COVID-19 Vaccinations Sample Clauses

COVID-19 Vaccinations. Contractor understands, acknowledges, and agrees that, pursuant to Article II of the General Appropriations Act, none of the General Revenue Funds appropriated to the Department of State Health Services (DSHS) may be used for the purpose of promoting or advertising COVID-19 vaccinations in the 2024-25 biennium. It is also the intent of the legislature that to the extent allowed by federal law, any federal funds allocated to DSHS shall be expended for activities other than promoting or advertising COVID-19 vaccinations. Contractor represents and warrants that it is not ineligible, nor will it be ineligible during the term of this Contract, to receive appropriated funding pursuant to Article II.
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COVID-19 Vaccinations. Consultant agrees that all personnel assigned to perform the Services who will either visit or work in City facilities or interact in person with either City employees or City residents in the course of performing said Services shall be fully vaccinated, as defined in the City’s COVID-19 Vaccination Policy, a copy of which is attached as Exhibit D and incorporated herein by reference. Consultant shall provide the City with an attestation that Consultant has confirmed the personnel assigned to perform the Services are fully vaccinated and that such personnel have produced to Consultant one of the forms of documentation set forth in the City’s COVID-19 Vaccination Policy. Consultant shall maintain the underlying documentation establishing that the personnel are fully vaccinated and supporting the attestation for the term of this Agreement. Consultant shall make such documentation available to the City for inspection on demand. Prior to producing the documentation to City, Consultant shall obtain, and provide copies to City, executed Confidentiality of Medical Information Act (“CMIA”) authorizations from its affected employees and subcontractors in the form that is attached as Exhibit G and incorporated herein by reference. Consultant’s failure to comply with the City’s COVID-19 Vaccination Policy or to permit the City to inspect the documentation to verify compliance with the City’s COVID-19 Vaccination Policy within 10 days after the City’s written request for such documentation shall constitute a breach of this Agreement.
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COVID-19 Vaccinations. Pilots who receive a vaccine on their time off will be paid for each dose 5:15 (pay/no credit) – even retroactively – for the 48-hour FAA-mandated no-fly period. This MOU also protects pilots by ensuring no pay consequences for pilots who are unable to get vaccinated on off time and when it conflicts with a duty period through a combination of “NFLY” and/or sick leave. Turning to last week, your elected representatives successfully concluded our first regular meeting of the year. It was also the first time in five months we were able to meet in person rather than virtually (all COVID protocols were followed). While in session, we welcomed seven new council representatives to the “horseshoe” and elected NYC A320 Captain Xxxxx Xxxxxxxx to a second two-year term as our Pilot Director to the Delta Board of Directors. Of note, the MEC also received a polling briefing and presentation from Delta executives.
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COVID-19 Vaccinations. The parties agree that COVID-19 vaccinations may be important for health and safety of workers and the safety of the public. In compliance with applicable provincial legislation or upon order or recommendation of the Chief Medical Officer of Health for the Province or a Regional or Municipal Medical Officer of Health pertaining to the province, region, municipality, facility or specifically designated areas thereof, the following agreement will apply: a) Employees shall be encouraged to be vaccinated against COVID-19. b) T of work, where available. c) The employer will provide up to 3 hours of paid time off for employees attending vaccination clinics or seeing a medical service provider for vaccination. d) The Employer will cover all reasonable cost associated with an employee obtaining a vaccination, including child care, parking or transportation costs and reasonable and customary wages for lost time. e) Informed consent will be sought prior to inoculation. f) The Employer recognizes that workers have the right to refuse any required vaccination. g) Should an Employee refuse the vaccine, alternative work options will be explored including work from home, transfer to a different department, area or job, placement on an unpaid leave of absence until such time as the workplace outbreak is declared to be at an end, or the Chief Medical Officer of Health or a Medical Officer determines that it safe for unvaccinated workers to return. If an Employee is placed on unpaid leave, she or he may use, at her or his discretion, any banked lieu time or vacation credits in order to maintain their pay or minimize lost earnings. h) Should an Employee refuses vaccination because it is medically contraindicated, and a medical certificate is provided, they will have priority reassignment over the course of the pandemic, unless reassignment is not possible. Employees who cannot be accommodated without undue hardship will suffer no loss in pay. [i] i) If an Employee refuses vaccination on any other human rights protected ground and provides appropriate substantiation for the refusal, and the employer has a reasonable basis for requiring vaccination, the Employee will have priority reassignment over the course of the pandemic unless reassignment is not possible. Employees who cannot be accommodated without undue hardship will suffer no loss in pay or benefits.[ii] j) If an Employee gets sick as a result of the vaccination, and applies for short-term disability, WSIB, or any oth...
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COVID-19 Vaccinations a. The District may coordinate with local health agencies to arrange for COVID-19 vaccinations. Leave provided for COVID-19 vaccinations and/or effects from, shall be provided in accordance with federal and state law. b. If COVID-19 vaccination entitlements are amended or modified under state and/or federal law, the new entitlements will automatically be adopted into this MOU.
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COVID-19 Vaccinations a. Understanding that vaccinations are a critical health and safety precaution against COVID-19, the parties will require all employees to be fully vaccinated against COVID-19. All AFSCME members are mandated to get vaccinated, unless they qualify for a religious or medical exemption, and must provide proof of at least the first vaccination shot to the District no later than two (2) weeks after ratification of this Agreement. Proof of full vaccination series must be provided to the district no later than six (6) weeks after ratification of this Agreement. b. To establish that AFSCME members have received a vaccine, they will need to submit a copy of the vaccination receipt they received when vaccinated or an equivalent document obtained from the entire administering the vaccine. The verification must identify the employee by name, the date the vaccine dose was/were administered, and whether the individual has completed the vaccination regimen or requires an additional dose. If the vaccination receipt provides any other information pertaining to the employee’s health condition, the employee may redact that information on a copy of the receipt. c. Individual vaccination status and exemptions will be kept confidential. Information will be stored in an employee’s medical file and not subject to FOIA. Aggregate data can be shared with the community. d. The employer will comply with federal and state law with respect to vaccination exemptions for medical or religious reasons. e. All unvaccinated employees intending to pursue a religious or medical exemption must submit notice of their intent to do so via an email to the Director of Human Capital no later than two (2) weeks after ratification of this Agreement by , 2021. All applications, including supporting documentation for a religious or medical exemption must be submitted to the Director of Human Capital no later than four (4) weeks after ratification of this Agreement prior to , 2021. An employee who does not submit proof of at least the first vaccination or intent to apply for a valid exemption no later than two (2) weeks after ratification of this Agreement by , 2021 will be placed on unpaid leave until the end of the school year. f. All unvaccinated employees who have an approved religious or medical exemption must submit to routine COVID-19 testing provided by the district (if the district still requires testing of unvaccinated employees), wear a mask, and comply with any other established COVID-19 safe...
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Related to COVID-19 Vaccinations

  • COVID-19 Employees of Contractor and/or persons working on its behalf, including, but not limited to, subcontractors (collectively, “Contractor Personnel”), while performing services under this Agreement and prior to interacting in person with City employees, contractors, volunteers, or members of the public (collectively, “In-Person Services”) must be fully vaccinated against the novel coronavirus 2019 (“COVID-19”). “Fully vaccinated” means that 14 or more days have passed since Contractor Personnel have received the final dose of a two-dose COVID-19 vaccine series (Moderna or Pfizer-BioNTech) or a single dose of a one-dose COVID-19 vaccine (Xxxxxxx & Xxxxxxx/Xxxxxxx) and all booster doses recommended by the Centers for Disease Control and Prevention. Prior to assigning Contractor Personnel to perform In-Person Services, Contractor shall obtain proof that such Contractor Personnel have been fully vaccinated. Contractor shall retain such proof for the document retention period set forth in this Agreement. Contractor shall grant medical or religious exemptions (“Exemptions”) to Contractor Personnel as required by law. If Contractor wishes to assign Contractor Personnel with Exemptions to perform In- Person Services, Contractor shall require such Contractor Personnel to undergo weekly COVID-19 testing, with the full cost of testing to be borne by Contractor. If Contractor Personnel test positive, they shall not be assigned to perform In-Person Services or, to the extent they have already been performing In-Person Services, shall be immediately removed from those assignments. Furthermore, Contractor shall immediately notify City if Contractor Personnel performing In-Person Services (1) have tested positive for or have been diagnosed with COVID-19, (2) have been informed by a medical professional that they are likely to have COVID-19, or (3) meet the criteria for isolation under applicable government orders.

  • COVID-19 Vaccine Passports Pursuant to Texas Health and Safety Code, Section 161.0085(c), Contractor certifies that it does not require its customers to provide any documentation certifying the customer’s COVID-19 vaccination or post-transmission recovery on entry to, to gain access to, or to receive service from the Contractor’s business. Contractor acknowledges that such a vaccine or recovery requirement would make Contractor ineligible for a state-funded contract.

  • 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.

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