Common use of Early and Safe Return to Work Clause in Contracts

Early and Safe Return to Work. The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such committee will normally be comprised of the employee, a Union representative and the employee’s Manager. (c) When a returning employee is in need of modified work the Employer will advise the Union, and the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding a return to work plan. (d) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (e) Before posting, the Employer’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 original position. (f) Any return to work plan developed in accordance with the above will be in writing containing the details of the accommodation.

Early and Safe Return to Work. 18.01 The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide the Manager, Workplace Health Return to Work and Accommodation Specialist or designate with medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc In creating a back to work plan, the Return to Work Committee and Accommodation Specialist will be established when required to develop a return to work plan. Such committee will normally be comprised of the employee, a Union representative and examine the employee’s Managerabilities and accommodation needs to determine if the employee can return to their: i) original position; ii) original position with modifications to the work area and/or equipment and/or the work arrangement; and iii) alternate positions outside the original position, including current vacancies. (c) When a returning employee is in need of modified work As soon as practical the Employer will advise the UnionManager, and the parties shall decide whether a meeting of an ad-hoc Workplace Health Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, and Accommodation Specialist or designate and the Committee manager to whom the employee reports and the Union will meet as soon as practicable with the returning employee to make recommendations regarding create and recommend a review the return to work plan. (d) The parties agree that to find suitable accommodation work the following factors will be considered they must balance additional factors, including in no particular order: i) skills, ability and experience; ii) ability to acquire skills; iii) path of least disruption in the workplace; and iv) the principle that all efforts shall be made to provide work to someone that otherwise would remain outside the active workplace. (e) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (e) Before posting, the Employer’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 original position. (f) Any All return to work plan developed in accordance with the above arrangements will be in writing containing the details of the accommodation.

Early and Safe Return to Work. The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such committee will normally be comprised of the employee, a Union representative and the employee’s Manager. (c) When a returning employee is in need of modified work the Employer will advise the Union, and the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding a return to work plan. (d) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (e) Before posting, the Employer’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 original position.position.‌ (f) Any return to work plan developed in accordance with the above will be in writing containing the details of the accommodation.

Early and Safe Return to Work. The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such committee will normally be comprised of the employee, a Union representative and the employee’s Manager. (c) When a returning employee is in need of modified work the Employer will advise the Union, and the parties shall decide whether a meeting of an ad-ad- hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding a return to work plan. (d) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (e) Before posting, the Employer’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 original position. (f) Any return to work plan developed in accordance with the above will be in writing containing the details of the accommodation.

Early and Safe Return to Work. The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide the Manager, Workplace Health or designate with medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This . (b) As soon as practical the Manager, Workplace Health or designate and the manager to whom the employee reports and the Union will form meet with the basis of any returning employee to review and evaluate return to work plan. (bc) An ad-hoc Return to Work Committee will be established when required to develop In reviewing and evaluating a return back to work plan. Such committee , the parties will normally be comprised of the employee, a Union representative and examine the employee’s Manager. (c) When a returning abilities and accommodation needs to determine if the employee is in need of modified work the Employer will advise the Union, and the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding a can return to their: i) original position ii) original position with accommodation iii) original program/branch iv) original program/branch, position with modifications to the work planarea and/or equipment and/or the work arrangement; and v) alternate positions outside the original program/branch. (d) The parties agree that to find suitable accommodation work they must balance additional factors, including in no particular order: i) skills, ability and experience ii) ability to acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work to someone who otherwise would remain outside the active workplace. (e) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (ef) The Employer will provide an updated list of information to the Bargaining Unit President monthly including the following: i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits, and 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 require temporary or permanent accommodation in the workplace. (g) Before posting, the Employer’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 original home position. (fh) Any All return to work plan developed in accordance with the above arrangements will be in writing containing the details of the accommodation. (i) The Employer may refer the Employee to an independent medical professional under the following circumstances and after consultation with the Union. I. There is a reason to question the legitimacy of the employee’s request for medical accommodation or the adequacy of the information provided; II. The employee’s health care practitioner has not responded to reasonable requests for medical information; III. The medical information provided is inconsistent, despite attempts made to clarify; IV. The employee has not cooperated with reasonable requests. The Employer will provide the Employee with the names of three (3) medical professionals of which one will be selected. The medical professional selected will provide an opinion as to the Employee’s fitness to return to work and his/her abilities and limitations. The Employer shall pay all costs of the independent medical examination and the employee shall suffer no loss of earnings and be reimbursed for all reasonable related expenses incurred as a result of attending the examination.

Early and Safe Return to Work. 20.01 The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide the Manager, Workplace Health or designate with medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such committee will normally be comprised of As soon as practical the employeeManager, a Union representative Workplace Health or designate and the employee’s Manager. (c) When a manager to whom the employee reports and the Union will meet with the returning employee is in need of modified work the Employer will advise the Union, to create and the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding recommend a return to work plan. (c) In creating a back to work plan, the parties will examine the employee’s abilities and accommodation needs to determine if the employee can return to their: i) original position ii) original program/branch iii) original program/branch, position with modifications to the work area and/or equipment and/or the work arrangement; and iv) alternate positions outside the original program/branch. (d) The parties agree that to find suitable accommodation work they must balance additional factors, including in no particular order: i) skills, ability and experience ii) ability to acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work to someone who otherwise would remain outside the active workplace. (e) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (ef) The Employer will provide an updated list of information to the Bargaining Unit President monthly including the following: i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits, and 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 require temporary or permanent accommodation in the workplace. (g) Before posting, the Employer’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 original position.not (fh) Any All return to work plan developed in accordance with the above arrangements will be in writing containing the details of the accommodation.

Early and Safe Return to Work. The Employer and the Union recognize their obligations to participate and cooperate in a process which ensures that employees are committed to a consistentprovided with medical leaves of absence, fairas medically necessary, approach to meeting and which also provides for the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them prompt and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the effective return to work of returning employeesthose injured and disabled employees to active employment. 1. To qualify for a medical leave of absence of greater than three (a3) consecutive work days, an employee must submit to the Company’s provider current medical evidence of his/her illness or disability with restrictions, limitations, expected duration and prognosis clearly identified by a duly qualified medical practitioner and any other relevant information required by the provider to offer effective medical case management. 2. The Employer reserves the right to require an Independent Medical Evaluation (IME) by a duly qualified medical practitioner selected from a list agreed by the Employer and the Union, including specialists, to review and evaluate an employee`s restrictions and limitations in the following situations: (i) An employee requiring accommodation returning to work from an extended sickness or injury who is ready to has exhausted his/her benefits or an employee who does not return to work will who has been denied benefits; or (ii) In the event of unclear or contradictory medical information. 3. Employees shall promptly comply with the request of the Employer to undergo an Independent Medical Evaluation (IME). 4. The results of the IME are to be determined as one (1) of the following three (3) alternatives: (i) Fit for work with no restrictions, including ability to attend work regularly; (ii) Unfit for work with prognosis for return; or (iii) Fit for work with restrictions (described in detail). 5. The Employer agrees to provide medical verification satisfactory a copy of the IME results to the employee upon request by the employee. 6. The Employer will pay the cost of their ability such IME. 7. The Employer recognizes its duty to return accommodate the work or workplace to work, including specific information regarding any restrictions. This will form the basis needs of any the disabled employee injured as a result of an injury (not limited to workplace injury) in order to facilitate an early and safe return to work plan. (b) An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such committee will normally be comprised of the employee, a Union representative and the employee’s Managerpre- injury employment or other available suitable bargaining unit work. (c) When a returning employee is in need of modified work the Employer will advise the Union, and the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding a return to work plan. (d) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (e) Before posting, the Employer’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 original position. (f) Any return to work plan developed in accordance with the above will be in writing containing the details of the accommodation.

Early and Safe Return to Work. 18.01 The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide the Director, Employee Wellness Services or designate with medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc In creating a back to work plan, the Return to Work Committee and Accommodation Specialist will be established when required to develop a return to work plan. Such committee will normally be comprised of the employee, a Union representative and examine the employee’s Managerabilities and accommodation needs to determine if the employee can return to their: i) original position; ii) original position with modifications to the work area and/or equipment and/or the work arrangement; and iii) alternate positions outside the original position, including current vacancies. (c) When a As soon as practical the Director, Employee Wellness Services or designate and the manager to whom the employee reports and the Union will meet with the returning employee is in need of modified work to create and recommend a review the Employer will advise the Union, and the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding a return to work plan. (d) The parties agree that to find suitable accommodation work the following factors will be considered and they must balance additional factors, including in no particular order: i) skills, ability and experience; ii) ability to acquire skills; iii) path of least disruption in the workplace; and iv) the principle that all efforts shall be made to provide work to someone that otherwise would remain outside the active workplace. (e) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (e) Before posting, the Employer’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 original position. (f) Any All return to work plan developed in accordance with the above arrangements will be in writing containing the details of the accommodation.

Early and Safe Return to Work. The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide the Manager, Workplace Health or designate with medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such committee will normally be comprised of As soon as practical the employeeManager, a Union representative Workplace Health or designate and the employee’s Manager. (c) When a manager to whom the employee reports and the Union will meet with the returning employee is in need of modified work the Employer will advise the Union, to create and the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding recommend a return to work plan. (c) In creating a back to work plan, the parties will examine the employee’s abilities and accommodation needs to determine if the employee can return to their: i) original position ii) original program/branch iii) original program/branch, position with modifications to the work area and/or equipment and/or the work arrangement; and iv) alternate positions outside the original program/branch. (d) The parties agree that to find suitable accommodation work they must balance additional factors, including in no particular order: i) skills, ability and experience ii) ability to acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work to someone who otherwise would remain outside the active workplace. (e) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (ef) The Employer will provide an updated list of information to the Bargaining Unit President monthly including the following: i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits, and 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 require temporary or permanent accommodation in the workplace. (g) Before posting, the Employer’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 original home position. (fh) Any All return to work plan developed in accordance with the above arrangements will be in writing containing the details of the accommodation.

Early and Safe Return to Work. The Employer Hospital and the Union Association are committed to a consistent, fair, fair approach to meeting the needs of injured employees or employees recovering from an illnessdisabled workers, to restoring them to work which is meaningful for them and valuable to the Employer Hospital, and to meeting the parties’ responsibilities under the law. The Employer To that end, the Hospital and the Union Association agree to co-operate cooperate in facilitating the return to work of returning disabled employees. (a) An employee requiring accommodation A joint Return to Work Committee (RWC) comprised of an equal number of Association and Hospital representatives will be established. One of the Association representatives will be recognized as co-chair. The Committee will meet as required. The Union co-chair, if she/he attends RWC meetings on her day off, will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. (b) A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification satisfactory to the Employer of their her ability to return to work, work including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such committee will normally be comprised of the employee, a Union representative and the employee’s Manager. (c) When a returning employee nurse is in need of modified work a permanent accommodation the Employer Hospital will advise notify the Union, Bargaining Unit President and will provide the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(sinformation obtained under (b) of a Committee. When required, above. (d) As soon as practicable the Committee will meet as soon as practicable with the affected nurse to make recommendations regarding create and recommend a return to work plan. (d) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (e) Before postingIn creating a return to work plan, the Employer’s Human Resources department committee will examine all potential vacancies the disabled nurse’s abilities and accommodation needs to determine if they the nurse can be used to accommodate a disabled employee who requires accommodation but cannot return to their her: 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. (f) Any In creating a return to work plan developed plan, the committee will consider the nurse’s abilities and accommodation needs, and if she is unable to return to work in accordance with article (e) above, the above committee will identify any positions in the Hospital in which the nurse may be accommodated. (g) A nurse in writing containing need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such a nurse will remain on the details list of the nurses requiring permanent accommodation. (h) The parties recognize that more than one nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with articles (e) and (f) and (g) above, they must balance additional factors including in no particular order: i) skills, ability, and experience ii) ability to acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce v) seniority (i) 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 (e), (f), (g) and

Early and Safe Return to Work. The Employer and the Union are committed to a consistent, fair, approach to meeting the needs of injured employees or employees recovering from an illness, to restoring them to work which is meaningful for them and valuable to the Employer and to meeting the parties’ responsibilities under the law. The Employer and the Union agree to co-operate in facilitating the return to work of returning employees. (a) An employee requiring accommodation who is ready to return to work will provide the Manager, Workplace Health or designate with medical verification satisfactory to the Employer of their ability to return to work, including specific information regarding any restrictions. This will form the basis of any return to work plan. (b) An ad-hoc Return to Work Committee will be established when required to develop a return to work plan. Such committee will normally be comprised of As soon as practical the employeeManager, a Union representative Workplace Health or designate and the employee’s Manager. (c) When a manager to whom the employee reports and the Union will meet with the returning employee is in need of modified work the Employer will advise the Union, to create and the parties shall decide whether a meeting of an ad-hoc Return to Work Committee is necessary. It is acknowledged that not all requests for modified work shall necessitate meeting(s) of a Committee. When required, the Committee will meet as soon as practicable to make recommendations regarding recommend a return to work plan. (c) In creating a back to work plan, the parties will examine the employee’s abilities and accommodation needs to determine if the employee can return to their: i) original position ii) original position with accommodation iii) original program/branch iv) original program/branch, position with modifications to the work area and/or equipment and/or the work arrangement; and v) alternate positions outside the original program/branch. (d) The parties agree that to find suitable accommodation work they must balance additional factors, including in no particular order: i) skills, ability and experience ii) ability to acquire skills iii) path of least disruption in the workplace iv) the principle that more should be done to provide work to someone who otherwise would remain outside the active workplace. (e) The Employer and the Union will monitor, with the employee, progress and duties as required until the employee is able to resume their regular duties or a decision is made that permanent changes are required. A medical certificate satisfactory to the Employer will be required in either case. (ef) The Employer will provide an updated list of information to the Bargaining Unit President monthly including the following: i) Employees absent from work because of disability who are in receipt of Workplace Safety Insurance Board benefits, and 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 require temporary or permanent accommodation in the workplace. (g) Before posting, the Employer’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 original home position. (fh) Any All return to work plan developed in accordance with the above arrangements will be in writing containing the details of the accommodation.