Employee Rehabilitation. Referral to or voluntary enrollment in an employee assistance program, or other rehabilitation programs, including but not limited to alcohol and drug abuse, shall not be made a part of or otherwise noted in the employee's personnel file. Such program participation shall not be used as proof or justification for any charges otherwise made against any employee.
Employee Rehabilitation. 23.01 The City and the Union shall co-operate in an Employee Rehabilitation Program on mental health issues, and addictions.
Employee Rehabilitation. When an employee is unable to perform their regular job due to occupational or non-occupational accident, or illness, the Employer and the Union agree to work together to find suitable alternate rehabilitative work for the employee within the bargaining unit.
Employee Rehabilitation. The City and the Union shall co-operate in an Employee Rehabilitation Program on mental health, drug abuse and alcoholism. The City and the Union shall co-operate in seeking accommodation and/or placement of employees being medically declared fit to return to work following a period of disability during which they were in receipt of Workers' Compensation, sick leave or Long Term Disability benefits.
Employee Rehabilitation. The Company and the Union acknowledge their joint responsibility to ensure that employees who are disabled as a result of illness or injury are given every available opportunity to participate in rehabilitation programs, including rehabilitative employment. In order to facilitate access to such programs, members of the Joint Rehabilitation Committee and appropriate resources shall meet to identify rehabilitation opportunities. The Committee shall determine the possibilities for rehabilitation and provide assistance to employees to ensure a successful integration into the work environment. The Company will make every effort to facilitate access to rehabilitation which could involve modifications to the work schedule, the tools and/or the organization of work. However, such modifications must not be damaging for the health and safety of other workers. No privilege granted in this article can have the effect of giving an employee recall and layoff rights which he would not have had if he had been at work in regular conditions. It is agreed that when opportunities for rehabilitation become apparent, the employee and/or his personal physician shall be advised of these opportunities. The employee and his physician shall then assess whether the employee should benefit from the opportunity. If the employee and his physician decide to take advantage of the opportunity, the treating physician and/or the employee must consult the Health Centre to discuss a rehabilitation program. The Health Centre representative shall meet with the members of the Joint Comittee to identify rehabilitation opportunities and design a personalized progressive program. If a rehabilitation program does not involve rehabilitative employment, the current conditions for continued S & A or LTD shall be applicable. If a rehabilitation program involves rehabilitative employment, the employee will continue to draw Sickness and Accident (S&A) or Long Term Disability (LTD) Benefits, as the case may be. Earnings from such employment will be paid in addition to S&A or LTD benefits up to a level equal to 100% of the base rate plus COLA which the employee would have earned had he been at work on a full-time basis. If income from all sources exceed such levels, then S&A or LTD benefits will be reduced by the amount of income that exceed such 100% level. When an employee on rehabilitation is at work, he will retain the rights and privileges that he would normally have as if he would be on his regular job...
Employee Rehabilitation. Without detracting from the existing rights and obligations of the parties recognized in other provisions of this Agreement, the Employer and the Association agree to cooperate in encouraging employees afflicted with an addiction to undergo a coordinated program directed to the objective of their rehabilitation.
Employee Rehabilitation. The Company and the Union acknowledge their joint responsibility to ensure that employees who are disabled as a result of illness or injury are given every available opportunity to participate in rehabilitation programs, including rehabilitative employment. The Company and the Union agree that they will deal with these situations on a case-by-case basis. LETTER #5: RE: VIDEO DISPLAY TERMINALS (V.D.T.'S) To ensure that all potential health and safety aspects associated with Video Display Terminals (V.D.T.'s) are evaluated and controlled, the Company, in conjunction with the Local Joint Health & Safety Committee, will continue to review terminal stations in each location for: - All aspects of lighting - Screen glare - Character flicker - Seating and positioning relative to operator - Leg and knee room -Keyboard height - Document location - Physical aspects such as fatigue, eye strain and stress - Machine maintenance The review, including any modifications required, will continue during the life of the agreement.
Employee Rehabilitation. When an employee is unable to perform their regular job due to occupational or non-occupational accident or illness, the Co-operative and the Union agree to work together to find suitable alternate rehabilitative work for the employee within the bargaining unit to the point of undue hardship. When there is a meeting with the WCB Case Manager, Human Resource Manager, and the employee, the Union will be contacted and with the employee’s approval be invited to attend the meeting.
Employee Rehabilitation. The parties agree to meet by April 30, 2010 in order to prepare a mutually agreeable program to address their desire to accommodate disabled employees. The rehabilitation program will include an assessment of the employee’s ability to return to work.
Employee Rehabilitation. Any employee of the Employer having a drug or alcohol abuse problem that voluntarily comes forward and reports such a problem prior to being asked to submit to testing will be allowed to enter a drug and/or alcohol rehabilitation program. There will be no disciplinary action taken as a result of reporting such a problem. However, once this admission is made, the employee must enter a program of rehabilitation and submit to testing as described in this policy. This opportunity to enter a rehabilitation program in lieu of discharge is available only to employees who voluntarily enter such programs prior to being asked to submit to a drug or alcohol test. Refusal to enroll, participate, and successfully complete such a program will result in termination of the employee.
