. Instructions: Note that participation in any of the joint committees requires release, with pay, to include travel time, from regularly scheduled work hours, and are not subject to the reporting requirements of Section
