Common use of Alternative Placements Clause in Contracts

Alternative Placements. (a) Before posting, the Occupational Health Representative, in consultation with the Association co-chair, will examine all vacancies if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to her or his home unit in accordance with Article (d). (b) If a vacancy is identified as suitable for accommodation purposes, a meeting of the co-chairs and the Manager will be convened as soon as possible to determine: (i) whether the unit, after considering all factors including the number of accommodated nurses in the unit, the operational needs of the unit, safety of nurses working in the unit, alternative resources, can reasonably accommodate a nurse; (ii) whether the posting of the position under the Collective Agreement between the parties may be waived; (iii) whether a position outside the bargaining unit may be an appropriate position for accommodating a nurse. (c) The parties may agree to a written agreement for temporary accommodations of extended duration. (d) The home position of a nurse requiring permanent accommodation may be posted under the following circumstances: (i) the nurse is permanently accommodated in another position or arrangement; (ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her or his original position in the foreseeable future. (e) In so electing, the position will be filled in accordance with the job-posting provisions of the Collective Agreement. (f) Filling of a disabled nurse’s home position does not remove the Centre’s duty to accommodate that nurse.

Alternative Placements. (a) Before posting, the Occupational Health RepresentativeEmployer, in consultation with the Association co-chairRWT Union member, will examine all vacancies vacancy(ies) to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to her or his home unit original program position in accordance with Article (d). (b) If a vacancy is identified as suitable for accommodation purposes, a meeting of the co-chairs RWT and the Manager immediate supervisor will be convened as soon as possible to determine: (i) whether the unitassignment area, after considering all factors including the number of accommodated nurses in the unitnurses, the operational needs of the unitHealth Unit, safety of nurses working in the unitnurses, alternative resources, can reasonably accommodate a nurse; (ii) whether the posting of the position under the Collective Agreement between the parties may be waived; (iii) whether a position outside the bargaining unit may be an appropriate position for accommodating a nurse. (c) The parties may agree to a written agreement for temporary accommodations of extended duration. (d) The home original program position of a nurse requiring permanent accommodation may be posted under the following circumstances: (i) the nurse is permanently accommodated in another position or arrangement; (ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her or his original position in the foreseeable future. (e) In so electing, the position will be filled in accordance with the job-posting provisions of the Collective Agreement. (f) Filling of a disabled nurse’s home original program position does not remove the CentreEmployer’s duty to accommodate that nurse.

Alternative Placements. (a) Before posting, the Occupational Health RepresentativeEmployer, in consultation with the Association co-chairRWT Union member, will examine all vacancies vacancy(ies) to determine if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to her or his home unit original program position in accordance with Article (d). (b) If a vacancy is identified as suitable for accommodation purposes, a meeting of the co-chairs RWT and the Manager immediate manager will be convened as soon as possible to determine: (i) whether the unitassignment area, after considering all factors including the number of accommodated nurses in the unitnurses, the operational needs of the unitHealth Unit, safety of nurses working in the unitnurses, alternative resources, can reasonably accommodate a nurse; (ii) whether the posting of the position under the Collective Agreement between the parties may be waived; (iii) whether a position outside the bargaining unit may be an appropriate position for accommodating a nurse. (c) The parties may agree to a written agreement for temporary accommodations of extended duration. (d) The home original program position of a nurse requiring permanent accommodation may be posted under the following circumstances: (i) the nurse is permanently accommodated in another position or arrangement; (ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her or his original position in the foreseeable future. (e) In so electing, the position will be filled in accordance with the job-posting provisions of the Collective Agreement. (f) Filling of a disabled nurse’s home original program position does not remove the CentreEmployer’s duty to accommodate that nurse.

Alternative Placements. (a) Before posting, the Occupational Health Representative, in consultation with the Association co-chair, will examine all vacancies if they can be used to accommodate a disabled nurse who requires accommodation but cannot return to her or his the nurse’s home unit in accordance with Article (d). (b) If a vacancy is identified as suitable for accommodation purposes, a meeting of the co-chairs and the Manager will be convened as soon as possible to determine: (i) whether the unit, after considering all factors including the number of accommodated nurses in the unit, the operational needs of the unit, safety of nurses working in the unit, alternative resources, can reasonably accommodate a nurse; (ii) whether the posting of the position under the Collective Agreement between the parties may be waived; (iii) whether a position outside the bargaining unit may be an appropriate position for accommodating a nurse. (c) The parties may agree to a written agreement for temporary accommodations of extended duration. (d) The home position of a nurse requiring permanent accommodation may be posted under the following circumstances: (i) the nurse is permanently accommodated in another position or arrangement; (ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her or his the nurse’s original position in the foreseeable future. (e) In so electing, the position will be filled in accordance with the job-posting provisions of the Collective Agreement. (f) Filling of a disabled nurse’s home position does not remove the Centre’s duty to accommodate that nurse.