Duty to Accommodate. 36.01 The parties recognize their joint responsibility to accommodate injured workers. The employee’s job duties will be modified and/or they will be reassigned to a different work assignment where reasonably practicable. Employees have a responsibility to keep the Co-operative informed of their condition, provide proper medical documentation (related to their ability to perform their job and any restrictions) in a timely fashion, and accept reasonable assignments that make a productive contribution to the Co-operative’s operations.
Duty to Accommodate. The Employer and the Union acknowledge their duty to accommodate Employees with disabilities. Where an Employee notifies the Employer she is able to return to work, verified by a medical certificate, the Employer and the Employee shall meet to identify the accommodations required including re-training for that Employee, prior to the Employee returning to work. The Union representative shall be present during discussions.
Duty to Accommodate. The Employer will share with the Union the full details of a proposed Accommodation prior to implementation so that the Union has the opportunity to critique and participate in finalizing the details of the Accommodation.
Duty to Accommodate. Where an employee is unable, through injury or illness, to perform normal duties, the Employer and the Union will cooperate to ensure every attempt is made to provide the employee with other suitable employment.
Duty to Accommodate. The Employer agrees to consult the Union on accommodation matters where a difference arises affecting an employee’s ability or inability to work, and/or where proposed accommodation may affect other bargaining unit members or the interpretation, application or operation of the terms and provisions of this Agreement.
Duty to Accommodate. 4.5.1 The Parties recognize their joint duty under human rights legislation to provide reasonable accommodation in the workplace to Sessional Academic Staff members with disabilities. This duty applies to all characteristics identified in The Saskatchewan Human Rights Code, and includes but may not be limited to, disabilities, family status, pregnancy, ancestry, and religion.
Duty to Accommodate. The Parties agree that there will be accommodation for Employees with disabilities, including, but not limited to, mental and physical disabilities whether permanent or temporary, through adjustment to the terms and conditions of employment or the physical environment which may be required as per existing federal and provincial legislation.
Duty to Accommodate. The Hospital and the Union are committed to support the return to work of employees with disabilities and to ensure that they are treated with respect and dignity at all times. For each disabled employee requesting a permanent accommodation and unable to perform essential job duties as identified and documented by the employee’s and/or Employee Health Service’s health care practitioner, the Hospital, Union and employee shall jointly discuss a modified role utilizing as much as possible the employee’s previous job classification and skills. For temporary work assignments to accommodate a medical condition that is a non-union position, the employee will remain a union member with all rights and protections of the contract.
Duty to Accommodate. The Employer and the Union have a "duty to accommodate" ill or injured employees. Accordingly, the Employer and the Union will, where an employee has an illness or injury, cooperate to accommodate the employee's incapacity so as to allow the employee to remain at or return to meaningful work with the Employer. Such accommodation may include, but is not limited to:
Duty to Accommodate a) The Employer and the Union recognize that from time to time individual workers may have special needs that require special accommodation within the workplace. The Parties acknowledge that this duty to accommodate applies equally to the Union and the Employer and that such duty may extend beyond the bargaining unit. The Employer and the Union thereby commit themselves to finding co-operative solutions to workplace and/or contractual barriers to workers with special needs requiring accommodation as defined under the Human Rights Code.
