- It’s a necessary health and safety measure for the particular workplace;
- It’s no more intrusive than it has to be;
- It doesn’t violate employees’ contractual or collective agreement rights; and
- It doesn’t discriminate on the basis of religion, disability or other protected grounds.
- Fact 1: While OHS laws don’t specifically address flu or flu vaccinations, they do require employers to take measures “reasonable in the circumstances” to protect workers from hazards;
- Fact 2: When a worker gets the flu, it poses a hazard to not just co-workers but everybody in the workplace, including customers, patients, guests, etc.; and
- Fact 3: Flu vaccinations have been proven to be safe and effective in preventing the flu.
- Exempting the employee from the policy, which could be conditioned on his/her agreement to wear a face mask or face covering;
- Temporarily reassigning the employee to another position where lack of immunization would pose less of a hazard to others; and
- Letting the employee work from home or take a leave of absence until the flu outbreak ends.
- Adopt a mandatory vaccination policy (like the one on page X [production: fill in] below; or
- Adopt a non-mandatory policy that encourages but doesn’t require flu shots. (Go to the HRI website for a template.)
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