Common use of Influenza Vaccine Clause in Contracts

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. 14.1 The parties agree that influenza vaccinations may be beneficial for patients all employees and employeespatients. 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 long-term care facilities and hospitals • Children under the age of 2 • Adults aged over 65 years 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 Nurses may refuse to be vaccinated. In that case, at At the option of the Employer, the nurse unvaccinated nurses 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 a Medical Exemption Form 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 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 articleArticle.

Influenza Vaccine. 14.1 15.1 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.