Return to Work Policy. 28.6.1 An employee who has been absent from work due to a medical reason may be subject to a Return-to-Work medical evaluation.
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. 279. 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. 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. Purpose The Purpose of the return to work program is to:
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).
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. Program Principles:
Return to Work Policy. 278. 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 (3) months. An employee assigned to a modified duty assignment shall receive their regular base rate of pay and shall not be eligible for any other additional compensation (premiums) and or out of class assignment pay as may be provided under this agreement.
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. Policy The policy of Allied Aviation is to provide employees who are temporarily restricted from performing some or all of their regular job due to a work-related injury, an opportunity to return to the workplace and contribute whenever practicable. Description of a return to work program Transitional work is defined as the period of time when the employee returns to the workplace with restrictions, modifications or in an alternative capacity until they progress back into their full job duties. Transitional work is temporary and is the graduated return to work based on the employee’s progress during the recovery process. Transitional work assignments will be limited to 90 days with exceptions on a case-by-case basis providing the injured employee is showing improvement, Allied Aviation can continue to use his/her services, and with written top management approval. Purpose and goals: Reduce the medical, disability and lost time costs Reduce indirect accident costs Establish a more stable workforce Enhance the physical and psychological recovery process for the injured worker Enhance the injured employee’s sense of confidence and well being Minimize the chance of re-injury. Return to Work Procedures Transitional Work Assignment The purpose of transitional work is to safely reintegrate injured employees into the work environment as soon as possible. It is not a respite, nor is it punitive in nature, or intended to create an undue hardship on the operations of each respective department. We will make an effort to bring our employees back to work whenever practicable. The work will be contributory and add value to our Allied Aviation’s work efforts. The tasks that the employee performs will contribute to daily business operations in a beneficial manner. Return to work placement process
