Modified Work Program Sample Clauses

Modified Work Program. This will confirm our agreement reached during negotiations concerning the application of the provisions of Section 10.13 Placement of Incapacitated Employees, of the bargaining agreement. An employee who is prepared to return to work but is unable to perform all of the responsibilities of his/her classification will be accommodated as follows: 1. Modified work in the current classification, or 2. Modified or unmodified work in a classification that the employee can perform, provided that in cases where there are employees on layoff from this classification, the period of assignment will be a maximum of ninety (90) days unless such period is extended by mutual agreement of the parties.

Modified Work Program. The Hospital and the Union agree to support the principle of prompt rehabilitation and return to work of injured workers. Further, the parties agree to comply with the return to work provisions as outlined in the Workplace Safety and Insurance Act (as amended from time to time). The process as outlined will apply to non-occupational injuries/illness in compliance with the obligations to accommodate employees under the Human Rights Code. Consequently, the following Modified Work Program will apply: a) Once a claim is established with and approved by the Workplace Safety and Insurance Board or where an employee has a non-occupational related illness or injury, it will be monitored by the Hospital. b) Where there is a reasonable possibility that the person may be able to return to work on modified duties, a Physical Demands Analysis will be completed for the injured worker’s job (unless it has been done for another case) and forwarded to the treating physician(s) along with a request to consider the worker as a candidate for modified work. c) A Modified Work Plan (MWP) will be developed by the injured worker’s supervisor in consultation with the worker (with Union representation) and other qualified personnel as necessary, including the recommendations from the Employee’s Health Care Provider. The MWP will indicate the applicable restrictions and the expected length of rehabilitation. The MWP will be signed by the injured worker, his/her supervisor, and the Union ▇▇▇▇▇▇▇. There is a positive duty upon the worker to inform the Hospital if he or she is experiencing discomfort. It is understood that the Union ▇▇▇▇▇▇▇ may accompany the worker to any meetings if the injured worker so desires. d) If, during the course of rehabilitation, the worker is experiencing increased discomfort, the MWP will be adjusted or discontinued so as not to harm the worker. There is a positive duty upon the worker to inform the Hospital if he or she is experiencing discomfort. e) It is understood that the Union ▇▇▇▇▇▇▇ may accompany the worker to any meetings if the injured worker so desires. f) The MWP will be monitored and will continue as required. g) Specific elements of this Program may change from time to time to accommodate changing policies or legislation in which case the Union will be consulted.

Modified Work Program. The parties are dedicated to finding a suitable work environment for Employees as soon as possible after an injury or illness. Should an Employee suffer an injury or illness resulting in time off for an extended period of time, the parties will make reasonable attempts to place them in a suitable work environment to assist in their recovery efforts. Should sufficient medical information establish that an Employee is in need of modified duties, all parties must work together in a cooperative manner to consider potential options for accommodation, in accordance with the requirements of the Workplace Safety and Insurance Act and the Human Rights Code, and to establish a safe and early return to work plan. An Employee who becomes medically restricted as a result of an injury or illness shall be placed in his job classification if he is capable of performing it with reasonable accommodation. If he is not capable of performing the work in his job with reasonable accommodation, he may be placed in another equal or lower job classification for which he is capable of performing the work, consistent with any restrictions he may have, seniority permitting. If a medically restricted Employee is not capable of performing, with reasonable accommodation, an available job in the plant, he shall be placed on medical leave up to the maximum time allowable under this Agreement. The return to work process requires Employees to maintain regular contact with the division’s Human Resources Department while absent from work due to illness or injury, in accordance with the schedule established at the outset of an Employee’s illness or injury. Upon request by the Company, Employees shall also provide detailed and reasonable medical information from their treating physician setting out the nature of their condition, the dates of treatment, the expected date of return, and any physical limitations that the Employees may have. The Human Resources Department may also contact Employees to obtain additional information and to discuss return to work. The parties’ goal is to offer Employees reasonable accommodation, and suitable work to the extent it is available within the division, for the purposes of assisting the rehabilitation process and ultimately returning Employees to their regular job. Employees are responsible for requesting accommodation and for providing the Company with medical information that supports their request. Prior to returning to work, Employees will be provided wit...

Modified Work Program. 31.01 The City agrees that members of Local 79 are covered by the Modified Work Program which may be amended by mutual agreement from time to time. The City agrees to post the program on the Intranet.

Modified Work Program. It is the Company's intention that the return to work procedure be designed and implemented in such a fashion as to accommodate both returning WSIB and A & S employees. The Company does, however, recognize that each group may have its own specific requirements and that the return to work procedure may vary between the two groups in order to accommodate such differences.

Modified Work Program. L-1 (a) The Hospital will notify the Local President of the Ontario Nurses’ Association the names of all employees who go off work due to a work related injury or when an employee goes on L.T.D. (b) Prior to any employee returning to work on a modified/light/alternate work programme, the Hospital will notify and meet with a representative of the ONA and members of the local executive to discuss a back to work programme for the employee. (c) The Hospital agrees to provide the employee with a copy of the Workplace Safety and Insurance Board Form 7 at the same time as it is sent to the Board.

Modified Work Program. 31.01 The Company and Union recognize the benefits of a formal rehabilitation program to provide a fair and consistent approach to the reinstatement of employees who are unable to perform their normal duties because of illness or injury. 31.02 Prior to an employee being placed in a Modified Work Program (MWP), the Company will consult with the Union. The Company shall keep the Union informed of the status of any employees participating in this. The Company agrees to follow this program. 31.03 The parties agree to abide with the Ontario Human Rights Code and the Workplace Safety and Insurance Act, both as amended from time to time. 31.04 The Company and the Union agree to support, in principle, the prompt rehabilitation and return to work of injured workers. In order to comply with the obligation to accommodate employees under the Human Rights Code and further, the parties agree to comply with the return to work provisions described in the Workplace Safety and Insurance Act (and as amended from time to time). Consequently, the following Modified Work Program will apply in the case of illness or injury which is covered by the Workplace Safety and Insurance Act and for employees who suffer illness or injury not covered by Workers Compensation and have the written approval of their family doctor to participate in this program. 31.05 The Modified Work Program will be developed based on the abilities of the employee as specified in the Functional Abilities Form (F.A.F.) or as indicated by their family physicians. 31.06 The Modified Work Program will be signed by the employee, Human Recourses and the employee’s Supervisor and each will receive a copy of the signed program. 31.07 In the event of a dispute as to the contents of the Modified Work Program, the Workers Safety and Insurance Board will be contacted (if applicable) and a mediator will be requested by either party. When there is a dispute relative to a non-compensable illness or injury, the Modified Work Program will be forwarded to the employee’s physician for approval or comment. 31.08 If, during the course of performing modified work, the worker is experiencing increased discomfort, the Modified Work Program may be adjusted or discontinued after consultation with the WSIB or the independent physician, so as not to harm the worker period. It is the worker’s responsibility to inform the Company if he/she is experiencing discomfort. 31.09 It is understood that an employee may have a Union representative p...

Modified Work Program. The Hospital and Union agree that the injured employee who suffers an injury arising out of and in the course of employment (within the meaning of WSIA) that is eligible for WSIB benefits should be returned to active employment as quickly as possible. The Hospital agrees to reasonably accommodate as to coincide with the employee’s capabilities. Employees deemed capable to resume work with temporary limitations will be contacted for a meeting with the Union representative and management. The purpose of the meeting is to develop a modified work program for the employee. If the employee is unable to work on their previous job or unit the Hospital and Union will look into other areas within the bargaining unit based on the employee’s qualifications. The employee’s progress will be monitored by Union and Management on a regular basis.

Modified Work Program. 12.7.1 The District and Association recognize the desirability of bringing bargaining unit members back to full service as quickly and efficiently as possible; accordingly, the parties recognize that there may arise instances where a partial return is an appropriate intermediate step. This obligation and the outlined steps below do not impose upon the District a duty to create or substantially redefine a position or its duties. The District shall provide all members access to the interactive process regardless of the member’s restrictions. 12.7.2 When a bargaining unit member with an industrial accident, injury, illness, and/or non-industrial accident, injury or illness is determined by the responsible physician to be able to return to work with restrictions, the following shall occur: a) In accordance with ADA and FEHA, an interactive process meeting will be held to include the unit member, the unit member’s supervisor and a representative of the Human Resources Office to determine if the unit member can return to their regular job within the restrictions and if not, what light duty assignments may be suitable. A CSEA representative may be present if requested by the unit member. b) After the interactive meeting and review of recommendations, employee will be notified of the District’s decision. c) If it is determined, by the District, that the bargaining unit member cannot perform their regular assignment, consideration will be given to a modified position within the District, for which the bargaining unit member is qualified and within the restrictions, which the unit member could fill on a temporary basis.