RETURN TO WORK POLICY Sample Clauses

RETURN TO WORK POLICY. 28.5.7.1. An employee who has been absent from work due to a medical reason may be subject to a Return-to-Work medical evaluation. 28.5.7.2. If it is determined that the job demands of the position last held by the employee are not compatible with the employee’s restrictions (with reasonable accommodation if the employee is disabled within the meaning of the ADA/FEHA) and the employee is willing to return to work, placement in an alternative position, if available, will be considered. The employee will be re-classified as medically disqualified while alternative positions are being considered. Such time off will be without pay; however, the employee may elect to use accrued leave hours, such as vacation, sick or personal, to receive compensation. Placement of an employee in an alternative position requires a pre-placement medical evaluation for the alternative job. 28.5.7.3. If it is determined that the job demands of the position last held by the employee are not compatible with the employee’s restrictions (and cannot be reasonably accommodated if the employee is disabled within the meaning of ADA/FEHA) and there is not an alternative position, or the employee’s restrictions are not compatible with an alternative position, or the employee is not willing to return to work, the employee will be re-classified as medically disqualified and not permitted to work. Thereafter, the employee will be retired for disability, if eligible, or dismissed. Such dismissal will not imply disciplinary action for cause. If requested, the employee’s file will indicate the employee left for personal reasons.

RETURN TO WORK POLICY. The City will make a good faith effort to return employees who have sustained a temporary occupational injury or illness to temporary modified duty within the employee’s medical restriction. Duties of the modified assignment may differ from the employee’s regular job duties and/or from job duties regularly assigned to employees in the injured employee’s class. Where appropriate modified duty is not available within the employee’s classification, on the employee’s regular shift, and in the employee’s department, the employee may be temporarily assigned pursuant to this section to work in another classification, on a different shift, and/or in another department, subject to the approval of the appointing officer or designee. The decision to provide modified duty and/or the impact of such decisions shall not be subject to grievance or arbitration. Modified duty assignments may not exceed three

RETURN TO WORK POLICY. It is the policy of the Company to make available to employees who have suffered an injury, work that is within their capabilities until such time as they are able to resume full pre-injury duties. The Company will make every reasonable effort to provide accommodation on the regular job, comparable job or suitable employment to ensure compliance with the Canadian Human Rights Code, the Workers Safety Insurance Act, and other related legislation.

RETURN TO WORK POLICY. 32.1 PHYSICIAN RELEASE - The City has implemented through an Administrative Regulation a “Return to Work Policy” for employees who are released by their physician(s) to return to work for full duty in the manner set forth in Appendix B.

RETURN TO WORK POLICY. 1. The Transitional Return-to-Work program is designed to allow employees to return to work either in their usual and customary position with minor modifications; or, in an alternative “transitional” position until they can return to their regular position. The alternative “transitional” position is defined as work that is within the duties performed by certificated bargaining unit members that is at a level they are physically capable of performing (in accordance with medical restrictions outlined by the treating physician). 2. The Return-to-Work policy complies with all Federal and State laws, District Policies, and Association Agreements and MOUs. This policy applies to all unit members who suffer a work-related injury or illness while working in the course and scope of their employment.

RETURN TO WORK POLICY. Purpose 1. Provide injured/disabled employees with suitable (alternate) work while taking into consideration workers’ capabilities. 2. Provide rehabilitation to an injured/disabled employee while still in a working environment. 3. Comply with the Ontario Human Rights Code.

RETURN TO WORK POLICY. It is the policy of the Company to make available to an employee who has suffered illness or a workplace injury, work that is within their capabilities until such time as they are able to resume full pre-accident duties. The Company will make every reasonable effort to provide accommodation on the regular job, comparable job or suitable employment to ensure compliance with the Canadian Human Rights Code, the Workers Compensation Act, and other related legislation. (a) To enhance and facilitate an employee’s rehabilitation and return to normal duties. (b) Each department will make every reasonable effort in accommodating an employee unable to perform their regular duties as a result of a workplace injury. (c) When the home department is unable to provide a suitable work assignment, an attempt will be made to place the employee in another department. (d) Union and Management agree to promote the Return to Work Program to all employees. Employee Responsibilities: (a) Report promptly all work-related injuries and complaints to immediate supervisor. (b) Actively participate in obtaining appropriate first aid and medical attention. (c) Provide physician with documentation from Company (treatment memorandum, modified work form). (d) Advise the treating physician of the availability of modified work and the return to work program. (e) Return the physician’s report to the program manager or designate as soon as possible after each medical appointment (same day or start of next shift). (f) Actively participate in an appropriate recovery plan. (g) Ensure that all activities such as medical appointments and physiotherapy are arranged so they do not conflict with the return to work schedule.

RETURN TO WORK POLICY. ‌ It shall be the policy of the City of Virginia to treat each employee consistently when dealing with a "return to work" from illness or injury. This Policy will be subject to all applicable laws pertaining to the Americans with Disabilities Act (ADA). The principle and philosophy of the Policy shall be to allow an employee to return to work from an extended illness or injury, when the employee is capable of providing meaningful work which is readily available and where the City can reasonably accommodate, without putting the employee or City at risk or burdening fellow employees with the accommodation(s). The first option will be to return the employee to their posted position with or without reasonable accommodation(s) that may be necessitated by a medical/physical restriction of the employee. In the event an employee has medical/physical restrictions upon their return to work, the City retains the right to request a medical examination or occupational assessment, at the expense of the City, to fully determine the extent of the restriction(s) and to assist in determining the appropriate accommodation(s). The second option will be to allow for a return to work in an alternative assignment, when and where meaningful work is available that the employee can readily perform with limited accommodation(s). Such work assignment(s) cannot infringe on the regular duties of other bargaining unit employees. Again, where the employee has medical/physical restriction(s), the City can request a medical examination or occupational assessment at the expense of the City. Placement in an alternate work assignment shall be for a maximum of fifteen (15) regular shifts wherein an evaluation or reasonable accommodation of the placement shall be reviewed. In the event of disagreement over available work, the Union may present their position to the Personnel Committee of the City for consideration. The City, in considering a return to work placement with restriction(s) back in to the employee's posted position, or in an alternative work assignment, shall notify the Union Exclusive Representative and/or President of the placement and the Union shall have the opportunity to meet with the City and employee to discuss the return to work placement that involves accommodation(s). This will ensure consistent handling of the procedure and opportunities for all bargaining unit employees. This policy may not be used or interpreted to contradict language in the IAFF Local 390 Labor Agreem...

RETURN TO WORK POLICY. Purpose 1. Provide injured/disabled employees with suitable (alternate) work while taking into consideration workers’ capabilities. 2. Provide rehabilitation to an injured/disabled employee while still in a working environment. 3. Comply with the Ontario Human Rights Code. Alternate work is any job, task, function, or combination thereof that a worker who temporarily or permanently suffers from a diminished capacity may perform safely without risk of re-injury or aggravation of disability or risk to others. The work must be productive and the result of the work must have value. TRW will make every reasonable effort short of undue hardship to find accommodation for an Employee with a disability. The Return to Work Committee will be made up of one Union Member (designated member), the Occupational Health Nurse, and the Supervisor of the affected department. The Return to Work Committee will: 1. Have access to Employee restrictions. 2. Review restrictions and look for suitable job(s) on an as needed basis. 3. Follow up with injured/disabled Employees as to status on the job. The Union (designated member) will be advised of Employees returning to work and may participate in the return plan on an as needed basis or at the request of the Company or the employee. 1. Determine if the Employee can perform his/her existing job as it is based on restrictions provided on functional abilities forms or on Doctor recommendation. 2. If the Employee cannot perform his/her regular job, then determine if he/she can perform existing job with modifications (alternate work). 3. If Employee cannot perform his/her own job modified to suit restrictions, determine if he/she can perform another job it its existing, modified, or “re-bundled” form. Plant Manager: • Ensure that all Managers and Supervisors are aware of and are carrying out the provisions of the Return to Work Program. • Support, and if needed, enforce the provisions of the Return to Work Program. Production Supervisors: • Ensure that all Employees under his/her responsibility are aware of the provisions of the Return to Work Program • Work with the Return to Work Committee to find suitable work within the restrictions of injured/disabled Employee. • Monitor and document concerns, problems, and/or progress of the injured/disabled Employee. • Provide instruction to injured/disabled Employee as to the work he/she is assigned to. Supervisor, Human Resources: • Contact Employees who have not called in as per Employee Handbo...