– WORKPLACE ACCOMODATION. 24.01 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. Documentation pursuant to this Article will be kept in confidence and made available to relevant individuals strictly on a need to know basis.
– WORKPLACE ACCOMODATION. The Company and the Union acknowledge their obligations under the Human Rights Code and the Workplace Safety and Insurance Board to provide modified work opportunities for temporarily disabled employees. Modified work is defined as any job or combination of tasks that an employee may perform on a temporary basis without risk of re-injury. This work may consist of the regular tasks of the pre-injury job or specific tasks designated for employees participating in a modified work plan. The work must be productive and the results must have value to the Company. When the employer offers to accommodate any employee for the above-stated reasons, a meeting will take place between the Company, the employee, and a representative of the union known as the “Workplace Accommodation Representative” (to be assigned by the Union). The purpose of the meeting will be to discuss opportunities for workplace accommodation relevant to the employee’s particular circumstance. To facilitate this process, a Functional Abilities Form (FAF) provided by the Company shall be used to determine what duties the employee is capable of performing. The FAF will be completed by the employee’s treating physician and, if necessary, Health Care Practitioner and will be returned to the employer prior to the employee’s next scheduled shift following the illness or injury. Offers of accommodation or modified work will be in writing to the employee and copied to the Workplace Accommodation Representative. The Company will provide a copy of the Form-7 and attachments to the injured worker, as required by the WSIB Act. FOR THE COMPANY: FOR THE UNION: Between: LETTER OF AGREEMENT UNITED FOOD AND COMMERCIAL WORKERS INTERNATIONAL UNION, LOCAL 278W (hereinafter called the “Union”) -AND- COCA-COLA BOTTLING COMPANY. (CHATHAM) (hereinafter called the “Company)
– WORKPLACE ACCOMODATION. 18.01 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.
