Modified Work/Return to Work. (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty.
Modified Work/Return to Work. (a) The normal retirement age is sixty-five (65) years of age. The Employer may continue to employ an employee beyond retirement age, if the Employer determines that the employee can satisfactorily perform the requirements of her classification. (Effective December 12, 2006, the parties agree this sub- section no longer applies).
Modified Work/Return to Work. (a) The Employer will notify the Bargaining Unit President and the Labour Relations Officer of the names of all employees who go off work due to a work related injury or when an employee goes on STD. The information provided will include;
Modified Work/Return to Work. (a) The Employer agrees to provide the Union and the employee with a copy of the Workers’ Safety and Insurance Board Form 7 at the same time it is sent to the Board. Return to Work Plan
Modified Work/Return to Work. The Hospital and the Association recognize that the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles:
Modified Work/Return to Work. The Hospital and the Association recognize they have a joint responsibility under the Human Rights Code to attempt to accommodate the return to work of a nurse who is unable to perform all of the requirements of her or his position due to a disability. There is a commitment and responsibility from both the Hospital and the Association to ensure that nurses disabled (whether permanently or temporarily) due to illness or injury are afforded available opportunities to return to work and/or participate in modified work programs, where appropriate. The nurse shall meet with the Employee Health Services to determine the medical information required to be obtained from the nurse’s physician. There is a commitment and responsibility of the nurse, at the earliest opportunity, to provide the Employee Health Services with this medical information regarding her or his ability to return to work and any restrictions.
Modified Work/Return to Work. (a) The Employer will notify the President of the Local Nurses’ Union of the names of all nurses off work due to a work related injury (whether or not the nurses are in receipt of WSIB Benefits) and those on LTD by the 15th of each month.
Modified Work/Return to Work. The Employer will notify the Bargaining Unit President and the Labour Relations Officer of the names of all employees who go off work due to disability or WSIB.
Modified Work/Return to Work. The Employer will notify the Union when an employee goes off work due to disability or WSIB.
Modified Work/Return to Work. (a) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of proving an opportunity for continued employment.
