Return to Work Program. When feasible, the Employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level restrictions must be adhered to.
Return to Work Program. The policy for the UWMC’s “Return to Work Program” can be located at the following link: xxxxx://xxxx.xxxxxxxxxx.xxx/sites/PoliciesProcedures/apop/Pages/default.aspx.
Return to Work Program. The Employer will comply with all federal and state laws regarding workplace injuries. The Employer may request certification from the employee’s physician to determine if and when the employee can return to duty, and what assignments and/or activity level restrictions may be appropriate.
Return to Work Program. The Company will work on providing employees with a fair and dignified Return to Work Program.
Return to Work Program. 23.15 (a) The University and the Union are committed to facilitating the reintegration of employees to the workplace in a fair and consistent manner, as soon as is reasonably possible. The University will administer a comprehensive Return to Work Program in consultation with the Union, that includes early intervention and accommodation to assist employees in returning to work following extended absences due to illness or injury.
Return to Work Program. Injured employees shall be returned to work as soon as they are physically able, as determined by the medical information. The procedures for complying with the official Marine Corps Return to work Program are outlined in the Administrative Manual for Group Medical and Life Insurance, Worker’s Compensation, Group Retirement and General Liability/Composite Insurance Programs for Civilian Employees of the U.S. Marine Corps Non-Appropriated Fund Instrumentalities.
Return to Work Program. An ongoing committee of Union and Company representatives will continue to work on providing employees with a fair and dignified Return to Work Program.
Return to Work Program. Nothing in this Agreement shall be construed or applied to prevent the Town from establishing and implementing a return-to-work program, including, but not limited to, managed care and light-duty requirements, with respect to any Employee who has been disabled by a compensable injury under Workers’ Compensation or a non-compensable illness or injury. A grievance concerning the suitability of a light-duty assignment may be initiated and pursued in accordance with Article 14, Grievance Procedure, of this Agreement.
Return to Work Program. For employees who have suffered work related illnesses/injuries, the company will continue its practice, when possible, of providing modified duties in an effort to help employees in the transition from non-ability to work, to full capacity work. The company also reserves the right to limit the number of employees in this program. In such case, seniority and qualifications will prevail. When applicable, the Company will use occupational function capacity evaluations, developed by certified physicians and therapist, to determine an employee's ability to return to full capacity work or modified work duty. A modified duty work arrangement is intended to be a temporary accommodation and not to exceed four (4) to eight (8) weeks; however, in the event that an employee cannot return to full capacity work after said period, the Company will consider establishing a second modified duty work arrangement, but not to exceed an additional four (4) to eight (8) week duration. An employee returning to work on a modified work duty program will be entitled to his/her normal wage rate as recorded in Appendix "A" of this Agreement. In such event there is no guarantee for overtime work; but any overtime assignments will be offered to the employee only if he/she possesses the physical and endurance requirements of the assignment. The Company agrees to administer the Return - To - Work program on a non-discriminatory basis, and the employees at this work location agree not to abuse the opportunities provided under this program. This Return - To - Work program is not intended to adversely affect any other bargaining unit employee.
Return to Work Program. Employees who are off the job on Workers’ Compensation, Long Term Disability Plan or prolonged illness shall have access to the Return to Work Program developed by management and the Union. The Return to Work Program shall not be amended without the consent of the Union.
