Recall – Return to Workplace Sample Clauses

The 'Recall – Return to Workplace' clause establishes the employer's right to require employees to return to the physical workplace after a period of remote work or leave. Typically, this clause outlines the conditions under which employees may be recalled, such as changes in business needs or the end of a remote work arrangement, and may specify the notice period or procedures for returning. Its core function is to provide the employer with flexibility to adapt workforce arrangements as circumstances change, ensuring operational needs are met while clarifying expectations for employees.
Recall – Return to Workplace. 53.1 The relevant rate for recall is at subclause 52.6 (Payment of Authorised Overtime and Recall to Duty) above. 53.2 An Employee who is recalled to duty, (whether on-call or not) where the work is not continuous with the Employee's next succeeding rostered period of ordinary duty will be paid: (a) from the time of receiving the recall until the time of returning to the place from which the Employee was recalled; and (b) a minimum of three (3) hours’ pay at the applicable overtime rates for each recall.
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Recall – Return to Workplace. 39.1 The provisions of this clause 39 are to be read in conjunction with clause 38 (On-Call) and clause 55 (Travelling Allowance – Use of Private Motor Vehicle)
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Recall – Return to Workplace. 50.1 An Employee recalled to work during an off duty period will be paid overtime for a minimum of three hours' pay at the appropriate overtime rate where that work is not continuous with the next succeeding rostered period of duty. 50.2 An Employee recalled to work will not be required to work the full three hours if the work to be performed is completed in a shorter period. 50.3 From 24 June 2024, each period of recall under this clause within an on-call period will stand alone, provided that: (a) only the first period of recall within an on-call period will result in a lower overtime penalty (if applicable under subclause 49.2(c)); and (b) consecutive periods of on-call will be treated as a single period of on-call for the purposes of (a) above. 50.4 Clause 50.2 above will not apply when overtime is continuous with the completion or commencement of that Employee's rostered shift. 50.5 The time spent travelling to and from the place of duty will be deemed to be time worked. 50.6 From 8 July 2024, if an Employee is recalled and is subsequently not required to commence work the Employee is entitled to the minimum payment at clause 50.1 above.
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Recall – Return to Workplace. 50.1 An Employee recalled to work during an off duty period will be paid overtime for a minimum of three hours' pay at the appropriate overtime rate where that work is not continuous with the next succeeding rostered period of duty. 50.2 An Employee recalled to work will not be required to work the full three hours if the work to be performed is completed in a shorter period. 50.3 Subclause 50.2 above will not apply when overtime is continuous with the completion or commencement of that Employee's rostered shift. 50.4 The time spent travelling to and from the place of duty will be deemed to be time worked.
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Related to Recall – Return to Workplace

  • 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.

  • 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.

  • 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.

  • Return to Position Upon return from FMLA leave, the employee shall be returned to the same or equivalent position in the same class and work location, including the same shift or equivalent schedule, unless the University and the employee agree in writing to other conditions and terms under which such leave is to be granted.

  • 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.