Return to Work Guarantee Sample Clauses

Return to Work Guarantee. Upon return from FMLA leave, a unit member is entitled to be restored to the position of employment held by the unit member when the leave commenced, or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. If the unit member is no longer qualified for the position, the unit member shall be given a reasonable opportunity to fulfill any conditions required for qualification upon return to work.
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Return to Work Guarantee. When returning to work from parental leave, the employee is entitled to return to:‐ • the position they held before taking leave; or • a position that is reasonably comparable to the position they held immediately prior to commencing parental leave. The employee’s ordinary rate of pay will not be reduced as a result of accepting a comparable position.
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Return to Work Guarantee. On ending unpaid parental leave, an employee is entitled to return to:
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Return to Work Guarantee. On ending parental leave, an employee is entitled to return to the employee’s pre- parental leave position or if that position no longer exists – an available position for which the employee is qualified and suited nearest in status and pay to the pre-parental leave position. Pre-parental leave position is the position the employee held before starting parental leave or where the employee was transferred to a safe job or reduced working hours because of the pregnancy, the position the employee held immediately before that transfer or reduction.
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Return to Work Guarantee. 53.5.1 On completion of a period of Parental Leave, an Employee will be entitled to return to the Employee’s pre- parental leave position or, if that position no longer exists, an available position for which the Employee is qualified and suited nearest in status and pay to the pre-parental leave position.
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Return to Work Guarantee. 43.3.7.1 An Employee must confirm their intention to return to work, by notice in writing to the Employer at least four weeks before the end of the period of parental leave. On ending unpaid parental leave, an Employee is entitled to return to:
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Return to Work Guarantee. 33.20.1 On ending unpaid parental leave, a team member is entitled to return to the team member’s pre-parental leave position or, if that position no longer exists, an available position for which the team member is qualified and suited nearest in status and pay to the pre-parental leave position.
Sample 1
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Return to Work Guarantee. 1. On returning to work after finishing parental leave or extended parental leave, an employee is entitled to return to the position the employee held immediately before starting leave. However,
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Return to Work Guarantee. Upon completion of leave without pay, a teacher is entitled to return to:
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Related to Return to Work Guarantee

  • 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.

  • 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.

  • Return to Work Program When feasible, the Employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level restrictions must be adhered to.

  • Failure to Return to Work If, upon the expiration of FMLA or CFRA Leave, or any District approved extension thereof including General Leave, an employee fails to return to work and no additional leave has been authorized, the employee shall be considered to have automatically resigned from his or her position. In such cases, the employee will receive advance notification of the District’s intent to implement an automatic resignation.

  • Return to Work Programs (a) The parties recognize that prevention of injuries and rehabilitation of injured employees are equally important goals. The parties further recognize that return to work programs are part of a continuum of injury prevention and rehabilitation.

  • Returning to Work (a) Returning to work early

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.

  • Modified Work/Return to Work Programs The Hospital and the Union recognize 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:

  • Early and Safe Return to Work The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.

  • Basis of Guaranteed Maximum Price The Design-Builder shall include with the GMP Proposal a written statement of its basis, which shall include:

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