Vaccination Status i. To be considered “fully vaccinated” for purposes of this Agreement, the Producer must verify that an individual received a full course of vaccination using a vaccine approved or authorized for use by the United States Food and Drug Administration (“FDA”) and has passed the applicable waiting period for developing immunity using that vaccine, as recommended by the United States Centers for Disease Control and Prevention (“CDC”).7
ii. A Producer may only inquire regarding a prospective employee’s COVID- 19 vaccination status as follows:
(1) On a production that has implemented a mandatory vaccination policy applicable to the position for which the prospective employee is being considered, the Producer may only ask the prospective employee to respond in the affirmative or negative as to whether he/she is fully vaccinated or has a disability or sincerely held religious belief that prevents vaccination until such time as an offer of employment is made. Any offer of employment made to a prospective employee who answers in the affirmative is conditioned on the prospective employee providing proof of vaccination as described below or, if applicable, verification of the prospective employee’s disability or sincerely held religious belief and a determination that a reasonable accommodation can be made for the prospective employee following an interactive process to identify accommodation options that do not pose an undue hardship on the Producer.
(2) On a production that has not implemented a mandatory vaccination policy (or when the prospective employee will not be working in a position that is subject to a mandatory vaccination policy), the Producer may not inquire regarding a prospective employee’s COVID-19 vaccination status prior to making an offer of employment. The Producer may require the prospective employee to disclose his/her vaccination status after an offer of employment is made but before commencement of employment (e.g., at the time of a pre-employment COVID-19 test), provided that the offer of employment is not contingent on whether or not the prospective employee is fully vaccinated.
iii. A Producer may require a current employee to disclose the current employee’s vaccination status.
Vaccination Status i. To be considered “fully vaccinated” for purposes of this Agreement, the Producer must verify that an individual received a full course of vaccination using a vaccine approved or authorized for use by the United States Food and Drug Administration (“FDA”) and has passed the applicable waiting period for developing immunity using that vaccine, as recommended by the United States Centers for Disease Control and Prevention (“CDC”).7
ii. A Producer may only inquire regarding a prospective employee’s COVID-19 vaccination status as follows:
Vaccination Status. 10.14.1. As a part of Quambie Park, The Hub is subject to the requirements as stated in the Public Health Act 2016 (WA)
Vaccination Status. 12.2.1. In order to be treated as fully vaccinated the District shall require all students, employees, district consultants, and visitors who claim they are vaccinated to provide proof of COVID-19 vaccination. Self-attesting to vaccination status is not sufficient.
Vaccination Status. 16.1. Quambie Park highly recommends all visitors to Xxx Xxxxxx House maintain current COVID-19 and Influenza Vaccinations.
Vaccination Status. 7.1. Contractor’s Applicable Workers will not be allowed to enter the District’s school site if they have a fever, cough or other COVID-19 or infectious disease symptom(s). Contractor agrees to implement, comply with, and fulfill the terms and requirements of the Health & Safety Policies. Contractor also acknowledges and hereby certifies that Contractor will require any Applicable Worker comply with the requirements of the Health & Safety Policies on the District’s school site, including, but not limited to the requirements set forth here:
Vaccination Status. Before commencing services, Provider, if working with or near students, shall provide proof that they are fully vaccinated for COVID-19 within two weeks prior to starting to provide services at a District school site to the Human Resources Department.
Vaccination Status. Each nurse shall be given the opportunity to become fully 13 vaccinated or file a medical or religious exceptions per hospital policy.
14 a. The Hospital will have available an FDA approved vaccine to the extent that 15 supply exists and is state provided.
17 b. If a nurse does not have an approved medical or religious exception on file by 18 October 18, 2021, they will be placed on an unpaid administrative leave 19 effective October 19, 2021.
21 c. Failure to adhere to reasonable accommodations after October 18 will result 22 in unpaid administrative leave.
24 d. At the end of thirty (30) calendar days, if the employee is not fully vaccinated 25 or does not have an approved medical or religious exception on file, their 26 position will be terminated.
28 e. If booster vaccines become part of a mandate, the union and the employer 29 agree to meet to negotiate the impact within thirty (30) calendar days of 30 announcement.
Vaccination Status. HUD shall consider an employee to be fully vaccinated two weeks after receiving their second dose of the Moderna or Pfizer-BioNTech vaccine or their single dose of the Xxxxxxx & Xxxxxxx vaccine. Cnsistent with the Safer Federal Workforce Task Force guidance, HUD shall consider employees who are outside the United States to be fully vaccinated two weeks after receiving the second dose of the AstraZeneca/Oxford vaccine. HUD recognizes that even if an employee is fully vaccinated, an additional dose or a booster may be appropriate. Promoting Vaccination. HUD shall take steps to encourage and promote employee vaccination before the deadlines, including the following actions: HUD shall offer vaccinations at HUD offices consistent with CBA Article 38, Section 38.04, “Immunization Programs.” COVID-19 vaccination will be performed only by trained, qualified individuals if/when done by the Agency. For COVID-19, HUD shall follow the guidance provided by the Safer Federal Workforce Task Force at xxxxx://xxx.xxxxxxxxxxxxxxxxxxxxx.xxx/faq/leave, in lieu of the two hours specified in CBA Article 38, Section 38.04. HUD shall permit up to four hours in most circumstances to cover the actual amount of duty time needed. HUD shall permit employees taking longer than four hours to document the reasons for the additional time (e.g., they may need to travel long distances to get the vaccine). If an employee is unable to obtain the vaccine during basic tour of duty hours, HUD will apply the normal overtime hours of work rules to the time spent traveling and obtaining the vaccine. For each dose of the COVID-19 vaccine, HUD shall grant at two workdays of administrative leave if an employee has an adverse reaction to a COVID-19 vaccination dose that prevents the employee from working, as directed by the Safer Federal Workforce Task Force guidance. If an employee requires more than two workdays to recover, HUD will permit the employee to take other appropriate leave (e.g., sick leave) to cover any additional absence without advance notice. The Department shall not require medical documentation of any reaction to a COVID-19 vaccine. For the COVID-19 vaccine, HUD shall grant bargaining unit employees administrative leave for time spent accompanying family members to receive a vaccine consistent with the guidance provided by the Safer Federal Workforce Task Force at xxxxx://xxx.xxxxxxxxxxxxxxxxxxxxx.xxx/faq/leave. HUD shall grant up to four hours of administrative leave per dose for ea...
Vaccination Status. In the Kolofata Health District, children are not vaccinated during sick child visits, but are vaccinated during well child visits only. This is a bad practice because it delays immunization. The caretakers may have travelled a long distance to bring the sick child to the clinic and cannot easily bring the child back for immunization at another time. The child is then left at risk of getting measles, polio, diphtheria, pertussis, or tetanus. One might argue that vaccination campaigns are carried out throughout different communities on a regular basis, thus ensuring that children receive their vaccinations. However, these campaigns are not timed to when an individual child needs to receive a particular vaccine, leaving ample opportunity for possible infection. Additionally, it is possible to overlook children during vaccination campaigns. During the time of this study, for example, a polio eradication campaign was being performed in the district. When caretakers were asked by health care workers whether or not their child had received the polio vaccine, many caretakers admitted to having missed the vaccination campaign. One caretaker even stated that she thought she had to pay for the immunizations and thus purposely kept her children from the campaign. It is important that health workers do not think that minor illness is a contraindication to immunization. According to the IMCI handbook, there are only three situations at present that are contraindications to immunization (WHO IMCI Handbook, 2005): Do not give BCG to a child known to have AIDS. Do not give DPT 2 or DPT 3 to a child who has had convulsions or shock within 3 days of the most recent dose. Do not give DPT to a child with recurrent convulsions or another active neurological disease of the central nervous system. In sum, there are no contraindications to immunization of a sick child if the child is well enough to go home (WHO IMCI Handbook, 2005). The examination was well received by health care workers, who were appreciative of didactic training and the opportunity for assessment of self knowledge and practices. The examination was not all-encompassing but did serve as an educational tool to introduce the IMCI guidelines and provide a medium for in depth participatory dialogue. The examination allowed for teaching of medical terminology used in the IMCI algorithms, such as wheezing, stridor, dysentery, persistent diarrhea, and fever, which are conducive for future IMCI implementation. Th...
