KITIMAT DRAFT Report

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Figure 3 RTW/AccommodATion Policy (The Employer), (The Union) and the Joint Health & Safety Committees (JHSC) (the Parties) recognize their moral and legal responsibilities towards employees with disabilities. The Parties have, through consultation and a cooperative partnership, developed a Return to Work/Accommodation Program consistent with Disability Prevention principles and compliant with all applicable legislation including the Ontario Human Rights Code, Occupational Health & Safety Act and the Workplace Safety & Insurance Act. The goal of the program is to establish a work environment that promotes health & safety and healthy lifestyles, decreases the risk of injury or illness, and enhances the quality of life. A Return to Work Committee, with representation of all the parties, will assist in the administration of the Return to Work/ Accommodation Program. The Return to Work/Accommodation Program is committed to providing a safe and timely return to productive and sustainable employment for employees disabled through occupational or non-occupational injury or illness. The return to work process restores a worker to the workplace as part of his/her recovery program. The program shall be applied fairly and consistently and ensure that every attempt is made to provide reasonable accommodation that reintegrates an employee back to their pre-disability position. The Return to Work /Accommodation Program will assist employees in achieving safe, timely and effective rehabilitation and therapeutic return to work, while maintaining their personal dignity and financial stability. The Program will promote a strong relationship between Primary (hazard identification & injury prevention) and Secondary(safe, rehabilitative RTW) prevention and ensure the JHSC and the employee are active partners in the process. The Program will engage internal and external professional resources where appropriate. The parties are committed to ensuring that participation in the Return to Work/Accommodation Program will not negatively impact the health & safety of other employees. All efforts will be made to resolve disagreements or disputes regarding the Return to Work/Accommodation Program, or its components, through discussions with management and the union(s) and the JHSC where required, and in a spirit of cooperation. Participation in the Return to Work/Accommodation Program will not prejudice the employee with disability or any other employee from receiving rights negotiated under the collective agreement Dated:<strong>DRAFT</strong> The Parties recognize that the duty to accommodate is a shared responsibility. This Program forms part of the operating procedures of the organization. Signed: (Vice President Human Resources) (Union President) 8 Situational Assessment District of Kitimat
Observations: 1) Less than half of the respondents agree that there is a RTW Policy. This demonstrates in part, a lack of effective communication mechanism. Chart 3 The organization has a written RTW Policy statement 39% 4% 8% Strongly Agree 22% Somewhat Agree 27% Unknown Whole Audience Somewhat Disagree Strongly Disagree 2) Over 50 percent of the respondents agree that supervisors and managers are committed to the return-to-work (RTW) policy. This result shows that there is a foundation of respect and trust within the organization. This will be an asset should decisions be made to make changes to the RTW policy and/or program. Chart 4 Supervisors/Managers are committed to the RTW Policy. 24% 17% 5% 23% 31% Strongly Agree Somewhat Agree <strong>DRAFT</strong> Unknown Whole Audience Somewhat Disagree Strongly Disagree Situational assessment District of Kitimat 9
Page 1: DISTRICT OF KITIMAT SITUATIONAL ASS
Page 4 and 5: This program is a non profit initia
Page 6 and 7: More and more employers were being
Page 8 and 9: Figure 1 Key Research: The Situatio
Page 10 and 11: Figure 2 Strong Commitment/RTW Poli
Page 14 and 15: 3) An overwhelming majority of resp
Page 16 and 17: Summary: In keeping with the leadin
Page 18 and 19: Figure 4 Injury Reporting Procedure
Page 20 and 21: Observations: 1) 96% of respondents
Page 22 and 23: Summary: The responses indicate tha
Page 24 and 25: 3. Early Contact / Intervention An
Page 26 and 27: 3) Over 50% of the respondents did
Page 28 and 29: Figure 6 Cooperative RTW Responsibi
Page 30 and 31: 1) Almost 50% of the respondents ar
Page 32 and 33: Summary: In this attribute, the unk
Page 34 and 35: 5. Attitudinal Barriers The negativ
Page 36 and 37: 3) 73% of respondents believe that
Page 38 and 39: Summary: It appears that many of th
Page 40 and 41: O 1 2 C 6. Transfer of Medical Info
Page 42 and 43: Summary: There is a good understand
Page 44 and 45: 7. Linking Primary and Secondary Pr
Page 46 and 47: 3) 75% of respondents do not know w
Page 48 and 49: 8. Utilization of Disability Preven
Page 50 and 51: 3) This may be a perception that ca
Page 52 and 53: 7) Although 67% (chart 42) agreed t
Page 54 and 55: Figure 11 Compliance with Human Rig
Page 56 and 57: 1) Almost three quarters of the res
Page 58 and 59: Figure 12 Mobilization of RTW Leade
Page 60 and 61: 1) It would be expected that the em
Page 62 and 63:
Figure 13 Internal Dispute Resoluti
Page 64 and 65:
Figure 14 RTW Evaluation Attribute
Page 66 and 67:
1) The majority of respondents did
Page 68 and 69:
OVERALL SUMMARY The situational ass
Page 70 and 71:
OVERALL RECOMMENDATIONS 1. Educate
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KITIMAT DRAFT Report

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