Vocational Rehabilitation.
47.4.1 Hydro One shall identify eligible employees as soon as possible and ensure their timely assessment regarding their need for vocational rehabilitation services.
47.4.2 Hydro One shall provide timely vocational rehabilitation services for affected employees. The goal is to facilitate the employee’s re-employment in a continuing capacity that will make maximum use of his or her capabilities.
47.4.3 Hydro One shall develop a rehabilitation plan (“the plan”) for each affected employee. The plan is subject to mutual agreement of the employee, his/her personal physician, the Society (if its participation has been requested by the employee) and Hydro One. The plan will establish a return to work goal that is reasonable and realistic in the circumstances (e.g., recognition that a six-month rehabilitation may be insufficient for LTD benefit recipients in some cases). It will also describe the training, conditioning and therapy programs required to enhance the employee’s capabilities within a defined timeframe. It will include an assessment of an affected employee’s job accommodation needs (e.g., reduced hours, modified light duties, altered work station). The plan shall have a pre-determined duration and will be subject to periodic monitoring to assess the need for corrective actions to maximize the probability of successful continuing full time employment. Any party to the plan may request its review and/or revision.
47.4.4 Hydro One shall pay for vocational rehabilitation services and reimburse employees for reasonable expenses related to vocational rehabilitation.
47.4.5 Affected employees shall cooperate in the development of their vocational rehabilitation plans. MRAW employees shall provide confirmation of the nature of their medical restrictions by his/her personal physician to Hydro One or arrange with Hydro One to have these restrictions assessed.
Vocational Rehabilitation. This type of rehabilitation supports a disabled member who is unable to return to a pre-disability job or another job with the original Board. The Vocational Rehabilitation Specialist works with the disabled Employee to identify potential job opportunities appropriate to the employee’s functional capacity, education, training and experience; has access to a network of specialized vocational evaluation resources to test the employee’s aptitudes, personality etc. and provides services such as resume preparation, job search straining and volunteer program placement to prepare the employee for labour market re-entry. Appeal Process When a claim is not supported or no longer supported for medical reasons, the right of appeal is offered to the Employee. The process includes: Upon receipt of the appeal from the Employee, OTIP and Manulife have a unique appeal process. This includes a first and second appeal (when required). The purpose of an appeal is to provide an objective review of the information on file and the original claim recommendation. For the first appeal, the Manulife Operations Specialist, who is independent of the claims assessment process and the Board, reviews the claim file and recommendation. The Specialist reviews all new medical information provided on appeal and if required, may need to fully investigate the claim by writing to the Employee's doctors or setting up an independent medical assessment. Upon completion of receiving all information, the Specialist will communicate results of the appeal to the Board and the Employee both verbally and in writing within 5 business days of receiving all information required for appeal. The Union is copied in on written communication as well. If the decision is to maintain the non-support recommendation, the Employee, the Boardand Union are notified of the timeline for the next appeal as well as the rationale for the decision and any outstanding information. Should a second appeal be requested, the appeal is sent to an appeal committee who makes the final appeal recommendation/decision. The appeal committee is represented by a blend of the Manulife Operations Supervisor, medical consultant and OTIP Appeal Specialist that are independent of the Board and claims assessment process and would be responsible for rendering the decision.
Vocational Rehabilitation. Vocational rehabilitation is a process to restore or develop the working ability of the physically, emotionally or mentally disabled patients to the extent that they may become gainfully employed. This may include services provided to determine eligibility or provide treatment for vocational rehabilitation, to include but not limited to counseling, work trials and driving lessons.
Vocational Rehabilitation. 9.2.1 Vocational rehabilitation provider ▪ In addition to the employer’s obligations under the Eligibility for Permanent Incapacity Benefit (Restrictions) Act [Wet verbetering poortwachter], the employer is required to engage a vocational rehabilitation provider for the rehabilitation of an employee on long-term sickness absence. ▪ The vocational rehabilitation provider must have the Blik op Werk quality mark or a level of quality that is demonstrably equal to this. ▪ If the employer has still not fulfilled this obligation 14 weeks from the day the employee went on sick leave, the employee may engage such a vocational rehabilitation provider for training, guidance and mediation on his or her own initiative. The costs will then be paid via the industry fund set up for such purposes by Aanvullingsfonds Bouw & Infra, who will recover the costs from the employer. This is set out in the vocational rehabilitation regulations of Aanvullingsfonds Bouw & Infra. This scheme is part of the Collective agreement on industry-wide schemes for the construction & infrastructure sectors [cao BTER Bouw & Infra] ▪ Where the vocational rehabilitation results in the employee starting work with another employer, the vocational rehabilitation provider will contact the employee twice in the first six months to inquire about the employee’s situation. If the employee feels the need to talk with the vocational rehabilitation provider on one or more occasions, the costs of such interactions will be borne by the original employer.
Vocational Rehabilitation. 46.4.1 Inergi shall identify eligible employees as soon as possible and ensure their timely assessment regarding their need for vocational rehabilitation services.
46.4.2 Inergi shall provide timely vocational rehabilitation services for affected employees. The goal is to facilitate the employee’s re-employment in a continuing capacity that will make maximum use of his or her capabilities.
46.4.3 Inergi shall develop a rehabilitation plan (“the plan”) for each affected employee. The plan is subject to mutual agreement of the employee, his/her personal physician, the Society (if its participation has been requested by the employee) and Inergi. The plan will establish a return to work goal that is reasonable and realistic in the circumstances (e.g., recognition that a six-month rehabilitation may be insufficient for LTD benefit recipients in some cases). It will also describe the training, conditioning and therapy programs required to enhance the employee’s capabilities within a defined timeframe. It will include an assessment of an affected employee’s job accommodation needs (e.g., reduced hours, modified light duties, altered work station). The plan shall have a pre-determined duration and will be subject to periodic monitoring to assess the need for corrective actions to maximize the probability of successful continuing full time employment. Any party to the plan may request its review and/or revision.
46.4.4 Inergi shall pay for vocational rehabilitation services and reimburse employees for reasonable expenses related to vocational rehabilitation.
46.4.5 Affected employees shall cooperate in the development of their vocational rehabilitation plans. MRAW employees shall provide confirmation of the nature of their medical restrictions by his/her personal physician to Inergi or arrange with Inergi to have these restrictions assessed.
Vocational Rehabilitation. When an employee is determined by the County unable to return to the classification in which he/she was employed at the time of injury or illness because of a work- connected illness or injury and does not elect a disability retirement, that employee will be offered vocational rehabilitation.
Vocational Rehabilitation. Counselor Intern 1; Vocational Rehabilitation Counselor Intern 2; Vocational Rehabilitation Assistant Counselor; Vocational Rehabilitation Counselor; Vocational Rehabilitation Senior Counselor
Vocational Rehabilitation. Special Day
Vocational Rehabilitation. When a nurse is determined by the County to be unable to return to the classification in which the nurse held permanent status because of a work-connected illness or injury and does not elect a disability retirement, that nurse will be offered vocational rehabilitation.
Vocational Rehabilitation. Within a State, for the entity or entities administering programs, the allotment is based on the one State Federal fiscal year allotment, even in instances where that allotment is shared between two State agencies, and the cumulative portion of funds required to be contributed must not exceed:
