Influenza Vaccine Sample Clauses

Influenza Vaccine. The parties agree that influenza vaccinations may be beneficial for patients and nurses. 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: (a) Nurses shall, subject to the following, be required to be vaccinated for influenza. (b) 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 a nurse’s working hours. In addition, nurses will be provided with information, including risks and side effects, regarding the vaccine.

Influenza Vaccine. The parties agree that influenza vaccinations may be beneficial for patients and nurses. 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 Vaccine. The parties agree that influenza vaccinations may be beneficial for patients and nurses. 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: (a) Nurses shall, subject to the following, be required to be vaccinated for influenza. (b) 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 a nurse’s working hours. In addition, nurses will be provided with information, including risks and side effects, regarding the vaccine. (c) Hospitals recognize that nurses have the right to refuse any required vaccination. (d) If a nurse 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 nurse is cleared to return to work. If a nurse 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. (e) If a nurse 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 nurse will be paid. It is further understood and agreed that Article 18.04 applies in these circumstances. It is further agreed that any such reassignment will not adversely impact the scheduled hours of other nurses. (f) If a nurse gets sick as a result of the vaccination, and applies for WSIB, the Hospital will not oppose the claim. (g) Notwithstanding the above, the Hospital may offer the vaccine on a voluntary basis to nurses free of charge. (h) This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.

Influenza Vaccine. 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 Health Officer or in compliance with applicable provincial legislation, the following rules shall apply: (a) Employees shall, subject to the following, be required to be vaccinated for influenza. (b) If the full cost of such medication is not covered by some other source, the Employer shall pay the full or incremental cost for the vaccine and will endeavour to offer vaccinations during the employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. (c) Employers recognize that employees have the right to refuse any required immunization. (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 facility until such time as the employee is cleared to return to work. If an employee is placed on unpaid leave, she or he may use banked time or vacation credits in order to keep her or his pay whole. (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 in accordance with Article 12.

Influenza Vaccine. The parties agree that influenza vaccinations may be beneficial for clients and staff. 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: a) Employees shall, subject to the following, be required to be vaccinated for influenza. b) If the full cost of such medication is not covered by some other source, the Employer will pay the full or incremental cost for the vaccine and will offer vaccinations during regular working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. c) The Employer recognizes that employees have the right to refuse any required vaccination. d) If an employee refuses to take the vaccine required under this provision, he/she or he may be placed on an unpaid leave of absence during any influenza outbreak in the community or hospital until such time as the employee is cleared to return to work. If an employee is placed on unpaid leave, he/she or he can use banked lieu time or vacation credits in order to keep her or his pay whole. 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, he/she or he will be reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be paid. f) If an employee gets sick as a result of the vaccination, and applies for WSIB, the Employer will not oppose the claim. g) Notwithstanding the above, the Employer may offer the vaccine on a voluntary basis to employees free of charge. h) This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.

Influenza Vaccine. 23.01 The parties agree that influenza vaccinations may be beneficial for employees. Upon a recommendation pertaining to a work location 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: (a) The employee shall, subject to the following, be required to be vaccinated for influenza; (b) If the full cost of such medication is not covered by some other source, the Employer 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; (c) The Employer recognize that employees have the right to refuse any required vaccination, subject to a mandatory legislative requirement; (d) If the employee refuses to take the vaccine required under this provision, she may be placed on an unpaid leave of absence during any influenza outbreak in her work location or designated area(s) until such time as the employee is cleared to return to work. If the employee is placed on unpaid leave, she can use banked lieu time or vacation credits in order to keep her pay whole; (e) If the employee refuses to take the vaccine because it is medically contraindicated and where a medical certificate is provided to this effect, she will be reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be paid. Such reassignment shall not adversely impact on the scheduling hours of other nurses. (f) If the employee gets sick as a result of the vaccination and applies for WSIB, the Employer will not oppose the claim; (g) Notwithstanding the above, the Employer must offer the vaccine on a voluntary basis to employees free of charge to be given on the hours the nurse is scheduled to work. (h) This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.

Influenza Vaccine. 14.1 The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon recommendation of the Medical Officer of Health, employees who come into regular contact with high risk individuals in order to fulfill their assigned duties shall be required, on an annual basis, to be vaccinated for influenza. Where possible, the influenza vaccine will be offered to employees at the Health Unit free of charge. High risk individuals include, but are not limited to: • Residents of long term care facilities and hospitals • Children under the age of 2 • Adults aged 65 and over • Adults and children with chronic conditions as outlined in the current year’s NACI Statement on Influenza Vaccination Notwithstanding the provisions of paragraph 1 above, nurses who were employed as of June 29, 2005 may refuse to be vaccinated. In that case, at the option of the Employer, the nurse may be reassigned or be placed on leave of absence, without pay, until such time as the employee has been cleared by the Medical Officer of Health or the Employer to return to the work environment. The nurse can use banked time or vacation credits to cover a portion of the leave of absence without pay. A nurse who is placed on leave of absence without pay will be responsible to pay the premiums for benefits. If an employee refuses to take the required vaccine for influenza because it is medically contraindicated, and where a medical certificate is provided to this effect, she 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 agreed that any such reassignment will not adversely impact the scheduled hours of other employees covered by the Collective Agreement. The Medical Officer of Health has the right to obtain additional supporting information from the employee’s doctor when a medical certificate with respect to influenza vaccine is provided. Staff who have been removed from service that are subsequently immunized may return to work two weeks after immunization or earlier if they are taking an appropriate antiviral medication. If an employee gets sick as a result of the vaccination, and applies for WSIB, the employer will not oppose the claim. The parties agree to meet as soon as possible during the influenza season to deal with issues that may arise as a result of this article.

Influenza Vaccine. Insert the following in all collective agreements: (i) Hospitals recognize that employees have the right to refuse any recommended or required vaccination. (ii) 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. (iii) 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. (iv) If an employee gets sick as a result of the vaccination, and applies for WSIB, the Hospital will not oppose the claim. (v) 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. (vi) This letter shall be interpreted in a manner consistent with the Ontario Human Rights Code.

Influenza Vaccine. 1. All employees are strongly encouraged to be vaccinated, subject to consent, or take prescribed anti-viral drug as directed by the employee’s physician. The Employer recognizes that employees have the right to refuse any type of vaccination in a manner consistent with the Ontario Human Rights Code. 2. If the cost of the vaccine is not covered by some other source, the Employer will pay the full or incremental cost of the vaccine and will offer vaccine clinics at various hours. Employees shall be provided with information regarding the vaccine. 3. The determination of an outbreak will be according to the processes established by the public health authority. 4. Work schedules, restrictions, employee medical treatments, resident visitation and facility access will be as directed by the public health authority. 5. An employee who does not take the directed 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. 6. Healthy, immunized, asymptomatic employees will be allowed to continue working, in accordance with the protocol of the public health authority. 7. Exempt or non-immunized employees are excluded from work, without pay, until one of the following conditions have been met: a. Take amantadine or tamiflu or other approved anti-viral and receive a vaccination. Anti-virals and vaccinations must be taken according to the directions of the public health authority. An employee may return to work after commencing an anti-viral treatment and receiving a vaccination as directed by the public health authority or; b. Take amantadine, tamiflu or other approved anti-viral for the full period of the outbreak or as otherwise directed by the public health authority. 8. Employees must provide documentation from a physician or specialist of medical exemption from vaccination to the employer. 9. Employees taking amantadine or tamiflu must provide a copy of the pharmacy prescription receipt to the employer before returning to work. 10. Employees who work at more than one health care facility, and an outbreak occurs in one, the employee will work at one dedicated facility until the outbreak is declared over the public health authority. 11. All workers shall return to work when the outbreak is declared over by the public health authority.