Return to Work Plan. When it has been medically determined that an employee is ready to return to work the Home and the Union will meet with the affected employee and the Director of Care or designate to create and recommend a return to work plan. The Plan will include developing and recommending strategies for:
Return to Work Plan. When it has been medically determined that a nurse is ready to return to work the Hospital and the Union will meet with the affected nurse and the manager to create and recommend a return to work plan. The Plan will include developing and recommending strategies for;
Return to Work Plan. When it has been medically determined that an employee is ready to return to work the Home and the Union will meet with the affected employee and the Director of care to create and recommend a return to work plan. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.
Return to Work Plan. When it has been medically determined that an employee is unable to return to the full duties of her full position due to a disability, the Hospital will notify the Bargaining Unit President and/or designate to discuss the circumstances surrounding the employee’s return to suitable work. The Employer will notify the member of their right to union representation and that this right is available at any stage of the accommodation process.
Return to Work Plan. If an employee who is on sick leave is incapacitated for more than 14 days, a return to work plan should be prepared. This plan should be completed within five days of the 14- day limit being reached. The plan should be designed in full consultation with the worker, their representative if desired and their treating medical practitioner. The plan should be realistic and achievable, ensuring that the employee’s return to work in a safe and timely manner. The employee, the treating doctor should each receive a copy of the plan. The return-to- work plan may include alternative duties and details of graduated return to work. A return-to-work plan must include: • The name of the employee • The date on which the employee is expected to return to work • An offer of suitable alternative duties • The steps to be taken to facilitate the employee’s return to work • The long term goal or aim The basic objective is to ensure that everything possible is done to enable the incapacitated/sick employee to return to the workforce as soon as possible and to minimize the physical, psychological, social, vocational and economic consequences of the incapacity/illness.
Return to Work Plan. A return to work plan shall be established for the Associate. If the Associate’s doctor does not agree that the Associate can perform the duties of the Return to Work Plan, then the Company may cease payment where an opinion provided by a Workcover approved independent assessor is that the Associate can perform the duties. AAA’s Income Protection Insurance Scheme Arrangements WHAT PROTECTION IS PROVIDED?
Return to Work Plan. When it has been medically determined that an employee is unable to return to the full duties of their position due to a disability, the Hospital will notify and meet with the staff representative of the Ontario Nurses’ Association and the Local representative to discuss the circumstances surrounding the employee’s return to suitable work. Plan may include developing and recommending strategies for;
Return to Work Plan. After an injury occurs, all the partners in the Return-to-Work process are responsible for the Return-to Work of the injured worker. The breakdown of responsibilities is as follows. SPECIFIC RESPONSIBILITIES EMPLOYER • Provide immediate support to the injured worker and family; • Review the accident investigation report and address any job related issues; Develop a Return-to-Work plan with the union representative, the injured worker, the health and safety facilitator and the health care provider; • Communicate early with the health care provider, the union representative, the health and safety facilitator and the injured worker about return to work opportunities; • Provide a concise and accurate task list to the health care provider to assess the worker’s suitability for a position;
Return to Work Plan. After an injury occurs, all the partners in the Return-to-Work process are responsible for the Return-to Work of the injured worker. The breakdown of responsibilities is as follows.
Return to Work Plan. When it has been medically determined that an employee is ready to return to work the Employee, his/her Supervisor and a Human Resources Representative will meet to discuss and create a Return to Work Plan which will consider the Employee’s abilities and accommodation needs. The parties will monitor the progress of accommodated employees and adjust the return to work plan as required.
