Common use of Flu Vaccine Clause in Contracts

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.

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 '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 she 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 she can use banked lieu time or vacation credits in order to keep her/his her 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 she will be reassigned work 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.Ontario

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/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/she or he can use banked lieu time or vacation credits in order to keep her/her or 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/she or 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.

Flu Vaccine. The parties agree that influenza vaccinations may be beneficial for clients 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. (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/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/she or he can use banked lieu time or vacation credits in order to keep herhis/her or 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/she or 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.

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/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/she or he can use banked lieu time or vacation credits in order to keep herhis/her or 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/she or 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.

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/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/she or he can use banked lieu time or vacation credits in order to keep her/her or 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/she or he will be reassigned during the outbreak period. (The issue of payment for medical certificates is deferred to the benefits discussions). (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.

Flu Vaccine. The parties agree that influenza vaccinations may be beneficial for clients 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. (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 they 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 they can use banked lieu time or vacation credits in order to keep her/his their pay whole. (e) If an employee refuses to take the vaccine because it is medically contra- contra-indicated, and where a medical certificate is provided to this effect, she/he they 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.

Flu Vaccine. 21.01 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 designed 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/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/she or he can use banked lieu time or vacation credits in order to keep her/her or his pay whole. (e) If an employee refuses to take the vaccine because it is medically contra- indicatedcontraindicated, and where a medical certificate is provided to this effect, she/she or he will be reassigned during the outbreak period. (f) If an employee becomes ill as a result of the a 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.

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/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/he the employee can use banked lieu time or vacation credits in order to keep her/his pay whole. (e) If an employee refuses is unable to take the vaccine because it is medically contra- indicated, indicated and where a medical certificate is provided to this effect, she/he 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, 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.