Modified Return to Work Program Sample Clauses

Modified Return to Work Program. Q-1 (a) Prior to any employee returning to work on a modified/light/alternate work programme, the Hospital will notify and meet with the Bargaining Unit President or designate, manager, member and Occupational Health Nurse to discuss a back to work programme for the employee.
View SourceView Similar (6)
Modified Return to Work Program. Modified return to work schedules are generally assigned to day shifts and seven (7) calendar days of notice is not required when an employee is unable to perform their normal duties because of non- occupational illness or injury or WCB. Employees on modified duties will receive their regular rate of pay as per the Collective Agreement and will not receive any WCB wage supplementation. All modified return to work duties and hours will be supported by medical documentation. The Union and the Employer recognize that each case must be assessed on the needs of the Employer and the Employee and will be “without prejudice”.
View SourceView Similar (3)
Modified Return to Work Program. Section 1. This article applies to Full-time or Part-time Faculty Members who, having suffered from an illness or injury, are released to return to work but with restrictions imposed by their medical doctor or licensed practitioner. Section 2. In those instances, the District will make every effort to find a temporary modified work assignment for the employee, which is consistent with the work restrictions and within the same classification as held by the Full-time or Part-time Faculty Member at the beginning of his/her leave. The establishing, defining and continuing of any modified assignment are within the discretion of the District. Section 3. If no modified assignment can be found, the employee may be placed or remain in the applicable appropriate status, including, but not limited to, temporary disability, sick leave, or available appropriate leave. Section 4. The District may request the Full-time or Part-time Faculty Member be examined, at District expense, by a physician or practitioner of the District’s choosing in order to verify the extent of the restrictions and limitations. The District may require an examination once every three months.
View SourceView Similar (2)
Modified Return to Work Program. The Society and the Union are jointly committed to re-integrating employees who have suffered a temporary/permanent full or partial injury or illness, back into the workplace. The Society and the Union will work together to identify work suitable for employees returning to work and requiring accommodation. The Society and the Union agree that employees who have been off work due to injury, accident or illness, resulting in temporary/permanent impairment or handicap, should be returned to active employment as quickly as possible. The Society shall notify the Union of the names of all Bargaining Unit employees off work due to a work related injury (whether or not the employee is in receipt of Workers’ Compensation (W.S.I.B.) benefits) and those on LTD. The Society agrees to supply the Union with a copy of the Workers’ Compensation Board (W.S.I.B.) Form 7 (“Society’s Report & Accidental Injury or Industrial Disease”) at the same time as the form is sent to the Board. Prior to any bargaining unit employee returning on a modified work program, the Society will notify the Union and the matter will be reviewed at the return to work meeting. The purpose of the meeting is to review the employment possibilities of these employees and to identify positions to which these employees could return, with or without modification(s). During this meeting the Society and Union will consider the employee’s ability to return to work, their work limitations as determined by medical information and other expert opinions and will identify work areas that could accommodate the employee’s capabilities. Employees shall be accommodated in the following manner and sequence:
View Source

Related to Modified Return to Work Program

  • Modified Work/Return to Work Programs The Employer 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 safe return to work. The parties undertake to provide safe and meaningful employment for all nurses based on the following objectives and principles:

  • 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. (b) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (c) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • 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.

  • Early and Safe Return to Work The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.

  • Modified Work Program The Employer shall provide modified work for any employee injured on the job as per the requirements of the Workers’ Safety and Insurance Board. The employee must co-operate in developing and participating in, a modified work program suited to his capabilities, and with the approval of his physician and/or the WSIB. Both the Employer and the employee shall work together to return the employee to good health and his regular duties.