Transitional Work Programs. Each agency may elect to form a joint committee (or to utilize its health and safety committee) to explore alternative employment opportunities within that agency, or other agencies, for employees who are disabled. These committees shall have the authority to discuss only those matters contained in this Article. These committees shall have no authority to amend or negotiate any matter, but may make recommendations regarding such matters. Each committee shall be made up of an equal number of representatives from the Union and the Employer and members will be released with pay, to include travel time, from their regularly scheduled work hours.
Transitional Work Programs. Agencies and the Union may mutually develop transitional work programs designed to encourage a return to work by an employee receiving Salary Continuation, Workers’ Compensation benefits or Occupational Injury Leave (OIL). During the time an employee is in a transitional work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician. Upon request of the Employer, employees must participate in the transitional work program unless precluded from participation by their attending physician. An employee may request to participate in the transitional work program. If a permanent employee is given a transitional work assignment with less than his/her regularly scheduled hours, the employee may use any remaining OIL or salary continuation hours to supplement up to the amount of his/her regularly scheduled hours. A full-time permanent employee on a transitional work assignment equivalent to his/her regularly scheduled hours who has continuing treatment related to his/her OIL or Workers’ Compensation claim must first, attempt to schedule the appointment during non-working hours. Second, if the employee is unable to schedule the appointment during non-working hours, the employee must work with the Employer to flex his/her schedule to accommodate the appointment. Third, after the first two options have been exhausted, the employee may use any remaining OIL or salary continuation hours to attend the appointment, not to exceed one (1) hour per appointment, with a maximum of three (3) appointments per week. If the employee refuses to participate in the Transitional Work Program while receiving salary continuation or OIL, the salary continuation or OIL benefit will end and the Employer can seek repayment or substitution of paid leave from the employee for any OIL or salary continuation received during the time the employee was capable of participating in the program. The Agency will work with the employee to determine if leave will be deducted or to set up a repayment procedure.
Transitional Work Programs. Employees receiving salary continuation are eligible for transitional work programs under Section 42.09.
Transitional Work Programs. The University and the Union may mutually develop transitional work programs designed to encourage a return to work by an employee receiving Workers’ Compensation benefits. During the time an employee is in a transitional work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician.
Transitional Work Programs. Agencies and the Union may mutually develop transitional work programs designed to encourage a return to work by an employee receiving Workers’ Compensation benefits or Occupational Injury Leave (OIL). During the time an employee is in a transitional work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician. Upon request of the Employer, employees must participate in the transitional work program unless precluded from participation by their attending physician. An employee may request to participate in the transitional work program.
Transitional Work Programs. (i) The Hospital and the Union recognize the purpose of transitional work programs, is to provide fair and consistent practices for accommodating employees who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties understand their obligations in accordance with the Ontario Human Rights Code and the Workplace Safety and Insurance Act.
Transitional Work Programs. Agencies and the Union may mutually develop transitional work programs designed to encourage a return to work for employees experiencing partial disability, and on occupational injury leave, Workers’ Compensation, sick leave or disability leave. During the time an employee is in a transitional work program, the employee will be assigned duties which the employee is capable of performing based upon the recommendation of the employee’s attending physician. Upon request of the Employer, employees must participate in the transitional work program unless precluded from participation by their attending physician. The employee may be assigned to a location beyond fifty (50) miles, if the Employer provides transportation or travel reimbursement in accordance with Article 59. If the new location requires travel time greater than the employee’s normal travel time, the additional time shall be counted as time worked and the employee’s work day shortened accordingly.
Transitional Work Programs. Each agency may elect to form a joint committee (or to utilize its health and safety committee) to explore alternative employment opportunities within that agency, or other agencies, for employees who are disabled. These committees shall have the authority to discuss only those matters contained in this Article. These committees shall have no authority to amend or negotiate any matter, but may make recommendations regarding such matters. Each committee shall be made up of an equal number of representatives from the Union and the Employer and members will be released with pay, to include travel time, from their regularly scheduled work hours. Instructions: Note that participation in any of the joint committees requires release, with pay, to include travel time, from regularly scheduled work hours, and are not subject to the reporting requirements of Section 3.10. Note that the existing Regional Worker Adjustment Committees (RWAC) will continue to assist fifty (50) or fewer employees of a single agency, workplace or institution. In circumstances where anticipated displaced employees will exceed 50 from a single agency, workplace or institution, a central Worker Adjustment Committee will be established to develop assistance programs. Under Section C, each agency may elect to form a joint committee to explore alternatives for employees who are disabled as a result of performance of their duties.
Transitional Work Programs. (i) When it has been medically determined that an employee is unable to return to the full duties of her or his position due to a disability, the Hospital will notify and meet with the Bargaining Unit President or designate and the employee to discuss the circumstances surrounding the possibility of modified and/or accommodated work.
