Common use of Influenza Vaccinations Clause in Contracts

Influenza Vaccinations. The parties agree that influenza vaccinations may be beneficial for patients and employees. 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: 1. Employees shall, subject to the following, be required to be vaccinated for influenza. 2. If the full cost of much 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 an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. 3. The Hospital recognises that employees have the right to refuse any required vaccination. 4. 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 in the Hospital 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. 5. 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, unless reassignment is not possible, in which case the employee will be paid. It is further agreed that any such reassignment will not adversely impact the scheduled hours of other employees. 6. If an employee gets sick as a result of the vaccination, and applies for WSIB, the Hospital will not oppose the claim. 7. Notwithstanding the above, the Hospital may offer the vaccine on a voluntary basis to employees free of charge. 8. This clause shall be interpreted in a manner consistent with the

Influenza Vaccinations. The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon a recommendation pertaining to a facility or a specifically designated area(s) thereof from the Medical Officer of Health Health, or in compliance with applicable provincial legislation, the following rules will apply: 1. Employees shall, subject to the following, be required to be vaccinated for influenza. 2. If the full cost of much 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 an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. 3. The Hospital recognises (a) Hospitals recognize that employees have the right to refuse any recommended or required vaccination. 4. (b) If an employee refuses to take the recommended or required vaccine required under this provision, she or he may will be reassigned during the outbreak period, unless reassignment is not possible, in which case he or she will be placed on an unpaid leave of absence during any influenza outbreak in the Hospital until such time as the employee is cleared to return to workleave. 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. It is further agreed that any such reassignment will not adversely impact the scheduled hours of other employees. 5. (c) If an employee refuses to take the recommended or required 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 employee will be paidplaced on paid leave. It is further agreed that any such reassignment will not adversely impact the scheduled hours of other employees. 6. (d) If an employee gets sick as a result of the vaccination, and applies for WSIB, the Hospital will not oppose the claim. 7. Notwithstanding (e) If the abovefull cost of such medication is not covered by some other source, the Hospital may offer will pay the full or incremental cost for the vaccine on a voluntary basis and will endeavour to offer vaccinations during an employee's working hours. In addition, employees free of chargewill be provided with information, including risks and side effects, regarding the vaccine. 8. (f) This clause letter article shall be interpreted in a manner consistent with the

Influenza Vaccinations. The parties agree that influenza vaccinations may be beneficial for patients and employees. 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: 1. (a) Employees shall, subject to the following, be required to be vaccinated for influenza. The Hospital shall offer the vaccine on a voluntary basis to employees free of charge. 2. (b) If the full cost of much 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 an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. 3. (c) The Hospital recognises recognizes that employees have the right to refuse any required vaccination. 4. (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 in the Hospital 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. 5. (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 or he will be reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be paid. It is further agreed that any such reassignment will not adversely impact the scheduled hours of other employees. 6. (f) If an employee gets sick as a result of the vaccination, and applies for WSIB, the Hospital will not oppose the claim. 7. Notwithstanding the above, the Hospital may offer the vaccine on a voluntary basis to employees free of charge. 8. (g) This clause shall be interpreted in a manner consistent with thethe Ontario Human Rights Code.

Influenza Vaccinations. The parties agree that influenza vaccinations may be beneficial for patients and employees. 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: 1. Employees shall, subject to the following, be required to be vaccinated for influenza. 2. If the full cost of much 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 an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. 3. The Hospital recognises recognizes that employees have the right to refuse any required vaccination. 4. 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 in the Hospital 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. 5. 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 or he will be reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be paid. It is further agreed that any such reassignment will not adversely impact the scheduled hours of other employees. 6. If an employee gets sick as a result of the vaccination, and applies for WSIB, the Hospital will not oppose the claim. 7. Notwithstanding the above, the Hospital may offer the vaccine on a voluntary basis to employees free of charge. 8. This clause shall be interpreted in a manner consistent with thethe Ontario Human Rights Code.

Influenza Vaccinations. 39.01 The parties agree that influenza vaccinations may be beneficial for patients residents and employees. 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: 1. (a) Employees shall, subject to the following, be required to be annually vaccinated for influenza. 2. If (b) The Employer will offer the full cost influenza vaccination to all employees during working hours free of much 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 an employee’s working hourscharge. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. If the employee wishes to receive the influenza vaccine from their attending physician, the Employer requests written documentation to be submitted as proof that the influenza vaccination has been received. 3. (c) The Hospital recognises Employer recognizes that employees have the right to refuse any required vaccinationvaccination or medically approved antiviral medication. 4. (d) If an employee refuses to take the vaccine or the medically approved antiviral medication required under this provision, she except for medical or he religious reasons, at the employer’s discretion, they may either be scheduled to work in an unaffected home or home area or placed on an unpaid leave of absence during any influenza outbreak in the Hospital Home until such time as the employee is cleared to return to workwork in accordance with (f) or the outbreak is determined to be over by the Medical Officer of Health or the local Public Health Unit. If an Employees in such a case may access their vacation bank, it being understood that the employee is placed on unpaid leave, she or he can use banked lieu time or vacation credits in order responsible to keep her or his pay wholereturn to work when recalled without delay. 5. (e) If an employee refuses to take the vaccine because it is medically contra-indicated, or due to religious grounds, and where a medical certificate is provided to this effect, she or he they will be reassigned during the outbreak period, after discussion with the Union, unless reassignment is not possible, in which case the employee will be paid. It is further agreed that any such Such reassignment will not adversely impact the scheduled hours of other employees. 6(f) It is the expectation of the Employer that the employee who declines the influenza vaccine will take the medically approved antiviral medication prior to returning to work during an influenza outbreak. (According to Public Health, the antiviral may be ingested and the employee is clear to return to work immediately.) If the employee declines to receive the medically approved antiviral for other than medically contra-indicated or religious grounds the employee is expected to call the Employer and inform their immediate supervisor of their decision. The employee will return to work upon being notified by the Employer that the outbreak is over. The employee will be returned to their normally scheduled shift and Article 13.08 will not apply. (g) If the employee provides a medical certificate that indicates that the vaccine is medically contra- indicated, the Employer will pay the costs of the antiviral medication. (h) The Employer agrees that if an employee gets sick as a result of the vaccination, and applies they may apply for WSIB. (i) The Employer requires that employees submit proof of one of the following: 1. they have received the influenza vaccination 2. they have a prescription for antiviral medication 3. they have medical documentation stating the vaccine is medically contra-indicated, or 4. that the employee refuses the vaccination and antiviral medications This proof must be submitted by November 15th each year. If such proof is not submitted, the Hospital employee will not oppose the claimbe suspended without pay until such documentation is provided. 7. Notwithstanding the above, the Hospital may offer the vaccine on a voluntary basis to employees free of charge. 8. This clause shall be interpreted in a manner consistent with the