Common use of Protective Clause in Contracts

Protective. Effective September of each year the Hospital will provide forty-five dollars ($45.00) per year to each part-time employee who is required by the Hospital to wear safety footwear during the course of his duties. The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon a recommendation pertaining to a facility or a specifically designated 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 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.

Protective. The Hospital agrees to continue its present practices with respect to the provision of protective clothing and safety devices to employees, subject to the provision set out below with respect to safety footwear. The Hospital further agrees to meet directly with the representative of the Union or through the Accident Prevention to discuss the need for any protective clothing or safety equipment in addition to that which the Hospital is presently providing. Effective September 1st of each year and on that date for each subsequent year the Hospital will provide forty-five dollars ($45.00) per year to each partfull-time employee who is required by the Hospital to wear safety footwear during the course of his duties. The parties agree that influenza vaccinations may be beneficial for patients and hospital employees. Upon a recommendation pertaining to a facility or a specifically designated thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply: Hospitals recognize that employees have Employees shall, subject to the right following, be required to refuse any recommended be vaccinated for influenza. If the full cost of such 'medication is not covered'by some other source, the Hospital will pay the full or required vaccination incremental cost for the vaccine. 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 may be placed on an unpaid leaveleave of absence during any influenza the hospital until such time as the employee is cleared to return to work. 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-indicatedcontraindicated, 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 leavepaid. 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 Notwithstanding the vaccination, and applies for the Hospital will not oppose the claim. If the full cost of such medication is not covered by some other sourceabove, the Hospital will pay the full or incremental cost for may offer the vaccine and will endeavour on a voluntary basis to offer vaccinations during an employee's working hoursemployees free of charge. In addition, employees will This clause shall be provided with information, including risks and side effects, regarding interpreted a manner consistent the vaccineOntario Human Rights Code.

Protective. The Hospital agrees to continue its present practices with respect to the provision of protective clothing and safety devices to employees, subject to the provision set out below with respect to safety footwear. The Hospital further agrees to meet directly with the representative of the Union or through the Accident Prevention Committee to discuss the need for any protective clothing or safety equipment in addition to that which the Hospital is presently providing. Effective September of each year the Hospital will provide forty-five dollars ($45.00) per year to each partfull-time employee who is required by the Hospital to wear safety footwear during the course of his duties. The parties agree that influenza vaccinations may be beneficial for patients and hospital employees. Upon a recommendation pertaining to a facility or a specifically designated thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply: Hospitals recognize that employees have Employees shall, subject to the right following, be required to refuse any recommended be vaccinated for influenza If the full cost of such medication is not covered by some other source, the Hospital will pay the full or required vaccination incremental cost for the vaccine. 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 may be placed on an unpaid leaveleave of absence during any influenza outbreak in the hospital until such time as the employee is cleared to return to work. 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-indicatedcontraindicated, 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 leavepaid. 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 Notwithstanding the vaccination, and applies for the Hospital will not oppose the claim. If the full cost of such medication is not covered by some other sourceabove, the Hospital will pay the full or incremental cost for may offer the vaccine and will endeavour on a voluntary basis to offer vaccinations during an employee's working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccinefree of charge.