Modified Work/Return to Work. (a) The normal retirement age is sixty-five (65) years of age. The Employer may continue to employ an employee beyond retirement age, if the Employer determines that the employee can satisfactorily perform the requirements of her classification. (Effective December 12, 2006, the parties agree this sub- section no longer applies).
(b) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty.
(c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question.
(d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/light/ alternative work program, except as required by law.
Modified Work/Return to Work. (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty.
(b) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question.
(c) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.
Modified Work/Return to Work. (a) The Employer will notify the Bargaining Unit President and the Labour Relations Officer of the names of all employees who go off work due to a work related injury or when an employee goes on STD. The information provided will include;
(i) Date and type of injury
(ii) Current listing of ONA members on a rehabilitative return to work program, and
(iii) Current listing of all ONA members off for thirty (30) days or longer due to illness.
(b) The Employer agrees to provide the Union and the employee with a copy of the Workers’ Safety and Insurance Board Form 7 at the same time it is sent to the Board.
Modified Work/Return to Work. (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code.
(b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available.
(c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question.
(d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.
Modified Work/Return to Work. (a) The Employer will notify the Bargaining Unit President of the names of all employees who go off work due to a work related injury or when an employee goes on LTD. The information provided will include the date of the injury and type of injury.
Modified Work/Return to Work. The Employer will notify the Bargaining Unit President and the Labour Relations Officer of the names of all employees who go off work due to disability or WSIB.
Modified Work/Return to Work. (a) The Employer will notify the President of the Local Nurses’ Union of the names of all nurses off work due to a work related injury (whether or not the nurses are in receipt of WSIB Benefits) and those on LTD by the 15th of each month.
(b) The parties recognize the duty of reasonable accommodation for individuals under the Ontario Human Rights Code and agree that the Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Employer and the Union agree to cooperate in complying with the Ontario Human Rights Code.
(c) The Employer and the Union agree that ongoing and timely communication by all participants is essential to the success of the process. For the purposes of expediting communication the Employer and the Union agree that participants will use electronic communication.
(d) If any nurse becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the recovery, termination, resignation, or retirement of the nurse in question.
(e) Prior to any disabled nurse returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a safe back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/light/alternative work program, except as required by law.
(f) The Employer agrees to provide the nurse with a copy of the Workplace Safety and Insurance Board Form 7 at the same time as it is sent to the Board.
Modified Work/Return to Work. The Employer agrees to provide the Bargaining Union President and the employee with a copy of the Workers’ Safety and Insurance Board Form 7 when it is received by the Employer.
Modified Work/Return to Work. (a) The Employer agrees to provide the Union and the employee with a copy of the Workers’ Safety and Insurance Board Form 7 at the same time it is sent to the Board.
(b) When it has been medically determined that an employee is ready to return to work, the Employer and the Union will meet with the affected employee and the Nurse Manager to create and recommend a return to work plan.
(c) The parties will monitor the status of accommodated employees and the status of employees awaiting accommodation.
Modified Work/Return to Work. The Hospital and the Association recognize that the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles:
