Accommodation Procedure Sample Clauses

Accommodation Procedure. It is the mutual desire of the Employer and the Union to assist in the accommodation/rehabilitation of ill or injured employees and to permit their return to meaningful employment and the resumption of an active role in the workplace. (a) Employees who have been deemed by a medical doctor to be partially, but not totally, disabled will be provided with modified work consistent with their functional abilities and limitations, if feasible. (b) The Parties agree to establish a Joint Accommodation Committee consisting of equal representation from the Union and the Employer. (c) The Parties recognize that the proper functioning of the Joint Accommodation Committee requires the Parties to co-operate with each other and to disclose relevant information to each other. It is the responsibility of the disabled employee to provide the Employer with medical information of his functional abilities and limitations from his medical doctor and any other treating health professional. This information shall be supplied as and when required to review the disabled employee's functional abilities and limitations and progress. (d) Where the employee cannot be accommodated in their regular classification, the Joint Accommodation Committee will meet for the purpose of reviewing and recommending appropriate individual case strategies for the safe and successful return of disabled workers to the workplace as soon as possible after an illness or accident whether work related or not. (e) If there are more disabled employees at any time requiring accommodation than there are accommodations available, the available accommodations must be assigned to the employees capable of performing the work in order of seniority. (f) No employee shall be displaced from their current position as a result of an accommodation of a disabled employee. (g) If an employee cannot be accommodated at the completion of this process, he will be referred back to WorkSafeBC or other wage loss benefit providers.

Accommodation Procedure. It is the mutual desire of the Employer and the Union to assist in the accommodation/rehabilitation of ill or injured employees and to permit their return to meaningful employment and the resumption of an active role in the workplace. (a) Employees who have been deemed by a medical doctor to be partially, but not totally, disabled will be provided with modified work consistent with their functional abilities and limitations, if feasible. (b) The Parties agree to establish a Joint Accommodation Committee consisting of equal representation from the Union and the Employer. (c) The Parties recognize that the proper functioning of the Joint Accommodation Committee requires the Parties to co-operate with each other and to disclose relevant information to each other. It is the responsibility of the disabled employee to provide the Employer with medical information of his functional abilities and limitations from his medical doctor and any other treating health professional. This information shall be supplied as and when required to review the disabled employee's functional abilities and limitations and progress.

Accommodation Procedure. It is the mutual desire of the Employer and the Union to assist in the accommodation/rehabilitation of ill or injured employees and to permit their return to meaningful employment and the resumption of an active role in the workplace. (a) Employees who have been deemed by a medical doctor to be partially, but not totally, disabled will be provided with modified work consistent with their functional abilities and limitations, unless it is impossible to so accommodate without undue hardship. (b) The parties agree to establish a Joint Accommodation Committee consisting of equal representation from the Union and the Employer. If it is not mutually agreed to otherwise, there shall be one (1) member appointed from the Employer, and one (1) member appointed from the Union. (c) The Parties recognize that the proper functioning of the Joint Accommodation Committee requires the Parties to co-operate with each other and to disclose relevant information to each other. It is the responsibility of the disabled employee to provide the Employer with medical information of their functional abilities and limitations from their medical doctor and any other treating health professional. This information shall be supplied as and when required to review the disabled employee’s functional abilities and limitations and progress. (d) Where the employee cannot be accommodated in their regular classification, the Joint Accommodation Committee will meet for the purpose of reviewing and recommending appropriate individual case strategies for the safe and successful return of disabled workers to the workplace as soon as possible after an illness or accident whether work related or not. (e) If there are more disabled employees at any time requiring accommodation than there are accommodations available, the available accommodations must be assigned to the employees capable of performing the work in order of seniority. (f) At the point in time when an employee becomes absent due to illness or injury, the Employer will fill the employee’s full-time position on a temporary basis, unless there is medical evidence that the employee is permanently and totally disabled from returning to their position. No employees shall be displaced from their current position as a result of an accommodation of a disabled employee. (g) At the definition change point under the Long-Term Disability Plan, or at thirty (30) months’ total absence from work, the Employer will inquire as to whether the employee is ab...

Accommodation Procedure. A. Employees who have developed a disability which results in the inability of the Employee to perform the essential functions of a job may be transferred to a position of equal or lesser standing which is at that time vacant within the authorized City personnel positions, providing that the Employee is qualified to perform the essential functions of the vacant position, which is proposed as an accommodation. B. The transfer into the vacant position will be by agreement of the Employee and the Em- ployer, but neither will be bound to the creation of a new position for the purposes of accommodation of a disability. C. Mutual agreement to a transfer of a disabled employee will not be subject to the normal Civil Service process usually employed to fill an opening in the vacant position. D. Any complaints arising from the Americans with Disabilities Act (ADA) shall be handled through the grievance procedures specified in Article 34.

Accommodation Procedure. A. Employees who have developed a disability which results in the inability of the Employee to perform the essential functions of a job may be transferred to a position of equal or lesser standing which is at that time vacant within the authorized City personnel positions, providing that the Employee is qualified to perform the essential functions of the vacant position. B. The transfer into the vacant position will be by agreement of the Employee and the Employer, but neither will be bound to the creation of a new position for the purposes of accommodation of a disability.

Accommodation Procedure. A. Employees who have developed a disability which results in the inability of the Employee to perform the essential functions of a job may be transferred to a position of equal or lesser standing which is at that time vacant within the authorized City personnel positions, providing that the Employee is qualified to perform the essential functions of the vacant 2023-2026 OPBA Police Supervisors Contract 10/6/2023 23 position, which is proposed as an accommodation. B. The transfer into the vacant position will be by agreement of the Employee and the Em- ployer, but neither will be bound to the creation of a new position for the purposes of accommodation of a disability. C. Mutual agreement to a transfer of a disabled employee will not be subject to the normal Civil Service process usually employed to fill an opening in the vacant position. D. Any complaints arising from the Americans with Disabilities Act (ADA) shall be handled through the grievance procedures specified in Article 34.