WORKPLACE ACCOMMODATION. 21.01 (a) In accordance with the Ontario Human Rights Code (the “Code”), the University’s Policy on Workplace Accommodation, the University’s Return to Work Program and Article 6.01, the parties acknowledge their respective obligations to accommodate the medical restrictions of bargaining unit members with disabilities. Where appropriate supporting medical documentation indicates the need, a workplace accommodation plan will be developed in consultation between the employment supervisor, an Employee Health Services Consultant or designate, and the employee with a disability requiring workplace accommodation. The Union will be informed of the name and Department of any employee for whom a plan has been developed. The Union and the Employees will cooperate in the arrangement of such accommodation. Return to Work
WORKPLACE ACCOMMODATION. 21.01 The Employer and the Union support the application of the Rehabilitation and Accommodation Program which applies a collaborative approach to supporting ill or injured employees remaining at or returning to work regardless if the illness or injury was work related. Employees will participate in such a program, if possible, in light of their medical condition. The Program is focused on the coordinated efforts of the individual, his/her physician, his/her supervisor and the Rehabilitation Coordinator. Individuals attending meetings regarding their rehabilitation and accommodation program may be accompanied by a representative of the Union.
WORKPLACE ACCOMMODATION. (i) NPWS will ensure that all employees are provided with a work environment that meets, at least, the minimum acceptable standards. All workplaces will meet the relevant building requirements.
WORKPLACE ACCOMMODATION. The Employer and the Union are committed to a consistent, fair, approach to restoring injured employees or employees recovering from a disability to work, and to meeting the parties responsibilities under the law.
WORKPLACE ACCOMMODATION. If the risk posed by continuing any of your job functions so requires, you may obtain a paid Leave of Absence pending the job modification, re-assignment, or upon being informed in writing of the Company’s conclusion that it is not reasonably practicable to modify your job functions or to re-assign you. Before considering an unpaid Leave of Absence, versus reassignment or modification, the Company will consider the following factors: • The availability of an appropriate re-assignment or modification; • the effect the re-assignment or job modification will have on you and the Company’s operations; • The Company’s commitment to ensuring that no other employee shall be laid off as a consequence of a job modification or re-assignment of a pregnant or nursing employee; and • The Company’s commitment to ensuring that you shall incur no reduction in salary and/or benefits.
WORKPLACE ACCOMMODATION. Upon request and following receipt of the required medical documentation, the Board will seek to accommodate employees who are unable to perform their normal duties due to injury, illness, or disability.
WORKPLACE ACCOMMODATION. (a) The Employer and the Union recognize their joint duty to accommodate disabled employees and agree to abide by the Ontario Human Rights Code with respect to accommodation of an employee with a disability.
WORKPLACE ACCOMMODATION. (i) Any Employee who has become unable to do the normal and regular duties owing to partial disability or infirmity shall be given consideration for work within the Employee’s capabilities and qualifications. In assigning an Employee to a vacancy under this Article, it should be understood that the provisions of Article 9.01 would not apply.
WORKPLACE ACCOMMODATION. 21.01 The Employer recognizes the importance of early and safe return to work and the accommodation of Employees with disabilities. The parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer, the Union and the Employees will fully cooperate in the arrangement of such accommodation.
WORKPLACE ACCOMMODATION. 23.01 The University is committed to providing workplace accommodation up to the point of undue hardship as required by the Ontario Human Rights Code, the Accessibility for Ontarians with Disabilities Act, and any other relevant legislation. Workplace accommodations shall be provided in accordance with the Employer’s 8.7 Employment Accommodation Policy in effect at the time of ratification of this agreement, or the same as may be amended by the Board as required by law during the term of this Agreement.
