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Mandatory Vaccination Policy

Vaccination is the most effective defense against flu viruses. So it behooves you to ensure that workers in your organization get flu shots every year at the start of flu season. But workers might neglect or even refuse vaccination. One way to overcome this problem is to implement a policy requiring workers to be vaccinated. Caveat: Mandatory vaccination policies may result in worker protests and expose your organization to legal risks. Such policies are justifiable only if you're a healthcare facility or other workplace in which flu and infection control is of paramount importance.

INFLUENZA VACCINATION POLICY

PURPOSE

The purpose of this policy is to reduce the risk of influenza transmission in the workplace in accordance with applicable federal, provincial and territorial occupational health and safety legislation and public health guidance. This Policy is intended to protect workers, patients, clients and other vulnerable persons in environments where infection prevention and control is of heightened importance.

This Policy is implemented after consideration of workplace risk assessments, infection prevention requirements and applicable human rights obligations. ABC Company recognizes that vaccination policies must be reasonable, proportionate and consistent with accommodation duties under applicable human rights legislation.

POLICY

Where influenza poses a material workplace health risk based on hazard assessment, medical staff members of ABC Company may be required to obtain influenza vaccinations annually according to schedules established for each particular year.

Vaccinations will be made available to staff members free of charge. The Company will communicate timelines, procedures and documentation requirements in advance of each influenza season.

This Policy will be administered in a manner consistent with applicable human rights legislation, privacy laws, and accommodation obligations.

EXCEPTIONS

Staff members who have been vaccinated elsewhere may satisfy this requirement by providing appropriate written documentation.

Staff members may request accommodation for legitimate medical, religious or other protected grounds under applicable human rights legislation. Requests for accommodation will be assessed individually and confidentially. The Company will accommodate to the point of undue hardship.

Where accommodation is granted, alternative infection prevention measures may be implemented, such as masking, reassignment, remote work (where feasible), or other protective controls.

CONSEQUENCES OF NON-COMPLIANCE

Employees who fail to comply with this Policy without valid exemption or approved accommodation may be subject to corrective action in accordance with Company policies and applicable legislation. Any corrective action will be reasonable, proportionate and consistent with human rights and employment law requirements.

Vaccination status information will be collected, used and stored in accordance with applicable privacy legislation and Company confidentiality protocols.