On October 6, the employer published their COVID-19 vaccine policy.
Their policy requires that all employees must complete an attestation by October 29 or they will be placed on administrative leave without pay as early as November 15 until they meet the employer’s vaccination requirement. Those with valid human rights exemptions (for example medical and religious) may be accommodated through means such as telework, rapid testing and increased health and safety requirements.
The employer will require an attestation (written statement from the employee) of vaccination from every employee and they may request proof of vaccination. The employer can request proof of vaccination at any time following the attestation and has indicated there will be severe consequences for any misrepresentations.
We have analyzed the employer’s position and engaged CUPE National’s legal and research specialists and we have confirmed that this policy falls within their legal rights when it comes to ensuring the safety of the workplace.
If you are unvaccinated and believe you have a reason to seek an exemption, you are encouraged to request an exemption from the employer. If you have questions about their policy and how it may impact you, you are encouraged to talk to your manager.
If you are placed on leave without pay as a result of this policy, or if your request for an exemption is denied, you are encouraged to contact your Steward or Regional Chairperson and we’ll look at it on a case-by-case basis to determine if the policy has been followed.
The policy can be found at: