Common use of Modified Work/Return to Work Clause in Contracts

Modified Work/Return to Work. (a) 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 proving an opportunity for continued employment. (b) Nothing in this language obligates the Employer to establish a modified/alternative work program except as required by law. (c) 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 to discharge that duty. (d) Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (e) 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/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.

Modified Work/Return to Work. (a) 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 proving an opportunity for continued employment. (b) Nothing in this language obligates the Employer to establish a modified/alternative work program except as required by law. (c) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this collective agreement 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 Human Rights Code. The Home and the Union agree to on-going and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that the participants may use electronic communication where available. (d) Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (eb) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate alternative 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/modified/ light/alternate alternative work program, except as required by law. (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 notify not constitute new classifications and meet with members shall lapse upon the termination, resignation, or retirement of the Bargaining Unit executive employee in question. (d) 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 consult on a back permit the Employer 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 conflictdischarge that duty.

Modified Work/Return to Work. (a) 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 proving an opportunity for continued employment. (b) Nothing in this language obligates the Employer to establish a modified/alternative work program except as required by law. (c) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this collective agreement 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 Human Rights Code. The Home and the Union agree to on-going and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that the participants may use electronic communication where available. (d) Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (eb) Prior to any disabled employee Employee returning to work from a disability including WSIB to a modified/light/alternate alternative 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/modified/ light/alternate alternative work program, except as required by law. (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 notify not constitute new classifications and meet with members shall lapse upon the termination, resignation, or retirement of the Bargaining Unit executive Employee in question. (d) 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 consult on a back permit the Employer 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 conflictdischarge that duty.

Modified Work/Return to Work. (a) The normal retirement age is sixty-five (65) years of age. The Employer may continue to employ an employee beyond retirement age, if the Employer determines that the employee can satisfactorily perform the requirements of her classification. (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 proving an opportunity for continued employment. (bc) Nothing in this language obligates the Employer to establish a modified/alternative work program except as required by law. (cd) 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 to discharge that duty. (de) Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (ef) 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/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.