Common use of Joint Return to Work Clause in Contracts

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.

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- 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.