Vaccination and Immunization. Any Employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the Employer, or to undergo vaccination or immunization when required, may be dismissed from the service of the Employer. Where an Employee is required by the Employer to take a medical or x-ray examination or undergo vaccination, inoculation or other immunization, it shall be at the Employer’s expense and on the Employer’s time. When requested to take a medical examination , it will be by a physician of the employees choice. Where vaccination or immunization is recommended by the Employer or the Occupational Health and Safety Committee, as an appropriate or necessary precaution and is not otherwise available to an employee without direct cost, the Employer will pay the cost. The Employer agrees to take all reasonable precautions, including in- service seminars to limit the spread of infectious diseases among employees. Where the Employer identifies high risk areas, which may expose employees to infectious or communicable diseases for which there are protective immunization available, such immunization shall be provided at no cost to the employee. The Employer shall provide Hepatitis B vaccine free of charge to those employees who may be exposed to body fluids or other sources of infection. Employees may be required by the Employer to take other tests, such as x- rays, medical examinations, immunizations or vaccination (excluding rubella if any Employee is of the opinion that a pregnancy is possible). All costs for such procedures shall be at the expense of the Employer. If the Employee’s physician has advised the Employee against any of the above procedures, as it may have an adverse effect on the Employee’s health, the Employee will be required to provide written medical documentation to the Employer to be excluded. It is understood and agreed that nay employee refusing without sufficient medical grounds, to take medical or x-ray examinations at the request of the Employer, or to undergo vaccination or immunization when required, may be dismissed from the service of the Employer.
Vaccination and Immunization. St. Jude strives to keep the St. Jude campus safe for all employees, Students, Sponsor Employees, patients and families. Two weeks prior to starting the clinical rotation at St. Jude, and at any time upon request, the Sponsor Employee and/or Sponsor will upload documentation into TCPSSM for verification that he or she has received the following immunizations or immunities and tests and others as St. Jude may require from time to time:
1. Two (2) measles, mumps, and rubella (MMR) vaccines or acceptable evidence of measles, mumps and rubella immunity. Acceptable evidence of immunity is a positive serologic test for antibody or written documentation of vaccination. A personal history of measles and mumps is not acceptable proof of immunity.
2. Two (2) varicella vaccines or acceptable evidence of varicella immunity. Acceptable evidence of immunity is documentation of two (2) doses of varicella vaccine, a positive serologic test for antibody, or documentation from a healthcare provider of a diagnosis of chickenpox or herpes zoster (shingles). A personal history of varicella is not acceptable as proof of immunity.
3. Hepatitis B vaccination series or acceptable evidence of immunity. Acceptable evidence of immunity is documentation of Hepatitis B vaccination series or a positive serologic test for antibody indicating immunity status.
4. Tetanus, Diphtheria, Pertussis (Tdap) adult vaccination and one Td or Tdap booster within the last ten years
5. Proof of current influenza vaccination and full COVID-19 vaccination or Sponsor Employee may apply for consideration of the possibility of a medical accommodation. Full Vaccination for COVID-19 means at least two weeks have passed since your final dose of a COVID-19 vaccine which has been authorized or approved for use in the U.S. or listed by the World Health Organization (WHO) for emergency use.
6. Tuberculin skin testing (TST), within the last twelve (12) months such as PPD test, or T-spot or QuantiFERON Gold serology test indicating free of TB infection within the past. A negative chest x-ray may also be used.
7. Sponsor Employee agrees to stay up to date with vaccinations as required by St. Jude and to receive any further immunizations and test as may be updated from time to time. St. Jude will not perform titers or screenings for Sponsor Employee. Sponsor Employee is responsible for having current immunizations, titers and/or testing, including lab-specific immunizations and screenings, and for any expenses incurre...
Vaccination and Immunization. (a) The Employer is committed to a safe and healthy workplace for all employees and has implemented infection prevention and control policies and practices which employees are expected to follow.
(b) Any employee, as a condition of employment, must show proof of vaccination and immunization and following that, agree to, at the Employer’s expense, receiving annual, or as required, vaccinations where required by company policy and/or public health requirement.
(c) Any employee refusing, without an approved medical waiver, to undergo medical examination or diagnostic testing as required by public health to receive annual or other vaccinations or immunizations where required by company policy and/or public health requirement, will be terminated.
