Early Return to Work Program Sample Clauses

The Early Return to Work Program clause establishes a framework for employees who have been injured or are recovering from illness to resume work duties in a modified or transitional capacity before they are fully recovered. Typically, this involves assigning alternative tasks or adjusting work hours and responsibilities to accommodate medical restrictions, ensuring the employee can contribute productively while still recuperating. The core function of this clause is to facilitate a smoother, safer reintegration of employees into the workplace, minimizing prolonged absences and supporting both employee well-being and organizational productivity.
Early Return to Work Program. In an effort to maintain the Employer’s skilled workforce, the Employer will have an Early Return to Work program to enhance the recovery of employees who are injured or contract an occupational disease in the course and scope of state employment. Employees shall be placed in temporary modified duty assignments, when such work is available and the employee is physically able to perform the work. The Employer may require a fitness for Duty Statement prior to the employee’s return to full duty.
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Early Return to Work Program. Aleut expects Project Managers to make every effort to provide temporary light duty work for employees who are restricted from their regular work due to a work related injury. This program will help injured workers in their rehabilitation from the injury and control workers’ compensation costs.
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Early Return to Work Program. With the advice of the Actuary and, if the Board considers it appropriate, the Benefits Consultant, the Board shall adopt an early return to work program (the “Early Return to Work Program”) which shall be designed and implemented by the Board. The Board may fund the Early Return to Work Program from the Government LTD Funding.
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Early Return to Work Program. In order to provide temporary alternative work to employees who are unable to perform their regular duties due to industrial injury or illness, the District has adapted an early return-to-work program designed to return the injured employee to work in a physically appropriate job as soon as the treating physician deems it medically feasible, and when temporary alternative work in available. Due to the limited amount of temporary alternative work available, employees are assigned on a “first come, first served” basis, to appropriate positions as available. The Business Manager will determine the employee’s eligibility for the program, placement in temporary work, record keeping , and monitoring the progress and full return to work of the employee(s) in the early return-to-work program. The temporary work assignment is not considered to be part of the regular staffing pattern. The employee must have a medical clearance authorization slip from the attending physician specifying work restrictions and abilities. Employees returning to work as part of the program are encouraged to schedule physical therapy and doctor’s appointments around their work schedules. If this cannot be arranged, appointments should be scheduled at the beginning or end of the workday. when possible. All appointments requiring time away from work must have written verification of time in and out of the facility to present to their supervisors. If employee health status changes, it must be reported immediately to their supervisor and management. While on the early return-to-work program, employees will be evaluated at 30 days or when medically stationary, whichever occurs first. As long as work can be provided, there is no right of refusal without jeopardizing benefits and entitlements. A temporary alternative assignment will be made only when the work is available and of benefit to the District. The temporary position, if offered, will end the date the employee receives a release to return to regular duty, and may be ended at any time if there is no longer a need for the temporary alternative work or due to performance concerns. Each case will be assessed individually based on need. Wages and hours will not necessarily be the same as that of the regular job.
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Related to Early Return to Work Program

  • Modified Work/Return to Work Programs The Employer and the Union recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or permanently disabled, to enable their safe return to work. The parties undertake to provide safe and meaningful employment for all nurses based on the following objectives and principles:

  • Modified Work/Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. (b) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (c) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.

  • Early and Safe Return to Work The Hospital and the Union 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 Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he 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. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.