Influenza Vaccine. Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
Influenza Vaccine. The parties agree that influenza vaccinations may be beneficial for patients and nurses. Upon a recommendation pertaining to a facility or a specifically designated area(s) thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply:
Influenza Vaccine. 23.01 The parties agree that influenza vaccinations may be beneficial for employees. Upon a recommendation pertaining to a work location or a specifically designated area(s) thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply:
Influenza Vaccine. Upon a recommendation pertaining to a facility or a specifically designated area(s) thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply:
Influenza Vaccine. 1. All employees are strongly encouraged to be vaccinated, subject to consent, or take prescribed anti-viral drug as directed by the employee’s physician. The Employer recognizes that employees have the right to refuse any type of vaccination in a manner consistent with the Ontario Human Rights Code.
Influenza Vaccine. 14.1 The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon recommendation of the Medical Officer of Health, employees who come into regular contact with high risk individuals in order to fulfill their assigned duties shall be required, on an annual basis, to be vaccinated for influenza. Where possible, the influenza vaccine will be offered to employees at the Health Unit free of charge. High risk individuals include, but are not limited to: • Residents of long term care facilities and hospitals • Children under the age of 2 • Adults aged 65 and over • Adults and children with chronic conditions as outlined in the current year’s NACI Statement on Influenza Vaccination Notwithstanding the provisions of paragraph 1 above, nurses who were employed as of June 29, 2005 may refuse to be vaccinated. In that case, at the option of the Employer, the nurse may be reassigned or be placed on leave of absence, without pay, until such time as the employee has been cleared by the Medical Officer of Health or the Employer to return to the work environment. The nurse can use banked time or vacation credits to cover a portion of the leave of absence without pay. A nurse who is placed on leave of absence without pay will be responsible to pay the premiums for benefits. If an employee refuses to take the required vaccine for influenza because it is medically contraindicated, and where a medical certificate is provided to this effect, she will be reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be placed on paid leave. It is agreed that any such reassignment will not adversely impact the scheduled hours of other employees covered by the Collective Agreement. The Medical Officer of Health has the right to obtain additional supporting information from the employee’s doctor when a medical certificate with respect to influenza vaccine is provided. Staff who have been removed from service that are subsequently immunized may return to work two weeks after immunization or earlier if they are taking an appropriate antiviral medication. If an employee gets sick as a result of the vaccination, and applies for WSIB, the employer will not oppose the claim. The parties agree to meet as soon as possible during the influenza season to deal with issues that may arise as a result of this article.
Influenza Vaccine. Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and/or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak.
Influenza Vaccine. Upon recommendation of the Medical Officer of Health, all Employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such vaccination is not covered by some other sources, the Employer will pay the cost for the vaccination only. Where the vaccination is medically contra-indicated, and where a medical certificate is provided to this effect, costs for the antiviral medication will be paid for by the employer, if not covered by another source. If the Employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the Employee has been cleared by the public health or the employer to return to the work environment. The only exception to this would be Employees for whom taking the medication will result in the Employee being physically ill to the extent that she cannot attend work. Upon written direction from the Employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the Employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the Employee will be placed on unpaid leave. If the Employee gets sick as a reaction to the drug and applies for WSIB, the Employer will not oppose the application. If an Employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
Influenza Vaccine. 17.01 Upon recommendation of the Medical Officer of Health, all Employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the Employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the Employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be Employees for whom taking the medication will result in the Employee being physically ill to the extent that she cannot attend work. Upon written direction from the Employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the Employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the Employee will be placed on unpaid leave. If the Employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an Employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
Influenza Vaccine. The parties agree that influenza vaccinations may be beneficial for patients and nurses. Upon a recommendation pertaining to a facility or a specifically designated thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply: Nurses shall, subject to the following, be required to be vaccinated for influenza. If the full cost of such medication is not covered by some other source, the Hospital will pay the full or incremental cost for the vaccine and will endeavour to offer vaccinations during a nurse’s working hours. In addition, nurses will be provided with information, including risks and side effects, regarding the vaccine. Hospitals recognize that nurses have the right to refuse any required vaccination. If a nurse refuses to take the vaccine required under this provision, she or he may be placed on an unpaid leave of absence during any influenza outbreak in the hospital until such time as the nurse is cleared to return to work. If a nurse is placed on unpaid leave, she or he can use banked lieu time or vacation credits in order to keep her or his pay whole. If a nurse refuses to take the vaccine because it is medically contra- indicated, and where a medical certificate is provided to this effect, she or he will be reassigned during the outbreak period, unless reassignment is not possible, in which case the nurse will be paid. It is further understood and agreed that Article applies in these circumstances. It is further agreed that any such reassignment will not adversely impact the scheduled hours of other nurses. If a nurse gets sick as a result of the vaccination, and applies for the Hospital will not oppose the claim. Notwithstanding the above, the Hospital may offer the vaccine on a voluntary basis to nurses free of charge. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code. Within fourteen (14)days of receipt of a written request from the nurse, the Hospital will provide the nurse with a letter detailing her or his employment dates, length of service and experience at the Hospital.
