Joint Return to Work Clause Samples

The Joint Return to Work clause establishes a collaborative process between an employer and an employee, typically after the employee has been absent due to illness or injury, to facilitate a safe and effective return to the workplace. This clause often outlines the steps both parties must take, such as conducting meetings, developing a return-to-work plan, and possibly making reasonable accommodations or adjustments to duties. Its core practical function is to ensure a smooth transition back to work, minimize misunderstandings, and support both the employee’s recovery and the employer’s operational needs.
Joint Return to Work. (i) The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability. (ii) The Employer and the Union recognize that the Workplace Safety Insurance Board legislation and the Ontario Human Rights Code place an onus on the employer to accommodate injured and ill workers. (iii) The Employer will make every reasonable effort pursuant to the provisions of the Ontario Human Rights Code and, where appropriate, WSIB legislation, to accommodate employees coming within the scope of this agreement with suitable alternate, temporary employment, by reviewing, and if necessary, modifying their regular duties. (iv) In order to accommodate an employee said employee’s pre-injury/illness position will be considered for modification. The goal will be to return the worker to the essential duties of the pre-injury/illness job. Modified work is temporary employment of a light or modified nature, calculated to assist in returning the employee to full regular duties. Such modified work is considered transitory by its nature and, although without formal time limits, it is generally anticipated that the worker will return to his/her usual job functions in the near future. (v) Upon receipt of medical documentation indicating the employee’s ability to return to work, the employee will meet with the Employee Relations Manager and/or designate, the employee’s supervisor and a representative from the Occupational Health and Safety Office, where appropriate, accompanied by the Union Administrative Committee Member to discuss the employee’s return to modified duties. The parties recognize the importance of confidentiality of an employee’s health information. (vi) Where the employee has sustained a work related injury, the employee shall be required to co-operate with the Employer as prescribed by the Workplace Safety and Insurance Board. (vii) The application of this Article will be pursuant to the Ontario Human Rights Code or WSIB legislation as the case may be. Where there is a conflict between this Article and the relevant legislation, the provisions of the legislation will prevail.
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Joint Return to Work. 34.01 The employee acknowledges her obligations and the Employer acknowledges the Employer’s obligations regarding an Early and Safe Return to Work and Labour Market Re-Entry programs as may be set out under the Workplace Safety and Insurance Act, and the Human Rights Code. The Union agrees that this collective agreement will be interpreted in such a way as to permit those obligations to be discharged. Each facility will review with the Union at the Labour Management Committee within three (3) months of ratification its Early and Safe Return to Work and Labour Market Re-Entry programs for work related injuries. The Employer agrees that its Early and Safe Return to Work and Labour Market Re-entry programs will include a statement that the Employer will make reasonable effort to provide modified duties.
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Joint Return to Work. The employee acknowledges her obligations and the Employer acknowledges the Employer’s obligations regarding an Early and Safe Return to Work and Labour Market Re-Entry programs as may be set out under the Workplace Safety and Insurance Act, and the Human Rights Code. The Union agrees that this collective agreement will be interpreted in such a way as to permit those obligations to be discharged. Each facility will review with the Union at the Labour Management Committee within three (3) months of ratification its Early and Safe Return to Work and Labour Market Re-Entry programs for work related injuries. The Employer agrees that its Early and Safe Return to Work and Labour Market Re-entry programs will include a statement that the Employer will make reasonable effort to provide modified duties. If, having commenced a modified/light/alternate work program, the employee raises an objection, the Employer will notify and meet with a member of the Union Committee to consult on the back to work program. Nothing in this language obligates the Employer to establish a modified/light/alternate work program, except as required by law.
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Joint Return to Work. The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability.
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Joint Return to Work. (i) The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability. (ii) The Employer and the Union recognize that the Ontario Human Rights Code places an onus on the Employer to accommodate injured and ill workers in a position where they will be treated with dignity and respect. (iii) In order to accommodate an employee, the employee’s pre-injury/illness duties will be reviewed for possible modifications when she/he is returning to work. The goal will be to return the injured/ill worker to the duties she/he performed prior to the injury or illness. (iv) The Employer will provide the employee and the Union with a copy of all documentation including but not limited to the job description and/or physical demands analysis which will enable all parties to in good faith develop a Return to Work Program for the employee. (v) Determining what type of modified work is required, is a co-operative effort that assists in returning the employee to full regular duties. Such modified work is considered transitory by its nature and, although without formal time limits, it is generally anticipated that the employee will return to her/his pre- injury/illness full range of duties in the near future. (vi) Upon receipt of medical documentation indicating the employee’s ability to return to work, including any relevant documentation or information from WSIB or the short term and/or long term disability insurance carrier, the employee will meet with an Employer representative and with an Union Representative to discuss and facilitate the employee’s return to modified duties if this should be the case. (vii) The parties recognize the importance of confidentiality of an employee’s health information.
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Joint Return to Work. The employee acknowledges her obligations and the Employer acknowledges the Employer’s obligations regarding an Early and Safe Return to Work and Labour Market Re-Entry programs as may be set
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Joint Return to Work. The Employer and the Union recognize that an early return to productive employment at the appropriate time can assist ill or injured workers in achieving rehabilitation and allow them to maintain their personal dignity and financial stability. The Employer and the Union recognize that the Workplace Safety Insurance Board legislation and the Ontario Human Rights Code place an onus on the employer to accommodate injured and ill workers. The Employer will make every reasonable effort pursuant to the provisions of the Ontario Human Rights Code and, where appropriate, legislation, to accommodate employees coming within the scope of this agreement with suitable alternate, temporary employment, by reviewing, and if necessary, modifying their regular duties. In order to accommodate an employee said employee’s pre- position will be considered for modification. The goal will be to return the worker to the essential duties of the pre- job. Modified work is temporary employment of a light or modified nature, calculated to assist in returning the employee to full regular duties. Such modified work is considered transitory by its nature and, although without formal time limits, it is generally anticipated that the worker will return to usual job functions in the near future. Upon receipt of medical documentation indicating the employee’s ability to return to work, the employee will meet with the Employee Relations Manager designate, the employee’s supervisor and a representative from the Occupational Health and Safety Office, where appropriate, accompanied by the Union Administrative Committee Member to discuss the employee’s return to modified duties. The parties recognize the importance of confidentiality of an employee’s health information.
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Joint Return to Work. The employee acknowledges her obligations and the Employer acknowledges the Employer's obligations regarding an Early and Safe Return to work and Labour Market Re-Entry programs as may be set out under the Workplace Safety and Insurance Act, and the Human Rights Code. The Union agrees that this collective agreement will be interpreted in such a ay as to permit those obligations to be discharged.
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Related to Joint Return to 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. 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.

  • 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.