Joint Return to Work Committee Clause Samples

Joint Return to Work Committee. ‌ The Parties acknowledge the shared benefits to the University, the Union, and to employees of an early and safe return to work of an employee who has been absent due to WSIB Lost Time, short-term sick leave or long-term disability. A return to productive pre-injury work is the ultimate goal but it may not be possible right away. Modified or restricted work activities through a return to work program can be the key to a progressive and safe return to work. As such the Parties are committed to the following:
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Joint Return to Work Committee. ‌ The parties agree to maintain a joint union/management committee, which will assist employees who become unable to perform their regular duties due to injury or illness or temporary disablement, to provide reasonable accommodation to return workers back to a productive capacity, including alternate opportunities within the geographical location, taking into consideration operational requirements, employee skill levels, limitations and restrictions and health.
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Joint Return to Work Committee. (JRTWC) Agreement The company and the union agree to establish a Joint Return to Work Committee (JRTWC). This agreement forms part of the collective agreement. Structure of the Committee Functioning of Committee 1. Wherever possible, return injured or ill workers to full employ- ment as soon as possible* and in a manner which assists in their recovery; and 2. Assist the joint health and safety committee in the prevention of workplace injuries. The company recognizes that preventing injuries is the best and most effective solution to workplace injuries. To that end the company agrees to: 1. Make every reasonable effort to provide suitable modified or alternate employment to employees who are temporarily or per- manently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. This will include training and/or the modification of work stations or equipment to accommodate disabled employees in a manner consistent with the collective agreement and current legislation and according to the criteria listed below, providing that such accommodation does not create undue hardship to the company. 2. Assist the committee in developing an analysis of injuries and their cause in order to provide information that can be used in the prevention of future injuries. 3. Make every reasonable effort to modify existing jobs when it will assist in preventing injuries and accommodating disabled workers. 4. Work with the JRTWC, in conjunction with the joint health and safety committee, to modify jobs as is determined necessary to prevent future accidents, to accommodate disabled workers and to return workers effectively to the work place. 5. Work with the JRTWC committee in conjunction with the joint health and safety committee to develop P.D.A.s (Physical Demands Analysis) which will assist in assessing the suitabil- ity of the job for an injured worker. The company and the union agree that the function of the com- mittee is to assist injured or ill workers in an early and safe return to productive employment in the work place, implement the return to work, develop and maintain an analysis of occu- pational injuries and illnesses and their cause in order to pro- vide information that can be used in the prevention of future injuries and make recommendations regarding modifying exist- ing jobs when it will assist in preventing injuries or accommo- date disabled workers.
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Joint Return to Work Committee. Based on the Policy and Objectives above, the Company and the Union agree to establish a Joint Return to Work Committee (JRTWC). This agreement forms part of the Collective Agreement. The Committee is comprised of equal numbers of Union and employer representatives. The purpose of the Committee is two-fold:
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Joint Return to Work Committee. 1. The JRTWC will meet for 1 hour per month for the purpose of the following: 2. Meet with the injured employee and their supervisor for the purpose of developing a Return to Work Plan for all lost time claims resulting from a workplace injury. 3. Meet with the employee and their supervisor when an employee is prepared to return from STD/LTD, however the employee has special needs (ie. restrictions) that can not be accommodated by the Company.
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Joint Return to Work Committee. The parties agree that modified work and modified return to work are matters of mutual concern. A joint Return to Work Committee (RTW Committee) comprised of an equal number of Union and Employer representatives will be established. The RTW Committee shall meet as often as is necessary with the goal of fair, consistent and equitable treatment of all employees who require assistance when returning to work after an injury or illness. Any accommodation measures that may be recommended to the Employer by the RTW Committee shall be in keeping with the applicable legislation and this Collective Agreement. For the sake of clarity, the Employer is not required to follow or to implement the recommendations of the RTW Committee.
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Joint Return to Work Committee. (JRTWC) Ensuring respect of medical confidentiality.
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Joint Return to Work Committee. Based on the Policy and Objectives above, the company/employer (or name of company/employer. ) and the union agree to establish a Joint Return to Work Committee (JRTWC). This agreement forms part of the collective agreement. The committee is comprised of equal numbers of union and employee representatives. The purpose of the committee is twofold:
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Joint Return to Work Committee. The JRTWC will meet for 1 hour per month for the purpose of the following: • To discuss how work place injuries can be prevented. • Develop recommendations for the prevention of workplace injuries. • Develop a list of suitable modified work placements. • Develop an analysis of injuries and their cause. • Make recommendations on how jobs can be modified. • Review physical demand analysis.
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Related to Joint Return to Work Committee

  • 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.

  • 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.

  • 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:

  • 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.