Flu Vaccine Sample Clauses

Flu Vaccine. The parties agree that influenza vaccinations may be beneficial for clients and employees. Upon a recommendation pertaining to a facility to which our employees attend, or a specifically designated area(s) thereof, or to specific staff, from the Medical Officer of Health, or in compliance with applicable Provincial Legislation, the following rules will apply: (a) Employees shall, subject to the following, be required to be vaccinated for influenza. (b) If the full cost of such medication is not covered by some other source, the Employer will pay the full or incremental cost for the vaccine and will endeavour to offer vaccinations during an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. (c) The Employer recognizes that employees have the right to refuse any required vaccination. (d) If an employee refuses to take the vaccine required under this provision, she/he may be placed on an unpaid leave of absence during any influenza outbreak that affects the workplace of the employee until such time as the employee is cleared to return to work. If an employee is placed on unpaid leave, she/he can use banked lieu time or vacation credits in order to keep her/his pay whole. (e) If an employee refuses to take the vaccine because it is medically contra- indicated, and where a medical certificate is provided to this effect, she/he will be reassigned during the outbreak period. (f) If an employee becomes ill as a result of the vaccination, and applies for WSIB, the Employer will not unreasonably oppose the claim. (g) Notwithstanding the above, the Employer may offer the vaccine on a voluntary basis to employees free of charge. (h) This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
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Flu Vaccine. The parties agree that influenza vaccinations may be beneficial for clients and Employees. Upon a recommendation pertaining to a facility to which our Employees attend, or a specifically designated area(s) thereof, or to specific staff, from the Medical Officer of Health, or in compliance with applicable Provincial Legislation, the following rules will apply: (a) Employees shall, subject to the following, be required to be vaccinated for influenza. (b) If the full cost of such medication is not covered by some other source, the Employer will pay the full or incremental cost for the vaccine and will endeavour to offer vaccinations during an Employee’s working hours. In addition, Employees will be provided with information, including risks and side effects, regarding the vaccine. (c) The Employer recognizes that Employees have the right to refuse any required vaccination. (d) If an Employee 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 that affects the workplace of the Employee until such time as the Employee is cleared to return to work. If an Employee is placed on unpaid leave, the Employee can use banked lieu or vacation credits in order to keep pay whole. (e) If an Employee is unable to take the vaccine because it is medically contra-indicated and where a medical certificate is provided to this effect, the Employee will be reassigned during the outbreak period. The cost of such medical certificate will be paid by the Employer, once proof of payment has been submitted. (f) If an Employee becomes ill as a result of the vaccination and applies for WSIB, the Employer will not unreasonably oppose the claim. (g) Notwithstanding the above, the Employer may offer the vaccine on a voluntary basis to Employees free of charge. (h) This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
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Flu Vaccine. The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon a recommendation pertaining to a facility to which our employees attend, or a specifically designated area(s) thereof, or to specific staff, from the Medical Officer of Health, or in compliance with applicable Provincial Legislation, the following rules will apply: (a) Employees shall, subject to the following, be required to be vaccinated for influenza. (b) If the full cost of such medication is not covered by some other source, the Employer will pay the full or incremental cost for the vaccine and will endeavour to offer vaccinations during an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine.
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Flu Vaccine. We encourage all families to have their children immunized against influenza this year. The American Academy of Pediatrics recommends that all students get the flu vaccine by the end of October 2020. Experts have emphasized the importance of the flu shot this year in preventing a combined pandemic with both the flu and COVID virus circulating.
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Flu Vaccine. 13:01 The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon a recommendation pertaining to a facility thereof from the Medical Officer of health of in compliance with applicable provincial legislation, the following rules will apply: (a) Employees, subject to their consent, may be required to be vaccinated for influenza. (b) The Hospital will pay the full incremental cost for the flu vaccine and will endeavour to offer vaccinations during an employees working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. (c) The Hospital recognizes that employees have the right to refuse any required vaccination. (d) In the event of an out break of influenza, the Hospital will reassign staff that have not received the vaccination, to appropriate work areas, if possible. If no reassignment is possible, such employee(s) will be deemed to be laid off. (e) If an employee refuses to take the vaccine because it is medically contra- indicated, and where a medical certificate is provided to this effect, she/he will be reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be paid. It is agreed that any such reassignment will not adversely impact the scheduled hours of other employees. (f) If an employee gets sick as a result of the vaccination, and applies for WSIB, the Hospital will not oppose the claim. (g) Notwithstanding the above, the Hospital may offer the vaccine on a voluntary basis to employees free of charge. (h) This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
Sample 1
Flu Vaccine. The parties agree that influenza vaccinations may be beneficial for clients and employees. Upon a recommendation pertaining to a facility to which our employees attend, or a specifically designated geographic area(s) thereof, or to specific staff, from the Medical Officer of Health or designate, or in compliance with applicable Provincial Legislation, the following rules will apply:
Sample 1
Flu Vaccine. 24.01 The parties agree that influenza vaccinations may be beneficial for clients and employees. In compliance with applicable Provincial Legislation and upon a recommendation from a Medical Officer of Health, or request from a facility to which our employees attend, the following rules will apply: Employees 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 Employer will pay the full or incremental cost for the vaccine and will endeavour to offer vaccinations during an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. The Employer recognizes that employees have the right to refuse any required vaccination. If an employee refuses to take the vaccine required under this provision, she will be re-assigned during the outbreak period, unless re-assignment is not possible, in which case she will be placed on an unpaid leave. If an employee is placed on unpaid leave, she can use banked lieu time or vacation credits in order to keep her pay whole. If an employee refuses to take the vaccine because it is medically contra- indicated, and where a medical certificate is provided to this effect, she will be reassigned during the outbreak period. Notwithstanding the above, the Employer may offer the vaccine on a voluntary basis to employees free of charge.
Sample 1
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Flu Vaccine. The parties agree that influenza vaccinations may be beneficial for clients and employees. Upon a recommendation pertaining to a facility to which our employees attend, or a specifically designated area(s) thereof, or to specific staff, from the Medical Officer of Health, or in compliance with applicable Provincial Legislation, the following rules will apply: (a) Employees shall, subject to the following, be required to be vaccinated for influenza. (b) If the full cost of such medication is not covered by some other source, the Employer will pay the full or incremental cost for the vaccine and will endeavour to offer vaccinations during an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. (c) The Employer recognizes that employees have the right to refuse any required vaccination. (d) If an employee 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 that affects the workplace of the employee until such time as the employee is cleared to return to work. If an employee is placed on unpaid leave, she or he can use banked lieu time or vacation credits in order to keep his/her or his pay whole.
Sample 1
Flu Vaccine. The parties agree that influenza vaccinations may be beneficial for clients and employees. Upon a recommendation pertaining to a facility to which our employees attend, or a specifically designated area(s) thereof, or to specific staff, from the Medical Officer of Health, or in compliance with applicable Provincial Legislation, the following rules will apply: Employees 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 Employer will pay the full or incremental cost for the vaccine and will endeavour to offer vaccinations during an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. - The Employer recognizes that employees have the right to refuse any required vaccination. - If an employee 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 that affects the workplace of the employee until such time as the employee is cleared to return to work. If an employee 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 an employee 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. - If an employee becomes ill as a result of the vaccination, and applies for WSIB, the Employer will not unreasonably oppose the claim. - Notwithstanding the above, the Employer may offer the vaccine on a voluntary basis to employees free of charge. - This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
Sample 1

Related to Flu Vaccine

  • 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.

  • Hepatitis B Vaccine Where the Hospital identifies high risk areas where employees are exposed to Hepatitis B, the Hospital will provide, at no cost to the employees, a Hepatitis B vaccine.

  • 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.

  • Human Leukocyte Antigen Testing This plan covers human leukocyte antigen testing for A, B, and DR antigens once per member per lifetime to establish a member’s bone marrow transplantation donor suitability in accordance with R.I. General Law §27-20-36. The testing must be performed in a facility that is: • accredited by the American Association of Blood Banks or its successors; and • licensed under the Clinical Laboratory Improvement Act as it may be amended from time to time. At the time of testing, the person being tested must complete and sign an informed consent form that also authorizes the results of the test to be used for participation in the National Marrow Donor program.

  • Diagnostic procedures to aid the Provider in determining required dental treatment.

  • Clinical 1.1 Provides comprehensive evidence based nursing care and individual case management to a specific group of patients/clients including assessment, intervention and evaluation. 1.2 Undertakes clinical shifts at the direction of senior staff and the Nursing Director including participation on the on-call/after-hours/weekend roster if required. 1.3 Responsible and accountable for patient safety and quality of care through planning, coordinating, performing, facilitating, and evaluating the delivery of patient care relating to a particular group of patients, clients or staff in the practice setting. 1.4 Monitors, reviews and reports upon the standard of nursing practice to ensure that colleagues are working within the scope of nursing practice, following appropriate clinical pathways, policies, procedures and adopting a risk management approach in patient care delivery. 1.5 Participates in xxxx rounds/case conferences as appropriate. 1.6 Educates patients/carers in post discharge management and organises discharge summaries/referrals to other services, as appropriate. 1.7 Supports and liaises with patients, carers, colleagues, medical, nursing, allied health, support staff, external agencies and the private sector to provide coordinated multidisciplinary care. 1.8 Completes clinical documentation and undertakes other administrative/management tasks as required. 1.9 Participates in departmental and other meetings as required to meet organisational and service objectives. 1.10 Develops and seeks to implement change utilising expert clinical knowledge through research and evidence based best practice. 1.11 Monitors and maintains availability of consumable stock. 1.12 Complies with and demonstrates a positive commitment to Regulations, Acts and Policies relevant to nursing including the Code of Ethics for Nurses in Australia, the Code of Conduct for Nurses in Australia, the National Competency Standards for the Registered Nurse and the Poisons Act 2014 and Medicines and Poisons Regulations 2016. 1.13 Promotes and participates in team building and decision making. 1.14 Responsible for the clinical supervision of nurses at Level 1 and/or Enrolled Nurses/ Assistants in Nursing under their supervision.

  • Probes Network hosts used to perform (DNS, EPP, etc.) tests (see below) that are located at various global locations.

  • Radiation Therapy/Chemotherapy Services This plan covers chemotherapy and radiation services. This plan covers respiratory therapy services. When respiratory services are provided in your home, as part of a home care program, durable medical equipment, supplies, and oxygen are covered as a durable medical equipment service.

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