Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following: i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits; ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked; iii) Employees who required temporary or permanent accommodation in the workplace. (b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties. (c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. (d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit. (e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace. (f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful. (g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit. (h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit. (i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration. (j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances: i) the employee is permanently accommodated in another position or arrangement; ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future; iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy: A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement. B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis. C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency. D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If Should the Union member ONA representative not be scheduled during regular business hours, the Bargaining Unit President or alternate will attend so as not to delay the meeting and the employee’s return to work. In the event that there is required no other alternative than to have the ONA representative attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose purposes of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurredrepresentative and Human Resources. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;; and
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the Hospital’s Human Resources People Services department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit after the following options have been exhausted:
i) Original position.
ii) Original unit.
iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement.
iv) Alternate positions outside the original unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) 1. A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees who have been absent from work because of disability for more than 23 months and are in receipt of long- term disability benefits
iii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iiiiv) Employees who required are currently on a temporary or permanent accommodation modified work program
v) Employees who are currently permanently accommodated in the workplace.
(b) 2. It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) 3. The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union and will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) 4. The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) 5. The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) 6. The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) 7. Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled disable employee who requires accommodation but cannot return to their home unit.
(h) 8. Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) 9. Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) 10. The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
(i) the employee is permanently accommodated in another position or arrangement;
(ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her their original position in the foreseeable future;
(iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A(a) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B(b) If and when it is confirmed that the disabled employee cannot return to her their original position, the position may be offered to the incumbent on a permanent basis.
C(c) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D(d) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return Return to their original position or unit has not occurredWork Representative. The Occupational Health Department in consultation with the Union representative Return to Work Representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Union will identify two (2) members, in addition to the Bargaining Unit President, who can serve as Return to Work Representatives. Article
6.01 will apply with respect to payment of these nurses.
(e) The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit.
(ef) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(fg) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(gh) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(hi) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(ij) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(jk) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her their original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electingselecting, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her their original position, the position may be offered to the incumbent on a permanent basis.
C) When Where a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s parties’ duty to accommodate that employee.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employeesnurses. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) 1. A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees Nurses who required temporary or permanent accommodation in the workplace.
(b) 2. It is understood that it is the obligation of the disabled employee nurse in receipt of short-term or term, long-term term, or WSIB disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) 3. The Occupational Health Department will discuss the needs of employees nurses for accommodation as soon as possible with their respective the appropriate manager or designate, . The Union and the Union RWC will advise the RWC be advised as soon as possible when return to their original position or unit has cannot occurredoccur. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) 4. The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit.
(e) 5. The parties recognize that more than one employee nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees nurses and will also consider ability to acquire skills, seniority and path of least disruption in the workplaceworkplace in determining a suitable, sustainable accommodation.
(f) 6. The committee will monitor the status of accommodated employees nurses and the status of employees nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee a nurse have proven unsuccessful.
(g) 7. Before posting, the Hospital’s Human Resources department will examine begin the process of examining all potential vacancies to determine if they can be used to accommodate a disabled employee nurse who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the 8. The Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees nurses in the unit, the operational needs of the unit, safety of patients and employees nurses working in the unit.
(i) 9. Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) 10. The home pre-disability position of a nurse who needs permanent accommodation may be posted under any one of the following circumstances:
(i) the employee nurse is permanently accommodated in another position or arrangement;
(ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original her/his pre-disability position in the foreseeable future;
(iii) the Hospital may elect to fill the disabled employeenurse’s home pre disability position by posting a temporary to position that is identified as potentially becoming a permanent vacancy:position.
Aa) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreementCollective Agreement.
Bb) If and when it is confirmed that the disabled employee nurse cannot return to her original her/his pre-disability position, the this position may be offered to the incumbent on a permanent basis.
Cc) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member half of which the member(s) will be a representative representatives of the Union. The committee will meet at least once per monthevery two months. The Union member member(s) will suffer no loss of regular earnings for attendance at such meetings. If the Union member member(s) is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per monthas required when a member of the bargaining unit is returning to work from sick leave or injury. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the employer will provide the above information to the bargaining unit president or designate on a monthly basis.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the Hospital’s Human Resources department Department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:;
A) In so electingselecting, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When Where a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s parties’ duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. X-1 The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven to be unsuccessful.
(g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation accommodations of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electingselecting, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s parties’ duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) 1. A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) 2. It is understood that it is the obligation of the disabled employee in receipt of short-short- term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) 3. The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) 4. The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) 1. A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) 2. It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) 3. The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union and will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) 4. The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) 5. The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) 6. The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) 7. Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled disable employee who requires accommodation but cannot return to their home unit.
(h) 8. Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) 9. Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) 10. The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
(i) the employee is permanently accommodated in another position or arrangement;
(ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
(iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
Aa) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
Bb) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
Cc) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
Dd) Filling ▇▇▇▇▇▇▇ of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employeesnurses. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) 1. A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees Nurses who required temporary or permanent accommodation in the workplace.
(b) 2. It is understood that it is the obligation of the disabled employee nurse in receipt of short-term or term, long-term term, or WSIB disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) 3. The Occupational Health Department will discuss the needs of employees nurses for accommodation as soon as possible with their respective the appropriate manager or designate, . The Union and the Union RWC will advise the RWC be advised as soon as possible when return to their original position or unit has cannot occurredoccur. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) 4. The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit.
(e) 5. The parties recognize that more than one employee nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees nurses and will also consider ability to acquire skills, seniority and path of least disruption in the workplaceworkplace in determining a suitable, sustainable accommodation.
(f) 6. The committee will monitor the status of accommodated employees nurses and the status of employees nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee a nurse have proven unsuccessful.
(g) 7. Before posting, the Hospital’s Human Resources department will examine begin the process of examining all potential vacancies to determine if they can be used to accommodate a disabled employee nurse who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the 8. The Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees nurses in the unit, the operational needs of the unit, safety of patients and employees nurses working in the unit.
(i) 9. Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) 10. The home pre-disability position of a nurse who needs permanent accommodation may be posted under any one of the following circumstances:
i) the employee nurse is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original her/his pre-disability position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employeenurse’s home pre disability position by posting a temporary to position that is identified as potentially becoming a permanent vacancy:position.
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreementCollective Agreement.
B) If and when it is confirmed that the disabled employee nurse cannot return to her original her/his pre-disability position, the this position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
Div) Filling filling of a disabled employeenurse’s home pre-disability position does not remove the Hospital’s duty to accommodate that employeenurse.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) 1. A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees who have been absent from work because of disability for more than 23 months and are in receipt of long-term disability benefits
iii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iiiiv) Employees who required are currently on a temporary or permanent accommodation modified work program
v) Employees who are currently permanently accommodated in the workplace.
(b) 2. It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) 3. The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union and will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) 4. The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) 5. The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) 6. The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) 7. Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled disable employee who requires accommodation but cannot return to their home unit.
(h) 8. Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) 9. Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) 10. The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
(i) the employee is permanently accommodated in another position or arrangement;
(ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
(iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
Aa) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
Bb) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
Cc) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
Dd) Filling ▇▇▇▇▇▇▇ of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employeesnurses. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) 1. A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees Nurses who required temporary or permanent accommodation in the workplace.
(b) 2. It is understood that it is the obligation of the disabled employee nurse in receipt of short-term or term, long-term term, or WSIB disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) 3. The Occupational Health Department will discuss the needs of employees nurses for accommodation as soon as possible with their respective manager the appropriate Manager or designate, . The Union and the Union RWC will advise the RWC be advised as soon as possible when return to their original position or unit has cannot occurredoccur. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) 4. The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit.
(e) 5. The parties recognize that more than one employee nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees nurses and will also consider ability to acquire skills, seniority and path of least disruption in the workplaceworkplace in determining a suitable, sustainable accommodation.
(f) 6. The committee will monitor the status of accommodated employees nurses and the status of employees nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee a nurse have proven unsuccessful.
(g) 7. Before posting, the Hospital’s Human Resources department will examine begin the process of examining all potential vacancies to determine if they can be used to accommodate a disabled employee nurse who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the 8. The Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees nurses in the unit, the operational needs of the unit, safety of patients and employees nurses working in the unit.
(i) 9. Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) 10. The home pre-disability position of a nurse who needs permanent accommodation may be posted under any one of the following circumstances:
i) the employee nurse is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original their pre-disability position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employeenurse’s home pre disability position by posting a temporary to position that is identified as potentially becoming a permanent vacancy:position.
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreementCollective Agreement.
B) If and when it is confirmed that the disabled employee nurse cannot return to her original their pre-disability position, the this position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
Div) Filling filling of a disabled employeenurse’s home pre-disability position does not remove the Hospital’s duty to accommodate that employeenurse.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;; and
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers for permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the Hospital’s Human Resources People Services department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit after the following options have been exhausted:
i) Original position.
ii) Original unit.
iii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement.
iv) Alternate positions outside the original unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose purposes of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her their original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electingselecting, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her their original position, the position may be offered to the incumbent on a permanent basis.
C) When Where a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s parties’ duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If Should the Union member ONA representative not be scheduled during regular business hours, the Bargaining Unit President or alternate will attend so as not to delay the meeting and the employee’s return to work. In the event that there is required no other alternative than to have the ONA representative attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose purposes of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurredrepresentative and Human Resources. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her their original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electingselecting, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her their original position, the position may be offered to the incumbent on a permanent basis.
C) When Where a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s parties’ duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employeesnurses. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be establishedestablished for the Bargaining Unit, and at least one member of which will be a representative of the Union. The committee will meet at least once per monthas required when a member of the bargaining unit is returning to work from sick leave or injury. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each meeting and on a monthly meeting basis, including the following:
i) Employees Nurses absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees Nurses who required temporary or permanent accommodation in the workplace. Should the committee not meet monthly, the Employer will provide the above information to the Bargaining Unit President or designate on a monthly basis.
(b) It is understood that it is the obligation of the disabled employee nurse in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees nurses for accommodation as soon as possible with their respective manager Manager or designate, and the Union and will advise the RWC as soon as possible when a member’s return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers of permanent accommodation to members that are within or outside the bargaining unit. All Accommodation Agreements will be documented in writing and signed by the Parties.
(e) The parties Parties recognize that more than one employee nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees nurses and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees nurses and the status of employees nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee a nurse have proven unsuccessful.
(g) Before postingposting a position within the Bargaining Unit, the Hospital’s Human Resources department Department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee nurse who requires accommodation but cannot return to their home unitunit and discuss with the Bargaining Unit President.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees nurses in the unit, the operational needs of the unit, safety of patients and employees nurses working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital Health Centre and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital Health Centre and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss be involved in all permanent accommodations and temporary accommodations of regular earnings for attendance at such meetingsan extended duration.
1. If On a monthly basis, the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital Health Centre will provide an updated list of information names to the RWC before each monthly meeting including Union that includes the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;.
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;.
iii) Employees who required temporary or permanent accommodation in the workplaceworkplace and updated information on all current accommodations.
(b) 2. It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term long- disability benefits to ensure advise the HospitalHealth Centre’s Occupational Health & Safety Services Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss 3. Prior to the needs implementation of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when a return to their original position or unit has not occurred. The Occupational work plan, the Health Department in consultation Centre will meet with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determinedto discuss all parameters of the return to work plan.
(d) 4. The Hospital Health Centre will advise the Union of offers of permanent accommodation within or outside the bargaining unit.
(e) 5. The parties recognize that more than one employee requiring permanent accommodation may be suitable for a particular position or arrangement. In such cases cases, the Hospital Health Centre will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation6. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the HospitalHealth Centre’s Human Resources department will examine all potential vacancies to determine if they can be used to permanently accommodate a disabled employee who requires permanent accommodation but cannot return to their her/his home unit.
(h) 7. Where such vacancies are within the bargaining unit, the Hospital Health Centre will consult with the Union on the feasibility of an a permanent accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) 8. Whether or not the parties agree to waive the posting procedure in order to facilitate an a permanent accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the permanent accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital and the Union both recognize their obligations Association are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Association agree to cooperate in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A joint Return to Work Committee (RWC) comprised of an equal number of Association and Hospital representatives will be established, at least one member . One of which the representatives will be a representative of the Unionrecognized as co-chair. The committee Committee will meet at least once per monthas required. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend co-chair, if attends meetings on their her day off they off, will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose purposes of determining premium. The Hospital A disabled nurse who is ready to return to work will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible Service with medical verification of any change in medical restrictions which may affect their her ability to return to regular or modified duties.
(c) The Occupational Health Department work including information regarding any restrictions. When a returning nurse is in need of a permanent accommodation the Hospital will discuss notify the needs of employees for accommodation as Bargaining Unit President and will provide the information obtained under above. As soon as possible practicablethe Committee will meet with their respective manager or designatethe affected nurse to create and recommend a return to work plan. In creating a return to work plan, the committee will examine the disabled nurse’s abilities and accommodation needs to determine if the nurse can return to her: original position original unit original with modifications to the work area and/or equipment and/or the work arrangement. \ In creating a return to work plan, the committee will consider the nurse’s abilities and accommodation needs, and the Union will advise the RWC as soon as possible when if she is unable to return to their original position or unit has not occurred. The Occupational Health Department work in consultation accordance with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
article (e) above, the committee will identify any positions in the Hospital in which the nurse may be accommodated. A nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a nurse will remain on the list of nurses requiring permanent accommodation The parties recognize that more than one employee nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the parties agree that in complying with articles (e) and (9 and above, they must balance additional factors including in no particular order: skills, ability ability, and experience of the employees and will also consider ability to acquire skills, seniority and skills path of least disruption in the workplace.
workplace the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce seniority When more than one nurse is deemed by the committee to be suitable for a particular position or arrangement, and the factors set our in articles (f) e), (9, and are relatively equal, seniority shall govern. The committee will monitor the status of accommodated employees nurses and the status of employees nurses awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Alternative Placements Before posting, the Hospital’s Human Resources department Committee will examine all potential vacancies to determine if they can be used to accommodate a disabled employee nurse who requires accommodation but cannot return to their her home unit.unit in accordance with article (e). If a vacancy is identified as suitable for accommodation purposes, the Committee may recommend holding the posting and convene a meeting of the Committee as soon as possible to determine:
(hA) Where such vacancies are within whether the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to after considering all factors including the number of accommodated employees nurses in the unit, the operational needs of the unit, safety of patients and employees nurses working in the unit.
(i) Whether or not , alternative resources, can reasonably accommodate a nurse \ whether the posting of the position under the collective agreement between the parties may be waived whether a position outside the bargaining unit may be an appropriate position for accommodating a nurse When the parties agree to waive the a permanent accommodation whether or not a job posting procedure in order to facilitate an accommodation is waived, and whether or not the position is within inside the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Hospital in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
X-1 The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss of regular earnings for attendance at such meetings. If the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital will provide an updated list of information to the RWC before each monthly meeting including the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;
iii) Employees who required temporary or permanent accommodation in the workplace.
(b) It is understood that it is the obligation of the disabled employee in receipt of short-term or long-term disability benefits to ensure the Hospital’s Occupational Health Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss the needs of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when return to their original position or unit has not occurred. The Occupational Health Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined.
(d) The Hospital will advise the Union of offers permanent accommodation within or outside the bargaining unit.
(e) The parties recognize that more than one employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the Hospital will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation. The committee will review any circumstances where attempts to accommodate an employee have proven to be unsuccessful.
(g) Before posting, the Hospital’s Human Resources department will examine all potential vacancies to determine if they can be used to accommodate a disabled employee who requires accommodation but cannot return to their home unit.
(h) Where such vacancies are within the bargaining unit, the Hospital will consult with the Union on the feasibility of an accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation accommodations of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electingselecting, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s parties’ duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement
Early and Safe Return to Work. The Hospital Health Centre and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital Health Centre and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.
(a) A Return to Work Committee (RWC) will be established, at least one member of which will be a representative of the Union. The committee will meet at least once per month. The Union member will suffer no loss be involved in all permanent accommodations and temporary accommodations of regular earnings for attendance at such meetingsan extended duration.
1. If On a monthly basis, the Union member is required to attend on their day off they will receive pay at straight time or time in lieu where possible for hours spent in return to work meetings. Such hours are invisible for the purpose of determining premium. The Hospital Health Centre will provide an updated list of information names to the RWC before each monthly meeting including Union that includes the following:
i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits;.
ii) Employees absent from work because of disability who are in receipt of Long Term Disability benefits including last day worked;.
iii) Employees who required temporary or permanent accommodation in the workplaceworkplace and updated information on all current accommodations.
(b) 2. It is understood that it is the obligation of the disabled employee in receipt of short-term or long-long- term disability benefits to ensure advise the HospitalHealth Centre’s Occupational Health & Safety Services Department is advised as soon as possible of any change in medical restrictions which may affect their ability to return to regular or modified duties.
(c) The Occupational Health Department will discuss 3. Prior to the needs implementation of employees for accommodation as soon as possible with their respective manager or designate, and the Union will advise the RWC as soon as possible when a return to their original position or unit has not occurred. The Occupational work plan, the Health Department in consultation Centre will meet with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determinedto discuss all parameters of the return to work plan.
(d) 4. The Hospital Health Centre will advise the Union of offers of permanent accommodation within or outside the bargaining unit.
(e) 5. The parties recognize that more than one employee requiring permanent accommodation may be suitable for a particular position or arrangement. In such cases cases, the Hospital Health Centre will consider the skills, ability and experience of the employees and will also consider ability to acquire skills, seniority and path of least disruption in the workplace.
(f) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation6. The committee will review any circumstances where attempts to accommodate an employee have proven unsuccessful.
(g) Before posting, the HospitalHealth Centre’s Human Resources department will examine all potential vacancies to determine if they can be used to permanently accommodate a disabled employee who requires permanent accommodation but cannot return to their her/his home unit.
(h) 7. Where such vacancies are within the bargaining unit, the Hospital Health Centre will consult with the Union on the feasibility of an a permanent accommodation giving consideration to all factors including the number of accommodated employees in the unit, the operational needs of the unit, safety of patients and employees working in the unit.
(i) Whether or not the parties agree to waive the posting procedure in order to facilitate an accommodation and whether or not the position is within the bargaining unit, the parties will sign an agreement containing the details of the accommodation. The parties may also agree to a written agreement for temporary accommodation of extended duration.
(j) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances:
i) the employee is permanently accommodated in another position or arrangement;
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to her original position in the foreseeable future;
iii) the Hospital may elect to fill the disabled employee’s home position by posting a temporary to permanent vacancy:
A) In so electing, the position will be filled in accordance with the job posting provisions of the collective agreement.
B) If and when it is confirmed that the disabled employee cannot return to her original position, the position may be offered to the incumbent on a permanent basis.
C) When a job offer is made for the vacancy, the successful applicant will be clearly advised of the temporary status of the position and of its potential permanency.
D) Filling of a disabled employee’s home position does not remove the Hospital’s duty to accommodate that employee.
Appears in 1 contract
Sources: Collective Agreement