WebMom’s Blog COVID-19 Vaccination Policy
- The health and safety of WebMom’s Blog employees is a priority. WebMom’s Blog is committed to taking every precaution reasonable in the circumstances for the protection of the health and safety of workers from the hazard of COVID-19. Vaccination is a key element in the protection against the hazard of COVID-19. WebMom’s Blog is also committed to compliance with all applicable public and occupational health and safety, human rights, privacy, and other laws in the development and implementation of this Policy.
- This policy is designed to support and maximize COVID-19 vaccination rates among WebMom’s Blog workers as one of the critical control measures for the hazard of COVID-19. To this end, WebMom’s Blog workers are required to be fully vaccinated against COVID-19 with a Health Canada-appD-19 vaccine.
- Full vaccination has been shown to be effective in reducing COVID-19 virus transmission and protecting vaccinated individuals from severe consequences of COVID-19 and COVID-19 variants.
Given the continuing spread of COVID-19, including the Delta variant, within Canada, the compelling data demonstrating a higher incidence of COVID-19 among the unvaccinated population and the increasing levels of contact between individuals as businesses, services, and activities have reopened, it is important for WebMom’s Blog workers to be fully vaccinated in order to protect themselves against serious illness from COVID-19 as well as to provide indirect protection to others, including coworkers.
- SCOPE AND APPLICABILITY
- This Policy applies to all WebMom’s Blog employees
who come in contact
- with other employees, contractors, and volunteers. For this policy, reference to “workers” shall be read to include employees, contractors and volunteers.
- VACCINATION REQUIREMENT
- All WebMom’s Blog employees
who come in contact
- with other employees, contractors, and volunteers. workers are required to be fully vaccinated with a recent COVID-19 vaccine, and be able to show documents proving such.
WebMom’s Blog will maintain vaccination disclosure information, including documentation verifying receipt of a vaccination series approved by Health Canada, in accordance with privacy legislation. This information will only be used to the extent necessary for implementation of this policy, for administering health and safety protocols, and infection and prevention control measures in the workplace.Workers may also be required to disclose their vaccination status by law or to otherwise give effect to this policy, including, but not limited to, situations where employees are directed to stay home as a result of the daily screening tool in order to comply with the clearance criteria to return to work (e.g. after experiencing symptoms, a COVID-19 exposure, or a travel quarantine exemption).
- ACCOMMODATION FOR INDIVIDUALS WHO CANNOT BE VACCINATED
- WebMom’s Blog is committed to a workplace free from discrimination and harassment in accordance with Canadian human rights laws. WebMom’s Blog will accommodate workers from the strict application of this Policy who qualify based on one or more of the protected grounds of discrimination in the
Human Rights Code
- up to the point of undue hardship.
Workers seeking accommodation are required by law to self-identify the specific prohibited ground of discrimination they believe vaccination would infringe and participate in the accommodation process, including, but not limited, to providing information to establish the existence of a protected grounds, related restrictions, and possible methods of accommodation. To discuss possible exemptions and related accommodation under this Policy, eligible workers should contact email@example.com.
8. ONGOING MONITORING AND ASSESSMENT OF COVID-19 WORKPLACE SAFETY MEASURES
WebMom’s Blog will continue to closely monitor its COVID-19 risk mitigation strategy and the evolving public health information and context, to ensure that it continues to optimally protect the health and safety of workers and the public that they serve. To that end, and in consultation with the regional public health unit, WebMom’s Blog will continue to assess other available workplace risk mitigation measures, including, for example, requiring proof of a negative COVID-19 test, etc. If it is determined that additional precautions are necessary, WebMom’s Blog may decide to deploy new measures (including at an individual level) to protect employees and the public from COVID-19 and may amend this policy accordingly and/or communicate the required precautions to impacted employees.
9. CONSEQUENCES OF NON-COMPLIANCE WITH POLICY
Employees who do not comply with this policy may be subject to discipline, up to and including dismissal.