Return to Work/Accommodation. 22.01 The Employer will notify the appropriate Union Representative as identified by the Union monthly of the names of all nurses who go off work due to a work related injury or when a nurse goes on Long Term Disability.
Return to Work/Accommodation. During the term of this agreement, the Employer agrees to meet with a Committee of six (6) Union Representatives, one of which will be from this bargaining unit, to discuss return to work accommodation protocols and issues and to recommend improved procedures and policies related to work accommodation and dispute resolution options. The committee shall meet not less than four (4) times per year.
Return to Work/Accommodation. 26.01 The Employer and Union agree to support the principle of prompt rehabilitation and return to work of an employee who sustains an injury either arising out of and in the course of employment or outside the workplace that has resulted in restrictions or limitations for the affected employee. In these situations, the following Return to Work Program will apply:
Return to Work/Accommodation. (a) The District and the Union are committed to facilitating the reintegration of employees to the workplace in a fair and consistent manner, as soon as possible. The Joint Early Intervention Service (JEIS) through Public Education Benefits Trust (PEBT) outlines the tripartite responsibilities of the Employer, the Union and the Employee in implementing the return to work program.
Return to Work/Accommodation. The Board, the Federation, and the member shall develop cooperatively a modified return to work and/or accommodation program. The Member will have Union representation at any meeting where a return to work/ accommodation program is being discussed.
Return to Work/Accommodation. (a) The Board, the Federation, and Members shall comply with their obligations under the Ontario Human Rights Code with respect to a return to work or accommodation process.
Return to Work/Accommodation. 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 and physically safe 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 Hospital and the Union agree that ongoing and timely communication by all participants is essential to the success of the process. For the purposes of expediting communication the Hospital and the Union agree that participants will use electronic communication where available.
Return to Work/Accommodation. 20.01 The board recognizes that the employee has the right to Union Representation at return to work/employment accommodation meetings.
Return to Work/Accommodation. The Employer and the Union, in recognition of their roles and legal obligations, agree to cooperatively develop work plans for each Member requiring an accommodation. Such cooperative efforts shall involve an Employer representative, a Union representative and the Member requiring work accommodation. Should a member indicate they do not want union representation, the union shall be notified of the Member’s name and the Board shall ask the employee to sign a waiver stating such decision.
Return to Work/Accommodation. L31:01 The employer, the union, and the employee shall meet to develop cooperatively a modified return to work and/or accommodation program.
