Permanent Restrictions Sample Clauses

Permanent Restrictions i) Where a medical restriction is a permanent restriction, every effort will be made for reasonable alternative work to be provided within the scope of the restriction laid down by the Medical Officer. ii) Where alternative work is available, either in their own or in another grade, the employee will be permanently placed in that post. iii) Where the post to which the member of staff is transferred is on the same terms and conditions of employment, but different working arrangements, the member of staff will take up the working arrangements applicable to that post with immediate effect. Their salary will be retained at the safeguarded rate until such time as the salary for the position in which accommodates is equal to or higher than the safeguarded salary. (The safeguarded salary is the salary payable at the point at which the permanent medical restriction is confirmed, irrespective of whether or not a pay award is pending) iv) The member of staff can at any time, opt to forego the safeguarded salary and to immediately take the salary and the full terms and conditions applicable to the post in which accommodated, subject to them continuing to pay contributions to the Railway Pension Scheme at the level of the safeguarded salary until such time as that salary is equal to or greater than the safeguarded salary. Thereafter, pension contributions shall be determined in accordance with the rules of the Railway Pension Scheme. (Note: If at any time the salary/rate of pay of the post occupied is higher than the employees safeguarded salary, the higher salary/rate of pay will apply with immediate effect.)

Permanent Restrictions. (a) When it has been medically determined that a nurse is permanently unable to return to the full duties of their position due to a disability, illness or injury, the Occupational Health Representative will notify and meet with the local representative as soon as possible to discuss the circumstances surrounding the employee’s need for permanent accommodation. (b) Until such time as a permanent accommodation is found, the Occupational Health Representative will proactively offer temporary modified duties where available within an employee’s abilities, until such time that a RTW Meeting can be arranged, and a permanent accommodation is provided. (c) In creating a return to work plan for a permanent accommodation the Union and the Occupational Health Representative will examine the disabled nurse’s abilities and accommodation needs to determine if the nurse can return to their: i) original position; ii) original unit; iii) original unit/position with reasonable modifications to the work area and/or equipment and/or the work arrangement. A visual assessment of the unit may be required by Occupational Health and the Union. It will be determined if the member is required to be present; iv) alternate positions outside the original unit giving consideration to the skills, ability and experience of the nurse, their feasibility to acquire skills and path of least disruption in the workplace. (d) The Union and OH will develop a list of units and positions (including a copy of the Job Demands Analysis (JDA) that can be used for permanent accommodation purposes. (e) Before posting from the list noted in (d) above the Hospital and Union will determine if the vacant position(s) are suitable to accommodate a disabled nurse who cannot be accommodated in their home unit. The parties can agree to waive the posting procedure in order to facilitate an accommodation. (f) The Occupational Health Representative will consult with the Union on the feasibility of an accommodation to this position, giving consideration to all factors including the number of accommodated nurses in the unit, the operational needs of the unit, safety of patients and nurses working in the unit. (g) If the nurse is unable to return to work to a position in the bargaining unit the Hospital will provide the Union with a list of other positions identified in the Hospital, including a copy of the Job Demand Analysis (JDA), in which the nurse may be accommodated. The Union will provide feedback on such posit...