Return to Work/Fitness for Duty Sample Clauses

Return to Work/Fitness for Duty. The College reserves the right to require the faculty member to provide a fit-for-duty certificate upon return, stating the faculty member is able to fulfill the essential functions of the faculty member’s assigned position, with or without reasonable accommodation. Faculty shall comply with the colleges Drug Free Workplace policy. Within a reasonable time after return to duty, the faculty shall complete appropriate time and leave reporting to record absences due to reasons of health. Such completed forms, and the health care providers written verification as required above shall be submitted to Human Resources.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
Return to Work/Fitness for Duty. The return to work process evaluates the employee’s ability both physically and cognitively, in order to provide the employee, the resources and support necessary to succeed in returning to their job. The Employer may require employees to complete job-related physical agility and/or ability tests, such as lift tests, shifts with Field Training Officers and/or supervisors/managers, classroom trainings, clinical updates, etc. This is to ensure employees can safely perform the essential job functions of their job classifications with or without reasonable accommodation. In order to initiate the return to work process, if returning from a medical leave, a medical note is required releasing the employee to duty and specifying any work restrictions. The Employer may require employees who have been on leave less than thirty (30) days to complete the return to work process described in the paragraph above. Employees returning from a leave of thirty (30) days or more are required to complete the return to work process described in the paragraph above. The Employer shall be solely responsible for the cost of physical ability and/or agility tests. Upon request, the Employer will provide the employee a copy of the job description. The Employer will provide the employee the opportunity to begin the return to work process within two (2) business days from when the Employer receives the required medical release or when the employee informs us they are returning from a non-medical leave. If the Employer is unable to arrange the return to work process within two (2) business days, the employee may have the opportunity to work modified duty. If the employee is unable to begin the process within two (2) business days of being released for duty, they will not be eligible for modified duty. If an employee does not pass the return to work process, the Employer shall engage in an interactive process to determine if a reasonable accommodation is possible. Employees will only be returned to regular duty once the return to work process has been successfully completed. Employees will be returned to regular duty as soon as reasonably practicable. Employees returning from a non-medical related leave of absence will not be required to undergo a medical examination.
Sample 1
Return to Work/Fitness for Duty. The parties recognize that Employees have the responsibility to report to work fit for duty. To ensure physical and mental fitness, the Employee may be required to provide to the Employer a fully completed certification from a medical and/or psychological provider on a City provided form of his or her fitness to perform the specific duties of his or her job or light duty alternative before returning to work after injury or illness.
Sample 1

Related to Return to Work/Fitness for Duty

  • 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. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code.

  • 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.

  • 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.

  • Modified Work/Return to Work Programs The Hospital 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 early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles:

  • Returning to Work (a) Returning to work early

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

  • Return to Service Previous unused sick leave allowance shall be placed to the credit of a laid off employee upon return to permanent employment within three (3) years of such layoff. A separated employee who received payment for unused accumulated sick leave under this Section and who returns to service shall not be credited with any previous sick leave allowance.

  • Access to Work District representatives shall at all times have access to the Work, wherever it is, in preparation or in progress. Contractor shall provide safe and proper facilities for such access.

  • Early and Safe Return to Work The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.

  • Recall to Work 5.6.2.1 An employee recalled to work overtime after leaving the company’s premises (whether notified before or after leaving the premises) will be paid for a minimum of three hours work at the appropriate rates for each time the employee is so recalled. Except in the case of unforeseen circumstances arising, the employee will not be required to work the full three hours if the job the employee was recalled to perform is completed within a shorter period.

Time is Money Join Law Insider Premium to draft better contracts faster.