Return to Work Procedures a) When an Employee decides to return to work after her pregnancy leave, she shall provide the Employer, whenever possible, with at least four (4) weeks written notice.
Return to Work Procedures. Ventra will make every reasonable effort to accommodate employees coming within the scope of this agreement with suitable alternate, temporary or permanent employment, by reviewing, and if necessary, modifying their regular duties. In order to accommodate a disabled employee the following shall apply in the order listed below: First, the disabled employee's present position will be considered for modification. The goal will be to bring the injured/ill worker back to the essential duties of their pre-injury job. Second, the essential duties of positions within the disabled employee's classification will be considered. Third, subject to the collective agreement, creating a job by cobbling functions will be considered. Fourth, the essential duties of positions within the bargaining unit will be considered. The JRTWC will be responsible for developing a Return to Work Plan based on the above criteria. The Return to Work Plan should be based on the nature and adaptability of the employees’ restriction status. Hours of work will be determined as per restrictions provided by W.S.I.B. and/or the employee's attending physician or physiotherapist, and tailored to, the individual workers’ needs. The Return to Work Plan should not be an arbitrary mould and should extend to the time required to benefit the injured worker. The job that the worker returns to should help the worker get better. It should be offered at the time as soon as possible after the injury and consistent with applicable legislation. It should be constructive and rehabilitative and it should assist the worker in re-integrating into the work force. The program should be consistent with the collective agreement and not impose any arbitrary or unnecessary restrictions. Employees who are working in accommodated assignments are eligible for their share of overtime work opportunities that arise in their respective assignments. Accommodated employees will not be eligible for work opportunities outside of their medical restrictions. An employee who is no longer able to perform the normal required work of his/her job within a classification but is able to perform other duties, or an employee who has incurred a permanent or partial disability will, by agreement between the Employer and the Union, per Article 11.05 of the Collective Agreement, be assigned to or retained at an operation within his/her medical restrictions at their original rate for two (2) years from the date of injury. If the job he/she is perf...
Return to Work Procedures. Any employee that is returning to work either from Weekly Indemnity or Workers' Compensation, is expected to first receive clearance from the Human Resources Manager. If circumstances prevent the Human Resources Manager from being contacted, only then may the employee receive clearance from either his/her department manager or immediate supervisor. However, any employee with work restrictions may only receive clearance form the Human Resources Manager or an alternate Company official. Ontario Health Insurance Plan: The Ontario Health Insurance Plan provides coverage for basic surgical-medical-diagnostic benefits, and benefits and basic xxxx hospitalisation benefits for employees and their eligible dependants, and a condition of employment subject to Provincial Legislation. Additional semi-private hospital accommodation and major medical benefits are provided through our private policy as a supplementary benefit. This supplementary benefit becomes effective on the first day following the completion of one (1) month's service.
Return to Work Procedures. A. A licensed staff member with more than three (3) years of District teaching experience whose contract has been terminated due to a RIF shall be placed on a recall list and shall have re-employment rights for that vacant position for which he is qualified in order of seniority for a period of two (2) years. It is the responsibility of the licensed staff member to keep the school district informed of his current address. A certified letter listing the opening will be mailed from the District to the last known address of the affected teacher informing him of the position and the closing date for application. It is the responsibility of the teacher to reply with a letter of acceptance for the position within twenty (20) calendar days after the postmarked date of the certified letter.
Return to Work Procedures a) When an employee decides to return to work after her parental leave, she shall provide the Employer, whenever possible, with at least four (4) weeks written notice;
Return to Work Procedures. The Employer will make every reasonable effort to accommodate employees coming within the scope of this agreement with suitable alternate, temporary or permanent employment, by reviewing, and if necessary, modifying their regular duties. In order to accommodate a disabled employee the following shall apply in the order listed below: First, the disabled employee’s present position will be considered for modification. The goal will be to bring the injured/ill worker back to the essential duties of their pre-injury job. Second, the essential duties of positions within the disabled employee’s classification, will be considered. Third, the essential duties of positions within the bargaining unit will be considered. Fourth, subject to the collective agreement, creating a job by cobbling functions, will be considered. The Parties will be responsible for developing a Return to Work Plan based on the above criteria. The Return to Work Plan should be based on, and tailored to, the individual worker’s needs as supported by medical documentation. The Return to Work Plan should not be an arbitrary mould and should extend to the time required to benefit the injured worker. The job that the worker returns to should help the worker get better. It should be offered at the time at which the worker is ready for, and will benefit, from it. It should be constructive and rehabilitative and it should assist the worker in re- integrating into the work force. The program should be consistent with the collective agreement and not impose any arbitrary or unnecessary restrictions such as permitting no overtime for the employee. The worker should suffer no wage loss as a result of temporary accommodation.
Return to Work Procedures a) Where an employee decides to return to work after her pregnancy leave, she is requested to notify the employer in writing whenever possible at least 6 weeks prior to her expected date of return to work. At the very least, the employee is required to provide under the EAS a minimum of 4 weeks notice.
Return to Work Procedures a) When an employee decides to return to work after their leave, they are requested to notify the employer in writing whenever possible at least 6 weeks prior to their expected date of return to work. At the very least the employee is required to provide under the ESA a minimum of 4 weeks notice.
Return to Work Procedures. A. A licensed staff member with more than three (3) years of District teaching experience whose contract has been terminated due to a RIF shall be placed on a recall list and shall have re-employment rights for that vacant position for which he is qualified in order of seniority for a period of two (2) years. It is the responsibility of the licensed staff member to keep the school district informed of his current address.
Return to Work Procedures. When an Employee decides to return to work after his/her parental leave he/she shall provide the Employer with at least four (4) weeks written notice. Subject to any changes to the Employee’s status which would have occurred had the Employee not been on parental leave, the Employee shall be reinstated to his/her former duties and at the same rate of pay. If the former position no longer exists, he/she shall be placed in an equivalent position in accordance with his/her seniority. It is understood that an Employee who has been absent form the work force on extended parental leave may require retraining and that the Employee shall co-operate in the retraining process.
