What the member can and cannot do at work, and for how long. For example: no lifting over 10 kg for six weeks.
Type your own, or enter the regular weekly hours and fill in an example to adjust.
For example: Tuesday or Thursday after 2 p.m.
Your draft
Anything in [square brackets] still needs filling in. Check the draft against your collective agreement before you send it. It is a starting point, not legal advice.
Subject line
Return-to-work plan for [member's name]
Message
Hello [HR contact],
I am the union steward for [member's name]. [member's name] is ready to return to work on [return date]. These are the restrictions set by their care provider: [restrictions].
We are proposing a gradual return:
[hours for each week]
[member's name] would stay in their current position and classification, at their regular rate of pay, while the plan is in place. We suggest reviewing the plan together after the first two weeks and adjusting it if the restrictions change.
Can we meet by [date] to confirm the plan?
Thank you,
[your name]
Union steward
In the meeting
• Start with what the member can do. Then give the restrictions.
• Ask the employer to confirm the hours and duties for the first week in writing.
• Ask who the member reports to, and who they tell if a task falls outside the restrictions.
• Ask how the hours not worked will be paid or covered.
• Agree on a review date before the meeting ends.
• If someone asks about the diagnosis, say: "The restrictions are what you need to plan the work. The diagnosis stays between the member and their care provider."