Common use of Return to Work Plan Clause in Contracts

Return to Work Plan. When it has been medically determined that an employee is ready to return to work the Hospital and the Union will meet with the affected employee and the manager to create and recommend a return to work plan. The Plan will include developing and recommending strategies for: i) Safely integrating accommodated workers back into the workplace ii) Educating employees about the legal, personal, organizational aspects of disabled workers to work iii) In creating a return to work plan, the Hospital, the Union and the manager will examine the disabled employee abilities and accommodation needs to determine if the employee can return to her: A) Original position B) Original unit C) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement iv) In creating a return to work plan, the committee will consider the employee’s abilities and accommodation needs and if she is unable to return to work in accordance with iii) above, the committee will identify any positions in the Hospital in which the employee may be accommodated. v) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such employee will remain on a list of employees requiring permanent accommodation until appropriate permanent accommodation has been offered. vi) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with Articles iii), iv) and v) above, they must balance additional factors including in no particular order: A) skills, ability and experience B) ability to acquire skills C) path of least disruption in the workplace D) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce E) seniority vii) When more than one employee is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in Articles iii), iv), v) and vi) are relatively equal, seniority shall govern. viii) The committee will monitor the status of accommodated employees and the status of employees awaiting accommodation.

Return to Work Plan. When it has been medically determined that an employee is ready to return to work work, the Hospital and the Union will meet with the affected employee and the manager Manager to create and recommend a return to work plan. The Plan will include developing and recommending strategies for: i(a) Safely integrating Integrating accommodated workers back into the workplace. ii(b) Educating employees about the legal, personal, organizational aspects aspect of disabled workers to work. iii(c) In creating a return to work plan, the Hospital, the Union and the manager Manager will examine the disabled employee abilities and accommodation needs to determine if the employee can return to her/his: Ai) Original position; Bii) Original unit; Ciii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement; iv) Alternate positions outside the original unit. (d) In creating a return to work planplace, the committee Hospital and Union will consider the employee’s abilities and accommodation accommodate needs and if she she/he is unable to return to work in accordance with iiiArticle (c) above, the committee Hospital and Union will identify any positions in the Hospital in which the employee may be accommodated. v(e) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is establishedestablished if the work is available. Such employee will remain on a the list of employees requiring permanent accommodation until appropriate permanent accommodation has been offered. vi(f) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with Articles iii(c), iv(d) and v(e) above, they must balance additional factors including in no particular order: Ai) skills, ability and experience; Bii) ability to acquire skills; Ciii) path of least disruption in the workplace; Div) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce Eworkforce; v) seniority. vii(g) When more than one employee is deemed by the committee Hospital and Union to be suitable for a particular position or arrangement, and the factors set out in Articles iii(c), iv(d), v(e) and vi(f) are relatively equal, seniority shall govern. viii(h) The committee Hospital and Union will monitor the status of accommodated employees and the status of employees awaiting accommodation.

Return to Work Plan. When it has been medically determined that an employee a nurse is ready to return to work the Hospital and the Union will meet with the affected employee nurse and the manager to create and recommend a return to work plan. The Plan will include developing and recommending strategies for:; i(a) Safely integrating Integrating accommodated workers back into the workplace ii(b) Educating employees about the legal, personal, organizational aspects of disabled workers to work iii(c) In creating a return to work plan, the Hospital, the Union and the manager will examine the disabled employee nurse’s abilities and accommodation needs to determine if the employee nurse can return to herthe: Ai) Original position Bii) Original unit Ciii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement iv) Alternate positions outside the original unit (d) In creating a return to work plan, the committee will consider the employeenurse’s abilities and accommodation needs and if she she/he is unable to return to work in accordance with iiiArticle (f) above, the committee will identify any positions in the Hospital in which the employee nurse may be accommodated. v(e) An employee A nurse in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is established. Such employee nurse will remain on a the list of employees nurses requiring permanent accommodation provided under Article (b) vii) until appropriate permanent accommodation has been offered. vi(f) The parties recognize that more than one (1) employee nurse requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with Articles iii(f), iv(g) and v(h) above, they must balance additional factors including in no particular order: Ai) skills, ability and experience Bii) ability to acquire skills Ciii) path of least disruption in the workplace Div) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce Ev) seniority vii(g) When more than one employee nurse is deemed by the committee to be suitable for a particular position or arrangement, and the factors set out in Articles iii(f), iv(g), v(h) and vi(i) are relatively equal, seniority shall govern. viii(h) The committee will monitor the status of accommodated employees nurses and the status of employees nurses awaiting accommodation.

Return to Work Plan. When it has been medically determined that an employee is ready to return to work work, the Hospital and the Union will meet with the affected employee and the manager Manager to create and recommend a return to work plan. The Plan will include developing and recommending strategies for: i(a) Safely integrating Integrating accommodated workers back into the workplace. ii(b) Educating employees about the legal, personal, organizational aspects aspect of disabled workers to work. iii(c) In creating a return to work plan, the Hospital, the Union and the manager Manager will examine the disabled employee abilities and accommodation needs to determine if the employee can return to hertheir: Ai) Original position; Bii) Original unit; Ciii) Original unit/position with modifications to the work area and/or equipment and/or the work arrangement; iv) Alternate positions outside the original unit. (d) In creating a return to work planworkplace, the committee Hospital and Union will consider the employee’s abilities and accommodation accommodate needs and if she is they are unable to return to work in accordance with iiiArticle (c) above, the committee Hospital and Union will identify any positions in the Hospital in which the employee may be accommodated. v(e) An employee in need of permanent accommodation may be temporarily accommodated until a permanent arrangement is establishedestablished if the work is available. Such employee will remain on a the list of employees requiring permanent accommodation until appropriate permanent accommodation has been offered. vi(f) The parties recognize that more than one (1) employee requiring accommodation may be suitable for a particular position or arrangement. In such cases the parties agree that in complying with Articles iii(c), iv(d) and v(e) above, they must balance additional factors including in no particular order: Ai) skills, ability and experience; Bii) ability to acquire skills; Ciii) path of least disruption in the workplace; Div) the principle that more should be done to provide work to someone who otherwise would remain outside the active workforce Eworkforce; v) seniority. vii(g) When more than one employee is deemed by the committee Hospital and Union to be suitable for a particular position or arrangement, and the factors set out in Articles iii(c), iv(d), v(e) and vi(f) are relatively equal, seniority shall govern. viii(h) The committee Hospital and Union will monitor the status of accommodated employees and the status of employees awaiting accommodation.