Common use of ACCOMMODATION/RETURN TO WORK Clause in Contracts

ACCOMMODATION/RETURN TO WORK. ‌ 19:01 The University recognizes its duty to accommodate the disabilities of the bargaining unit members under the Ontario Human Rights Code. a) The University agrees to recognize and, to the extent outlined in this article, to deal with a Union Representative. The University will pay for the Representative to receive up to three (3) (or more as agreed to between the parties) days of appropriate training in accommodation issues through a training programme that will be agreed to in advance by the Union and the University. b) Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, the Union may assign the Representative to represent the employee. The University may also request that the Union direct the Union Representative to participate in discussions regarding a particular case before a dispute arises. The University shall notify employees who require accommodation and/or are returning to work from a leave that was due to disability of their right to representation. With the written consent of the employee, the Union Representative shall have access to any relevant medical information related to the accommodation and/or return to work of the employee. c) Where the University proposes a particular measure of accommodation, or does not adopt a proposal by an employee / Union of a particular measure of accommodation, the University shall provide the Union Representative with the reasons for the proposal or denial at the Union’s request. d) The Union Representative will suffer no loss of straight-time pay when meeting with the University on accommodation and/or return to work issues, or for time necessarily spent in the handling of grievances where the Representative is acting in place of a Union ▇▇▇▇▇▇▇. e) Disputes regarding accommodation and/or return to work shall be subject to the grievance procedure beginning at Step Two. f) The employee will be reimbursed for all medical reports related to accommodation that the University may request subsequent to the initially completed University of Toronto Return to Work Form. Reimbursement will be up to the amount as outlined in the Ontario Medical Association’s Guidelines.

ACCOMMODATION/RETURN TO WORK. ‌ 19:01 30:01 The University recognizes its duty to accommodate the employees with disabilities of the bargaining unit members under in accordance with the Ontario Human Rights Code. (a) The University agrees to recognize and, to the extent outlined in this article, to deal with a Union Representative. The University will pay for the Representative to receive up to three (3) (or more as agreed to between the parties) days of appropriate training in accommodation issues through a training programme that will be agreed to in advance by the Union and the University. b) Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, the Union may assign the Representative to represent the employee. The University may also request that the Union direct the Union Representative to participate in discussions regarding a particular case before a dispute arises. The University shall notify employees who require accommodation and/or are returning to work from a leave that was due to disability of their right to representation. Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, the Union may assign a Union Representative to represent the employee. The University may request that the Union appoint a Union Representative to participate in discussions regarding a particular case before a dispute arises. If the Union appoints a Union Representative, the Union will advise the University of the designated Union Representative who will represent the employee. (b) With the written consent of the employee, the designated Union Representative shall have access to any relevant medical information related to the accommodation and/or return to work of the employee. (c) Where the University proposes a particular measure of accommodation, or does not adopt a proposal by an employee / or the Union of a particular measure of accommodation, the University shall provide the designated Union Representative with the reasons for the proposal or denial at the Union’s request. (d) The If the designated Union Representative will suffer no loss is an employee in the bargaining unit, the designated Union Representative shall be paid at their regular rate of straight-time pay when meeting with to attend meetings convened by the University on accommodation and/or return for purposes of this Article, and for the preparation time necessary, not to work issues, or for time necessarily spent in exceed one (1) hour per meeting convened by the handling of grievances where the Representative is acting in place of a Union ▇▇▇▇▇▇▇University. (e) Disputes regarding accommodation and/or return to work shall be subject to the grievance procedure beginning at Step Two. f) The 30:02 Where an employee has submitted medical documentation to Accessibility Services regarding a disability and gives written consent to Health & Well-being Programs and Services, medical documentation may be requested directly from Accessibility Services by Health & Well-being Programs and Services. 30:03 Where appropriate supporting medical documentation indicates that the employee requires accommodation in order to fulfill the essential duties of their job, a workplace accommodation plan will be reimbursed for all medical reports related developed by Health & Well-being Programs and Services in consultation with the employee and the appropriate departmental academic administrator(s). 30:04 Documentation pursuant to accommodation that the University may request subsequent to the initially completed University of Toronto Return to Work Form. Reimbursement this Article will be up kept in confidence and made available to relevant individuals strictly on a need-to-know basis. For clarity, the amount as outlined in employee’s supervisor shall only have the Ontario Medical Association’s Guidelinesinformation necessary to implement the accommodation.

ACCOMMODATION/RETURN TO WORK. ‌ 19:01 31:01 The University recognizes its duty to accommodate the employees with disabilities of the bargaining unit members under in accordance with the Ontario Human Rights Code. (a) The University agrees to recognize and, to the extent outlined in this article, to deal with a Union Representative. The University will pay for the Representative to receive up to three (3) (or more as agreed to between the parties) days of appropriate training in accommodation issues through a training programme that will be agreed to in advance by the Union and the University. b) Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, the Union may assign the Representative to represent the employee. The University may also request that the Union direct the Union Representative to participate in discussions regarding a particular case before a dispute arises. The University shall notify employees who require accommodation and/or are returning to work from a leave that was due to disability of their right to representation. Where there is a dispute involving the accommodation and/or the return to work of an employee covered by this Agreement, the Union may assign a Union Representative to represent the employee. The University may request that the Union appoint a Union Representative to participate in discussions regarding a particular case before a dispute arises. If the Union appoints a Union Representative, the Union will advise the University of the designated Union Representative who will represent the employee. (b) With the written consent of the employee, the designated Union Representative shall have access to any relevant medical information related to the accommodation and/or return to work of the employee. (c) Where the University proposes a particular measure of accommodation, or does not adopt a proposal by an employee / or the Union of a particular measure of accommodation, the University shall provide the designated Union Representative with the reasons for the proposal or denial at the Union’s request. (d) The If the designated Union Representative will suffer no loss is an employee in the bargaining unit, the designated Union Representative shall be paid at their regular rate of straight-time pay when meeting with to attend meetings convened by the University on accommodation and/or return for purposes of this Article, and for the preparation time necessary, not to work issues, or for time necessarily spent in exceed one (1) hour per meeting convened by the handling of grievances where the Representative is acting in place of a Union ▇▇▇▇▇▇▇University. (e) Disputes regarding accommodation and/or return to work shall be subject to the grievance procedure beginning at Step Two. f) The 31:02 Where an employee has submitted medical documentation to Accessibility Services regarding a disability and gives written consent to Health & Well-being Programs and Services, medical documentation may be requested directly from Accessibility Services by Health & Well-being Programs and Services. 31:03 Where appropriate supporting medical documentation indicates that the employee requires accommodation in order to fulfill the essential duties of their job, a workplace accommodation plan will be reimbursed for all medical reports related developed by Health & Well-being Programs and Services in consultation with the employee and the appropriate departmental academic administrator(s). 31:04 Documentation pursuant to accommodation that the University may request subsequent to the initially completed University of Toronto Return to Work Form. Reimbursement this Article will be up kept in confidence and made available to relevant individuals strictly on a need-to-know basis. For clarity, the amount as outlined in employee’s supervisor shall only have the Ontario Medical Association’s Guidelinesinformation necessary to implement the accommodation.