Common use of Permanent Accommodation Clause in Contracts

Permanent Accommodation. (a) The parties recognize that more than one employee requiring permanent accommodation may be suitable for a particular position or arrangement. In such cases, the parties agree that, in complying with the provisions of this Article, they must balance additional factors including in no particular order: • Skills, ability and experience; • Ability to acquire skills; • Path of least disruption in the workplace; • Seniority; • Timing of return to work; and, • Length of time an accommodation is required. When more than one (1) Employee is deemed by the parties to be suitable for a particular position or arrangement, and the factors set out above are relatively equal, seniority shall govern. (b) An employee requiring permanent accommodation will provide the Health, Safety & Wellness Department with medical verification of accommodation requirements and information regarding restrictions. (c) In the case where the employee is absent from work, the employee will provide the Health, Safety & Wellness Department with their ability to return to work including information regarding accommodation requirements. (d) Where an employee is not returned to their original position or unit as a result of permanent accommodation, the Joint Accommodation Committee will be notified. The Health, Safety & Wellness Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. This employee will remain on the list of employees requiring permanent accommodation. (e) The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit. (f) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances. i) the employee is permanently accommodated in another position or arrangement; or ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to the employee’s original position in the foreseeable future

Permanent Accommodation. (a) The parties recognize that more than one employee requiring permanent accommodation may be suitable for a particular position or arrangement. In such cases, the parties agree that, in complying with the provisions of this Article, they must balance additional factors including in no particular order: •  Skills, ability and experience; •  Ability to acquire skills; •  Path of least disruption in the workplace; •  Seniority; •  Timing of return to work; and, •  Length of time an accommodation is required. When more than one (1) Employee is deemed by the parties to be suitable for a particular position or arrangement, and the factors set out above are relatively equal, seniority shall govern. (b) An employee requiring permanent accommodation will provide the Health, Safety & Wellness Department with medical verification of accommodation requirements and information regarding restrictions. (c) In the case where the employee is absent from work, the employee will provide the Health, Safety & Wellness Department with their ability to return to work including information regarding accommodation requirements. (d) Where an employee is not returned to their original position or unit as a result of permanent accommodation, the Joint Accommodation Committee will be notified. The Health, Safety & Wellness Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. This employee will remain on the list of employees requiring permanent accommodation. (e) The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit. (f) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances. i) the employee is permanently accommodated in another position or arrangement; or ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to the employee’s original position in the foreseeable future