Common use of Early Safe Return to Work Clause in Contracts

Early Safe Return to Work. The Company and the Union value the goal of injury prevention by maintaining a safe and healthy work environment. The Company and the Union will endeavour, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This document will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to the employee that they have sustained a work related injury, the employee will notify the Company as soon as practical in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide the appropriate medical practitioner with the FAF. The employee will request that the FAF be completed by the medical practitioner. The Company, the Union and the employees will review the completed FAF to assess whether the employee can perform the essential duties of their pre- injury occupation, or, alternatively, potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention including the anticipated schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this process. When participating in an ESRTW program, the Company, employee and the Union will complete the Light Duty Report stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished on a daily basis, while participating in the ESRTW program. The employee will return to full unrestricted duties in their pre-injury occupation after the employee has attained the medical practitioner’s approval, or by a release from WSIB. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes. An employee permanently displaced pursuant to this Letter of Understanding will be considered as laid off and will have the right to displace employees in the department subject to the wording of Article 9 of the collective agreement. In the event the employee is not able to displace a junior employee in the department pursuant to Article 9 of the collective agreement, the employee will have the right to displace an employee on a plant wide basis, subject to the wording of Article 9 of the collective agreement. The Company will be obligated to provide training to the affected employee in the mine, mill or non-skilled departments only if the affected employee cannot displace any other employee in the department or in the bargaining unit (and if the employee is not the junior employee in the bargaining unit.) In this event the affected employee will be permitted to displace any junior employee in the Mine, Mill or Non-Skilled Departments and be trained on that position. The employee displaced in this instance shall then have the right to exercise his seniority pursuant to the provisions of Article 9 of the collective agreement, but will have no right to training unless he has to displace the junior person in the bargaining unit and requires training on this job. The Company will provide copies of PDA’s

Early Safe Return to Work. The Company and the Union value the goal of injury prevention by maintaining a safe and healthy work environment. The Company and the Union will endeavourendeavor, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This document article will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish accom- plish this goal in a joint manner, the following procedure will apply: When it becomes apparent to the employee that they have sustained a work related injury, the employee will notify the Company as soon as practical in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide pro- vide the employee with a Functional Abilities Form (FAF). The employee will provide the appropriate medical practitioner with the FAF. The employee will and request that the FAF it be completed by and returned to the medical practitionerCompany. The Company, the Union and the employees employee will review the completed FAF to develop an individual plan including a transitional return to work program. The parties will assess whether the employee can perform the essential duties of their pre- injury occupation, or, alternatively, identify potential suitable and available work in which the employee employ- ee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention and/or further medical evaluations, including the anticipated anticipat- ed schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this process. When participating in an ESRTW programThe employee's status will be reviewed on the final date of the duration period. At this time, the Company, employee and the Union will complete the Light Duty Report stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished on a daily basis, while participating in the ESRTW program. The employee will have a note from the attending physician stating can return to full unrestricted duties in their pre-injury occupation after the employee has attained the medical practitioner’s approvalregular duties, or by estimate the time of recovery and a release from WSIBsummary of the remaining restrictions. When necessaryIf the initial recovery date is revised, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislationrestrictions will be reviewed and an extended or alternate plan will be devel- oped. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes. An employee permanently displaced pursuant to this Letter of Understanding Every injury, which involves a worker missing time from work, will be considered as laid off and will have the right investigated, such investigation to displace employees in the department subject to the wording of Article 9 of the collective agreement. In the event the employee is not able to displace be con- ducted by an Employer Committee member accompanied by a junior employee in the department pursuant to Article 9 of the collective agreement, the employee will have the right to displace an employee on a plant wide basis, subject to the wording of Article 9 of the collective agreementUnion Committee member. The Company will be obligated to provide training to contin- ue its practice of notifying the affected employee designated union represen- tative of accident claims in the mine, mill or non-skilled departments only if the affected employee cannot displace any other employee in the department or in the bargaining unit (and if the employee is not the junior employee in the bargaining unit.) In this event the affected employee will be permitted to displace any junior employee in the Mine, Mill or Non-Skilled Departments and be trained on that position. The employee displaced in this instance shall then have the right to exercise his seniority pursuant to the provisions of Article 9 of the collective agreement, but will have no right to training unless he has to displace the junior person in the bargaining unit and requires training on this joba timely manner. The Company will shall provide copies the Union and the Committee with written information when it is informed of PDA’shazardous conditionsthat may have an effect on the health and safety of its employees.

Early Safe Return to Work. The Company and the Union value the goal of injury prevention by maintaining a safe and healthy work environment. The Company and the Union will endeavour, in a cooperative spirit, agreed to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This document will not limit the rights and/or obligations and /or obliga- tions of the Company, the Union or the employee prescribed pre- scribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply; er, the company reserves the right to incorporate any or all of the following options for the placement of the employee based on the feasibility and the impact to the operations: When it becomes apparent to the employee that they have sustained a work related injury, the employee will notify the Company as soon as practical in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide the appropriate medical med- ical practitioner with the FAF. The employee will request that the FAF be completed by the medical practitioner. The Company, the Union and the employees will review the completed FAF to assess whether the employee can perform the essential duties of their pre- injury occupation, or, alternatively, potential suitable and available work in which the employee can participate, job modification ,etc. When an employee is declared fit to return to modified duties by the Board and/or the employees’ personal physician and possessing the seniority to return to work may also be returned to a job within the bargaining unit, within physical capability, pro- viding the affected employee agrees to move to the vacant job. The displaced employee will be paid at their regular rate of pay plus per hour for each hour worked during the period of their displacement. The company will monitor the progress of the returning employee and this modified work period may be termi- nated at the discretion of the company. At this time the displaced employee will be returned to his regular job at the regular rate of pay. The employee will advise the Company if the injury will require ongoing offsite medical attention including the anticipated schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this dur- ing the process. When participating in an ESRTW program, the Company, employee and the Union will complete the Light Duty Report Report, stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished accom- plished on a daily basis, while participating in the ESRTW program. The employee will return to full unrestricted duties in their pre-injury occupation after the employee has attained the medical practitioner’s approval, or by a release from WSIB. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes. An employee permanently displaced pursuant Note: Employees participating in an program will not be deprived of being allowed to this Letter of Understanding will be considered as laid off and will have work scheduled overtime if they are performing the right to displace employees in the department subject to the wording of Article 9 of the collective agreement. In the event the employee is not able to displace a junior employee in the department pursuant to Article 9 of the collective agreement, the employee will have the right to displace an employee work on a plant wide basis, subject regular production job for hours a day and their job is sched- uled to the wording of Article 9 of the collective agreementrun on overtime. The Company This will be obligated to provide training to the affected employee in the mine, mill not include those employees who are working on a created or non-skilled departments only if the affected employee cannot displace any other employee in the department or in the bargaining unit (and if the employee is not the junior employee in the bargaining unitmade up job.) In this event the affected employee will be permitted to displace any junior employee in the Mine, Mill or Non-Skilled Departments and be trained on that position. The employee displaced in this instance shall then have the right to exercise his seniority pursuant to the provisions of Article 9 of the collective agreement, but will have no right to training unless he has to displace the junior person in the bargaining unit and requires training on this job. The Company will provide copies of PDA’s

Early Safe Return to Work. The Company and the Union value the goal of injury prevention by maintaining a safe and healthy work environment. The Company and the Union will endeavourendeavor, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This document will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to the employee that they have sustained a work related injury, the employee will notify the Company as soon as practical practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide the appropriate medical practitioner with the FAF. The employee will request that the FAF be completed by the medical practitioner. The Company, the Union and the employees employee will review the completed FAF to assess whether the employee can perform the essential duties of their pre- pre-injury occupation, or, alternatively, potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention including the anticipated schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this process. When participating in an ESRTW program, the Company, employee and the Union will complete the Light Duty Report stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished on a daily basis, basis while participating in the ESRTW programESRTW. The employee will return to full unrestricted duties in their pre-injury occupation after the employee has attained the medical practitioner’s approval, or by a release from WSIB. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes. An employee permanently displaced pursuant to this Letter of Understanding will be considered as laid off and will have The Employer has the right to displace employees appoint a Second Class Stationary Engineer to be the Acting Chief Engineer in the department subject to the wording of Article 9 absence of the collective agreementChief Stationary Engineer. In The Acting Chief Engineer will assume responsibility for the event the employee is not able to displace a junior employee in the department pursuant to Article 9 operation of the collective agreement, the employee will have the right to displace an employee on a plant wide basis, subject to the wording of Article 9 of the collective agreement. The Company will be obligated to provide training to the affected employee Powerhouse in the mine, mill or non-skilled departments only if the affected employee cannot displace any other employee in the department or in the bargaining unit (and if the employee is not the junior employee in the bargaining unit.) In this event the affected employee will be permitted to displace any junior employee in the Mine, Mill or Non-Skilled Departments and be trained on that position. The employee displaced in this instance shall then have the right to exercise his seniority pursuant to accordance with the provisions of Article 9 the Operating Engineers Act, as amended. The Acting Chief Engineer will be paid a premium of $2.50 per hour worked as Acting Chief Engineer in the absence of the collective agreement, but will have no right to training unless he has to displace the junior person in the bargaining unit and requires training on this jobChief Engineer. The Company Chief Engineer has the authority to appoint the Acting Chief. Where the skill, ability and qualifications of two (2) or more Second Class Stationary Engineers are relatively equal, seniority will provide copies of PDA’sgovern.

Early Safe Return to Work. The Company and the Union value the goal of injury prevention by maintaining a safe and healthy work environment. The Company and the Union will endeavourendeavor, in a cooperative spirit, to jointly assist workers injured at work in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This document will not limit the rights and/or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply: When it becomes apparent to the employee that they have sustained a work related injury, the employee will notify the Company as soon as practical practicable in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide the appropriate medical practitioner with the FAF. The employee will request that the FAF be completed by the medical practitioner. The Company, the Union and the employees employee will review the completed FAF to assess whether the employee can perform the essential duties of their pre- pre-injury occupation, or, alternatively, potential suitable and available work in which the employee can participate. The employee will advise the Company if the injury will require ongoing offsite medical attention including the anticipated schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this process. When participating in an ESRTW program, the Company, employee and the Union will complete the Light Duty Report stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished on a daily basis, basis while participating in the ESRTW program. The employee will return to full unrestricted duties in their pre-injury occupation after the employee has attained the medical practitioner’s approval, or by a release from WSIB. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes. An employee permanently displaced pursuant to this Letter of Understanding will be considered as laid off and will have the right to displace employees in the department subject to the wording of Article 9 of the collective agreement. In the event the employee is not able to displace a junior employee in the department pursuant to Article 9 of the collective agreement, the employee will have the right to displace an employee on a plant wide basisbargaining unit, subject to the wording of Article 9 7.3.0 of the collective agreement. The Company will be obligated to provide training to the affected employee in the mine, mill or non-skilled departments only if the affected employee cannot displace any other employee in the department or in the bargaining unit (and if the employee is not the junior employee in the bargaining unit.) In this event the affected employee will be permitted to displace any junior employee in the Mine, Mill or Non-Skilled Departments and be trained on that position. The employee displaced in this instance shall then have the right to exercise his seniority pursuant to the provisions of Article 9 of the collective agreement, but will have no right to training unless he has to displace the junior person in the bargaining unit and requires training on this job. The Company will provide copies of PDA’s

Early Safe Return to Work. The Company and the Union value the goal of injury prevention and disability accommodation by maintaining a safe and healthy work environment. The Company and the Union will endeavour, in a cooperative spirit, agreed to jointly assist workers injured at work or non-work related illness or injuries in Early Safe Return to Work (ESRTW). All ESRTW activities will be consistent with the applicable legislative requirements. The Company and employee responsibilities are defined in the applicable legislation including but not limited to reporting, cooperation and rehabilitation. This document will not limit the rights and/or and /or obligations of the Company, the Union or the employee prescribed in the legislation. In order to accomplish this goal in a joint manner, the following procedure will apply; however, the company reserves the right to incorporate any or all of the following options for the placement of the employee based on the feasibility and the impact to the operations: When it becomes apparent to the employee that they have sustained a work related injury, the injury or non-work related injury or illness . The employee will notify the Company as soon as practical in accordance with the injury reporting procedures. If medical intervention is required, the Company will provide the employee with a Functional Abilities Form (FAF). The employee will provide the appropriate medical practitioner with the FAF. The employee will request that the FAF be completed by the medical practitioner. The Company, the Union and the employees will review the completed FAF to assess whether the employee can perform the essential duties of their pre- pre-injury job/occupation, or, alternatively, potential suitable and available work in which the employee can participate, job modification, etc. When an employee is declared fit to return to modified duties by the Board and/or the employees’ personal physician and possessing the seniority to return to work he/she may also be returned to a job within the bargaining unit, within his/her physical capability, providing the affected employee agrees to move to the vacant job. The displaced employee will be paid at their regular rate of pay plus $2.50 per hour for each hour worked during the period of their displacement. Employees who accept to be displaced for the $2.50 per hour must perform the displaced employee’s job. The company will monitor the progress of the returning employee and this modified work period may be terminated at the discretion of the company. At this time the displaced employee will be returned to his regular job at the regular rate of pay. The employee will advise the Company if the injury or illness will require ongoing offsite medical attention including the anticipated schedule. In addition, the employee may be required to attend for medical evaluation(s) by the medical practitioner to assess the recovery process. A definitive recovery time line should be established during this the process. When participating in an ESRTW program, the Company, employee and the Union will complete the Light Duty Report Report, stating the work assignments. The employee and a Company representative will complete the Daily Activity Log Sheet formalizing tasks accomplished on a daily basis, while participating in the ESRTW program. The employee will return to full unrestricted duties in their pre-injury or illness job/occupation after the employee has attained the medical practitioner’s approval, or by a release from WSIB. When necessary, the workplace parties may solicit the WSIB to facilitate the ESRTW program as prescribed by the legislation. The Company and the Union acknowledge that the procedure may be modified as necessary to remain consistent with legislative changes. An employee permanently displaced pursuant Note: Employees participating in an ESRTW program will not be deprived of being allowed to this Letter of Understanding will be considered as laid off and will have work scheduled overtime if they are performing the right to displace employees in the department subject to the wording of Article 9 of the collective agreement. In the event the employee is not able to displace a junior employee in the department pursuant to Article 9 of the collective agreement, the employee will have the right to displace an employee work on a plant wide basis, subject regular production job for 8 hours a day and their job is scheduled to the wording of Article 9 of the collective agreementrun on overtime. The Company This will be obligated to provide training to the affected employee in the mine, mill not include those employees who are working on a created or non-skilled departments only if the affected employee cannot displace any other employee in the department or in the bargaining unit (and if the employee is not the junior employee in the bargaining unitmade up job.) In this event the affected employee will be permitted to displace any junior employee in the Mine, Mill or Non-Skilled Departments and be trained on that position. The employee displaced in this instance shall then have the right to exercise his seniority pursuant to the provisions of Article 9 of the collective agreement, but will have no right to training unless he has to displace the junior person in the bargaining unit and requires training on this job. The Company will provide copies of PDA’s