Influenza Sample Clauses

Influenza. It is the policy of the Employer that all employees shall be required, on an annual basis to be vaccinated for influenza 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, he or 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 Public Health or the Employer to return to the work environment. The only exceptions to this would be: a. if an employee is pregnant; or b. upon written direction from the employee’s physician for an employee for whom taking the medication will result in the employee being physically ill to the extent that he or she cannot attend work, in which case the employee will be entitled to use banked holidays or other banked lieu days, and thereafter vacation leave without pay until such time as the employee has been cleared by the Public Health or the Employer to return to the work environment. If the employee gets sick as a reaction to the drug to the extent that he or she cannot attend work or has a severe allergic reaction and applies for WSIB, the Employer will not oppose the application.

Influenza. All Residents must receive a flu vaccine annually during flu season in accordance with MetroHealth policy and provide confirmation of the vaccination upon request.

Influenza a. Influenza season is determined by the Infection Control in accordance with the recommendations of the Centers for Disease Control and state health department; and under the direction of the Chief of the Infectious Diseases Division or designee. b. Annually, employees must do one of the following by the deadlines as designated by the Influenza Vaccination for Healthcare Personnel ▇▇▇▇.▇▇ 950.590: i. Receive the influenza vaccine(s). Consent must be signed prior to receiving the vaccine. Vaccination will be provided free of charge through OHS. ii. Provide OHS with proof of immunization if vaccinated through services other than OHS, e.g. private physician office, public clinics, etc.). Proof of immunization must include a copy of documentation indicating the date of vaccination, lot number, expiration date, manufacturer and name of facility that the vaccine was received. iii. Sign a declination form and wear a surgical mask during designated flu season. Please reference Influenza Vaccination for Healthcare Personnel ▇▇▇▇.▇▇ 950.590 c. Inactivated injectable vaccine is administered IM.

Influenza. Upon recommendation of the Medical Officer of Health, all employees may take such treatments as the Officer may direct. If the cost of such treatments is not covered by some other source the cost will be borne by the Employer. If an employee does not take the recommended course of treatment, or fails to complete it, she shall be placed on an unpaid leave of absence until such time as the situation is resolved. If an employee does not complete a course of treatment initiated by the Employer any subsequent course of treatment required as a result of the same situation shall be undertaken at the employee’s expense. An employee who does not take the recommended course of treatment for verified medical or bona fide religious reasons is entitled to such accommodation as the Employer may direct or, failing that, sick leave if the credits are available. Where it is permitted by the Medical Officer of Health, or designate, and where it is otherwise possible, an employee who cannot work due to not taking the influenza vaccine may be reassigned to work in another area of the Employer until the outbreak is declared over. In the case of employees who work at more than one health care facility, and an outbreak occurs in one of the facilities with the result being the medical officer of health or designate limits the employee to working at one facility only, the employer will attempt to offer the employee call-in hours, being respectful of the agreed to call-in procedures.

Influenza. The Trust has a comprehensive seasonal flu plan for 2019/2020 covering aspects relevant to patients, visitors and staff. Each winter staff are offered the flu vaccination to protect them from contracting the predicted circulating virus strains and transmitting it to vulnerable patients, as well as family and friends. Although not mandatory like certain other vaccines for clinical staff, we strongly encourage all staff to get the flu jab each year as part of their duty of care to patients. The CQUIN (Commissioning for Quality and Innovation) target covering 2018/19 was to immunise 75% of frontline healthcare staff and this target was exceeded - 81%. For the year 2019/20, the target is to immunise 80% of frontline healthcare workers. There is also a plan to immunise inpatients over 65 years or those who meet the risk factor criteria and maternity patients will be offered flu immunisation as part of their antenatal care. The Trust will continue to use on-site influenza testing for patients which is predicted to speed up patient diagnosis and have a positive impact on bed management and cross infection rates. Over the 2018/19 flu season there were three clusters of hospital acquired flu. The availability of rapid flu testing was valuable in rapidly containing transmission.

Influenza. Goal 8.1 Strengthen capacity to protect against seasonal influenza and to prepare for a pandemic.

Influenza. The Province will continue to pay $5.00/dose for the administration of the influenza vaccine.

Influenza. 30.01 The Employer agrees to amend its policy around flu vaccines to reflect the following: (a) if an employee does not have a documented medical or religious reason for refusing the flu shot (or Amantadine or Tamiflu, as the case may be) and if there is a flu outbreak, the employee will still be required to absent himself or herself from the facility for the duration of the outbreak, however, the employee will be entitled to draw from his/her available earned vacation time. (b) If an employee does not have vacation time left or does not wish to use it, then and only then will she/he be required to take an unpaid leave of absence for the duration of ( or balance of ) the outbreak. 30.02 It is understood and agreed that all other aspects of the policy remain the same (with the possible further addition, at the Employer’s discretion, of a reference to Tamiflu as an alternative to Amantadine). 30.03 The Union agrees that the policy, with the above amendments is enforceable.

Influenza. The Partnership for Influenza Vaccine Introduction (PIVI) is a public-private partnership that supports vaccination programs via TA and vaccine donations in LMICs. Data from the initial years of PIVI suggest technical and financial support can lead to progress towards sustainable vaccination programs (▇▇▇▇▇▇ et al., 2019). Part of the PIVI model is to provide TA to National Immunization Technical Advisory Groups (NITAGs). A NITAG is a group of experts who provide evidence-based and context-specific guidance on national immunization efforts. ▇▇▇▇ et al., (2019) studied the effectiveness of NITAGs in LMICs and concluded that effective advisory groups inspire country ownership over immunization, and that additional technical and financial assistance is needed to improve its quality in LMICs. Furthermore, ▇▇-▇▇▇▇ et al., (2019) concluded similar challenges faced by NITAGs regarding the need for more secure financial support and TA. There is a gap in access to peer-reviewed literature. This is necessary to address in order for NITAGs to operate to their fullest capability, as their policy recommendations should be informed by data. As is the case with many other vaccines, the COVID-19 vaccine is lifesaving (▇▇▇▇▇▇ et al., 2022). However, there is insufficient vaccine access, especially in LMICs. Advancing COVID-19 vaccine equity requires a health systems and policy approach that is unique to this pandemic and to every context in which it unfolds (Van de Pas et al., 2022). Collaboration from external partners through technical and financial assistance is also needed to help with supply and service delivery. The inability to secure COVID-19 vaccines in LMICs in a timely fashion compared to higher income countries correlates to increased cases and mortality, underscoring the significance of not only equitable, but also timely access and delivery (▇▇▇▇▇▇▇▇ et al., 2022). In an estimated cost analysis associated with deploying COVID-19 vaccines in LMICs categorized 8 areas of work for TA as: 1. Planning & coordination; 2. Supply chain, procurement, regulatory; 3. Cold chain, logistics; 4. Service delivery, training, supervision; 5. Health management information system (HMIS), data monitoring & evaluation; 6. Vaccine safety, adverse event following immunization (AEFI) surveillance; 7. Communication for development (C4D), demand generation, risk communication; 8. Administrative staff, assistant (UNICEF 2022). As more countries attained access to COVID-19 vaccines thro...