Common use of Rehabilitation Program Clause in Contracts

Rehabilitation Program. (a) Employees shall, in the case of long term ill health or injury, be given an opportunity of being rehabilitated on specific jobs within the plant, provide this will be temporary, suitable to the limitations provided by the medical practitioner, and productive, should an opening occur at the time they are released to return to the work force, or within ten (10) days following the time they are able to return to the work force. If for medical reasons they are unable to return to work, and there are no job openings available, they will be laid off until a recall or vacancy occurs. (b) Employees covered under the provisions of this clause must present a Doctor’s certificate authorizing their return to the work force. (c) If the employee lacks sufficient seniority over other employees for a posted job vacancy, the Company may, subject to mutual agreement, assign the returning employee to that vacancy for rehabilitation and so inform the Local Union. (d) Employees being assigned under the provisions of this clause shall be eligible to receive the customary trial period in order to qualify for such postings as outlined in Article 10.02. (e) An employee absent for three (3) days or longer is required to furnish a Doctor’s note to verify his reasons for absence or to authorize his return to work after illness or injury. For WorkSafe BC claims of any duration, an employee may be required to furnish a Doctor’s note to authorize his return to work after such disability or injury. (f) Nothing in this section diminishes the Employer’s obligation to accommodate workers under the Human Rights Code. (g) The employer, employees, and the union recognize and will abide by the guidelines in the Canadian Human Rights Act regarding Duty to Accommodate.

Rehabilitation Program. (a) Employees shall, in the case of long long-term ill health or injury, be given an opportunity of being rehabilitated on specific jobs within the plant, provide this will be temporary, suitable to the limitations provided by the medical practitioner, and productive, should an opening occur at the time they are released to return to the work force, or within ten (10) days following the time they are able to return to the work force. If for medical reasons they are unable to return to work, and there are no job openings available, they will be laid off until a recall or vacancy occurs. (b) Employees covered under the provisions of this clause must present a Doctor’s 's certificate authorizing their return to the work force. The Company shall bear the full cost of any medical information requested by the Company. (c) If the employee lacks sufficient seniority over other employees for a posted job vacancy, the Company may, subject to mutual agreement, assign the returning employee to that vacancy for rehabilitation and so inform the Local Union. (d) Employees being assigned under the provisions of this clause shall be eligible to receive the customary trial period in order to qualify for such postings as outlined in Article 10.02Section 5.03 of this Article. (e) An employee absent for three (3) days or longer is required to furnish a Doctor’s 's note to verify his or her reasons for absence or to authorize his his/her return to work after illness or injury. For WorkSafe BC W.C.B. claims of any duration, an employee may be required to furnish a Doctor’s 's note to authorize his or her return to work after such disability or injury. (f) Nothing in this section diminishes . The Company will be responsible for the Employer’s obligation to accommodate workers under the Human Rights Code. (g) The employer, employees, and the union recognize and will abide full costs of any medical information requested by the guidelines in the Canadian Human Rights Act regarding Duty to AccommodateCompany.

Rehabilitation Program. (a) Employees shall, in the case of long long-term ill health or injury, be given an opportunity of being rehabilitated on specific jobs within the plant, provide provided this will be temporary, suitable to the limitations provided by the medical medial practitioner, and productive, should an opening occur at the time they are released to return to the work force, or within ten (10) days following the time they are able to return to the work force. If for medical reasons they are unable to return to work, and there are no job openings available, they will be laid off until a recall or vacancy occurs. (b) Employees covered under the provisions of this clause must present a Doctor’s 's certificate authorizing their return to the work force. This must include the doctor’s assessment of the employee’s current limitations; the expected duration of the Rehabilitation Program; and, if applicable, a plan for increasing capacities during the course of such a program. (c) If the employee lacks sufficient seniority over other employees for a posted job vacancy, the Company may, subject to mutual agreement, assign the returning employee to that vacancy for rehabilitation and so inform the Local Union. (d) Employees being assigned under the provisions of this clause shall be eligible to receive the customary trial period in order to qualify for such postings as outlined in Article 10.02Section 5.03 of this Article. (e) An employee absent for three (3) days or longer is will be required to furnish a Doctor’s 's note to verify his or her reasons for absence or to authorize his his/her return to work after illness or injury. For WorkSafe BC claims absences of any duration, an employee may will be required to either: (i) furnish a Doctordoctor’s note authorizing their return to full duties; or (ii) provide a completed gradual return to work assessment form to authorize his or her return to work after such disability or injury. (The Employer agrees to reimburse employees for form fees associated with this provision to a maximum of thirty-five dollars ($35.00) per request.) (f) Nothing in this section diminishes the Employer’s obligation to accommodate disabled workers under the Human Rights Code. (g) The employer, employees, and the union recognize and will abide by the guidelines in the Canadian Human Rights Act regarding Duty to Accommodate.

Rehabilitation Program. (a) Employees shall, in the case of long long-term ill health or injury, be given an opportunity of being rehabilitated on specific jobs within the plant, provide this will be temporary, suitable to the limitations provided by the medical practitioner, and productive, should an opening occur at the time they are released to return to the work force, or within ten (10) days following the time they are able to return to the work force. If for medical reasons they are unable to return to work, and there are no job openings available, they will be laid off until a recall or vacancy occurs. (b) Employees covered under the provisions of this clause must present a Doctor’s 's certificate authorizing their return to the work force. The Company shall bear the full cost of any medical information requested by the Company.` (c) If the employee lacks sufficient seniority over other employees for a posted job vacancy, the Company may, subject to mutual agreement, assign the returning employee to that vacancy for rehabilitation and so inform the Local Union. (d) Employees being assigned under the provisions of this clause shall be eligible to receive the customary trial period in order to qualify for such postings as outlined in Article 10.02Section 5.03 of this Article. (e) An employee absent for three (3) days or longer is required to furnish a Doctor’s 's note to verify his or her reasons for absence or to authorize his his/her return to work after illness or injury. For WorkSafe BC W.C.B. claims of any duration, an employee may be required to furnish a Doctor’s 's note to authorize his or her return to work after such disability or injury. (f) Nothing in this section diminishes . The Company will be responsible for the Employer’s obligation to accommodate workers under the Human Rights Code. (g) The employer, employees, and the union recognize and will abide full costs of any medical information requested by the guidelines in the Canadian Human Rights Act regarding Duty to AccommodateCompany.