Influenza Vaccination. 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:
Influenza Vaccination. (a) Where an employer provides employees with access to influenza vaccinations on an annual basis at the workplace, or an alternative site nominated by the employer, the employer will pay for the cost associated with the influenza vaccine.
Influenza Vaccination. As a condition of employment, each year by October 31st each Nurse covered by this Collective Agreement shall be required to receive an influenza vaccination or provide a completed Certificate of Contraindication to Influenza Immunization as per applicable Regional Policy. In the event there are reasonable indications of an outbreak, any Nurse working at more than one health care facility will, upon the request of the Region, provide information of such employment to the Region.
Influenza Vaccination. The parties agree that influenza vaccination may be beneficial to both nurses and clients. Specifically the Association accepts, subject to the following, that nurses who visit health care institutions or work with clients who are at risk for complications of influenza, will be required to be immunized annually against influenza. If the full cost of such medication is not covered by some other source, the employer will pay the full or incremental cost of the vaccine and will offer vaccinations during a nurse’s working hours. In addition, nurses will be provided with information including risks and side effects regarding the vaccine. The employer recognizes that nurses have the right to refuse any vaccination. If a nurse cannot receive the vaccine because it is medically contraindicated then the parties will meet to discuss a reasonable accommodation to other duties within her program where feasible. If a nurse refuses to take the vaccine then the parties will meet to resolve and find a potential reassignment of the nurse, which will result in no disruption within the workplace and may result in an unpaid leave of absence for the duration of the Influenza Season. If the nurse suffers a severe adverse reaction directly attributable to the vaccination and applies for WSIB, the employer will not oppose the claim. The employer will offer influenza vaccinations on a voluntary basis to all nurses free of charge. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
Influenza Vaccination. The Employer will provide nurses with an annual influenza vaccination through the employee health office at no cost. All nurses who provide patient care or who work in patient care areas must select one of the options described below:
Influenza Vaccination. The employer will offer and administer, free of charge, an annual influenza vaccination when available, to all employees. Should the vaccination become cost prohibitive or the employer be prohibited from continuing to provide and administer the vaccination, the employee may be required to contribute toward the costs of providing same.
Influenza Vaccination. The Employer shall notify the Union in writing of any changes and practices to the current flu vaccination policy that affect bargaining unit employees prior to implementation and shall bargain over the effects of such changes upon bargaining unit employees pursuant to Article 66.6.
Influenza Vaccination. Participants are required to obtain the influenza vaccination prior to beginning his/her Educational Experience at Children’s during Influenza Season. Flu season is determined by the state public health office of epidemiology and varies from year to year. Have had Annual Influenza Vaccination Date: It is the responsibility of the Participant to immediately contact the Children’s Coordinator and the Children's Employee Health Department if the Participant:
Influenza Vaccination. 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: Hospitals recognize that employees have the right to refuse any recommended or required vaccination. If an employee refuses to take the recommended or required vaccine required under this provision, she or he will be reassigned during the outbreak period, unless reassignment is not possible, in which case he or she will be placed on unpaid leave. 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. 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 placed on paid leave. It is further agreed that any such reassignment will not adversely impact the scheduled hours of other employees. If an employee gets sick as a result of the vaccination, and applies for WSIB, the Hospital will not oppose the claim. If the full cost of 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.
Influenza Vaccination. 68.1 ONA will provide annually, at no expense to employees, access on a voluntary basis to an influenza vaccination.
