WORKPLACE ACCOMMODATION Sample Clauses

WORKPLACE ACCOMMODATION. (a) In accordance with the Ontario Human Rights Code (the “Code”), the University’s Policy on Workplace Accommodation, the University’s Return to Work Program and Article 6.01, the parties acknowledge their respective obligations to accommodate the medical restrictions of bargaining unit members with disabilities. Where appropriate supporting medical documentation indicates the need, a workplace accommodation plan will be developed in consultation between the employment supervisor, an Employee Health Services Consultant or designate, and the employee with a disability requiring workplace accommodation. The Union will be informed of the name and Department of any employee for whom a plan has been developed. The Union and the Employees will cooperate in the arrangement of such accommodation. (b) In fulfilling its duty to accommodate, the Employer has a responsibility to make every reasonable effort to provide, at the appropriate time, suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. Dependent on the circumstances, this may include the modification of work stations, equipment, or elements of the job, in keeping with the Employee’s medical requirements, providing that such accommodation does not create undue hardship to the Employer. (c) In the event an employee provides their written consent to the Employer for the release of their medical information to the Union, the medical information shall be provided to the Union. (d) In the event an employee provides their written consent to the Employer for a Union representative to attend at the employee’s return to work meeting, if such a meeting is required by the Employer, the Union representative shall be entitled to attend. At the outset of facilitating an employee’s return to work the employee will be notified of the option for Union representation.

WORKPLACE ACCOMMODATION. ‌ 22.01 The Employer and the Union support the application of the Rehabilitation and Accommodation Program which applies a collaborative approach to supporting ill or injured employees remaining at or returning to work regardless if the illness or injury was work related. Employees will participate in such a program, if possible, in light of their medical condition. The Program is focused on the coordinated efforts of the individual, his/her physician, his/her supervisor and Health & Well-being Consultant. Individuals attending meetings regarding their rehabilitation and accommodation program may be accompanied by a representative of the Union. 22.02 The employer reserves the right to require medical certification of illness or injury and/or a medical certification by a qualified 22.03 In any event, at the beginning of an absence and at regular intervals thereafter (e.g. every two weeks) the employee will keep his/her Supervisor informed of his/her medical status and tentative return to work date.

WORKPLACE ACCOMMODATION. (i) NPWS will ensure that all employees are provided with a work environment that meets, at least, the minimum acceptable standards. All workplaces will meet the relevant building requirements. (ii) NPWS agrees to provide employees covered by this Agreement with reasonable conditions and space in accordance with the guidelines issued by the State Property Authority and NPWS from time to time for office work spaces. (iii) Smoking is prohibited at all NPWS workplaces and in NPWS vehicles.

WORKPLACE ACCOMMODATION. Upon request and following receipt of the required medical documentation, the Board will seek to accommodate employees who are unable to perform their normal duties due to injury, illness, or disability.

WORKPLACE ACCOMMODATION. (a) In accordance with the Ontario Human Rights Code (the “Code”), the University’s Policy on Workplace Accommodation, the University’s Return to Work Program and Article 6.01, the parties acknowledge their respective obligations to accommodate the medical restrictions of bargaining unit members with disabilities. Where appropriate supporting medical documentation indicates the need, a workplace accommodation plan will be developed in consultation between the employment supervisor, an Employee Health Services Consultant or designate, and the employee with a disability requiring workplace accommodation. The Union will be informed of the name and Department of any employee for whom a plan has been developed. The Union and the Employees will cooperate in the arrangement of such accommodation. Documentation pursuant to this Article will be kept in confidence and made available to relevant individuals strictly on a need to know basis. (b) No employee will be asked to provide medical diagnosis at the outset of a request for medical accommodation or sick leave. In the event medical diagnosis will assist the accommodation and/or return to work processes, Employee Health Services will obtain an Employee’s consent to obtain such information. Return to Work (c) In fulfilling its duty to accommodate, the Employer has a responsibility to make every reasonable effort to provide, at the appropriate time, suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. Dependent on the circumstances, this may include the modification of work stations, equipment, or elements of the job, in keeping with the Employee’s medical requirements, providing that such accommodation does not create undue hardship to the Employer. (d) In the event an Employee provides their written consent to the Employer for the release of their medical information to the Union, the medical information shall be provided to the Union. (e) In the event an Employee provides their written consent to the Employer for a Union representative to attend at the Employee’s return to work meeting, if such a meeting is required by the Employer, the Union representative shall be entitled to attend. At the outset of facilitating an Employees’ return to work, the employee will be notified of the option for Union representation and provided appropriate contact information.

WORKPLACE ACCOMMODATION. If the risk posed by continuing any of your job functions so requires, you may obtain a paid Leave of Absence pending the job modification, re-assignment, or upon being informed in writing of the Company’s conclusion that it is not reasonably practicable to modify your job functions or to re-assign you. Before considering an unpaid Leave of Absence, versus reassignment or modification, the Company will consider the following factors: • The availability of an appropriate re-assignment or modification; • the effect the re-assignment or job modification will have on you and the Company’s operations; • The Company’s commitment to ensuring that no other employee shall be laid off as a consequence of a job modification or re-assignment of a pregnant or nursing employee; and • The Company’s commitment to ensuring that you shall incur no reduction in salary and/or benefits.

WORKPLACE ACCOMMODATION. (a) The Employer and the Union recognize their joint duty to accommodate disabled employees and agree to abide by the Ontario Human Rights Code with respect to accommodation of an employee with a disability (b) When it has been medically determined that an employee is unable to return to full duties of her position due to a disability, the Employer will meet with the employee and the Bargaining Unit President or their designate and if they wish, the staff representative of the Ontario Nurses’ Association to discuss the circumstances surrounding the employee’s return to suitable work. The Employer will pay the employee and the Bargaining Unit President or their designate for all time spent in return to work meetings. (c) Any agreement resulting from these discussions which conflicts with the Collective Agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. (d) Positions established in order to accommodate a disabled employee will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question, or if the employee ceases to require accommodation.

WORKPLACE ACCOMMODATION. (i) Any Employee who has become unable to do the normal and regular duties owing to partial disability or infirmity shall be given consideration for work within the Employee’s capabilities and qualifications. In assigning an Employee to a vacancy under this Article, it should be understood that the provisions of Article 9.01 would not apply. (ii) If an Employee, who is disabled due to illness or injury, is capable of returning to perform the essential duties of the pre-disability position, the Employee shall provide relevant medical documentation. (iii) Employees who request workplace accommodations will be given the option to have Union representation at meetings when a return to work (RTW) accommodation is developed. If the employee elects to have Union representation, any member of the local Executive may be asked to participate. (iv) It is understood that once the initial return to work place has been developed, the employee’s supervisor, or the Employee Health Coordinator will meet with the employee on a regular basis as required. In the event the employee has concerns over any return to work plans, the employee may elect to request a Union representative attend the meeting(s) with the Employer.

WORKPLACE ACCOMMODATION. 21.01 The Employer recognizes the importance of early and safe return to work and the accommodation of Employees with disabilities. The parties acknowledge their respective roles in fulfilling the duty to accommodate. The Employer, the Union and the Employees will fully cooperate in the arrangement of such accommodation. 21.02 In fulfilling its duty to accommodate, the Employer has a responsibility to make every reasonable effort to provide, at the time, suitable modified or alternate employment to Employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness, providing that such accommodation does not create undue hardship to the Employer.

WORKPLACE ACCOMMODATION. 23.01 The University is committed to providing workplace accommodation up to the point of undue hardship as required by the Ontario Human Rights Code, the Accessibility for Ontarians with Disabilities Act, and any other relevant legislation. Workplace accommodations shall be provided in accordance with the Employer’s 8.7 Employment Accommodation Policy in effect at the time of ratification of this agreement, or the same as may be amended by the Board as required by law during the term of this Agreement. 23.02 The Employer and the Union agree to take a collaborative approach to supporting Employees requiring workplace accommodations. Employees requesting a workplace accommodation have the responsibility to communicate any known medical accommodation needs and to cooperate with and participate actively in the accommodation process. Individuals attending meetings regarding their workplace accommodation may be accompanied by a representative of the Union. 23.03 The Employer reserves the right to require medical documentation of an illness or injury requiring a workplace accommodation and may require a medical certificate of disability be completed by a qualified treating physician. The Employer reserves the right to use a third party adjudication provider to assist in adjudicating medical documentation. The Employer may request additional medical documentation for further clarification of the Employees restrictions/limitations, illness or injury. Fees for medical documentation requested by the Abilities Management Department will be reimbursed upon provision of receipts. All medical information will go to the Abilities Management Department and is kept confidential. The Abilities Management Department will work with the supervisor to implement any necessary accommodation requests.