We’ve compiled frequently asked questions to provide AJC members with as much information and AJC union advice as possible on the mandatory vaccination policy in the workplace. If you have any other questions or concerns about COVID-19 and the government’s vaccination policy and your rights as a unionized employee, please reach out to your regional Governing Council representative.
The AJC’s priority continues to be the health and safety of its members and our position on the mandatory vaccination policy has not changed. We continue to support the broadest possible vaccination of Canadians, including public servants, as an important layer of protection to combat the COVID-19 pandemic and to protect the health and safety of public servants in the workplace.
The Treasury Board issued a memo clarifying that ESDC is recommending how to treat record of employment (ROE) coding in relation to failures to comply with the employer’s mandatory vaccination policy.
The AJC takes exception to this coding and intends to challenge the Treasury Board’s approach on the basis that this is inconsistent with their policy. We are currently reviewing our options but will keep you informed of the actions we take to have this clarified and/or corrected.
Members require AJC support to file an individual grievance on all matters relating to the application or interpretation of the collective agreement (s. 208 (4) of the FPSLRA). However, members can file an individual complaint with the Office of the Privacy Commissioner without the AJC’s support.
So far, the National Advisory Committee on Immunization (NACI), the advisory body that provides recommendations on vaccination in Canada, has not recommended booster shots for Canadians.
Yes, the form requesting accommodation provides for temporary accommodation requests. We encourage all members with medical conditions to consult their medical practitioner in the event they have concerns regarding vaccination.
The Employer has a duty to accommodate AJC members who are unable to be fully vaccinated based on a certified medical contraindication, religion, or another prohibited ground of discrimination as defined under the Canadian Human Rights Act or under our collective agreement, which could also include those who are partially vaccinated.
If an employee is protected by one of these listed grounds, the employer must work with the employee to identify possible accommodations, which may include mandatory testing.
We don’t know. This is one of many questions that we will be putting forward to Treasury Board.
Information regarding the impact LWOP has on your pay, benefits and group insurances can be obtained from your compensation advisor. You may also wish to explore the list of other things to consider when on LWOP here: https://www.tpsgc-pwgsc.gc.ca/remuneration-compensation/services-pension-services/pension/info/ticnp-lwpip-eng.html
Yes, employees who have been placed on Leave Without Pay and who become partially vaccinated will resume work and have their pay reinstated. However, some should plan for delays in the treatment of their pay file.
Partially vaccinated employees will be placed on Leave Without Pay if they have not received their second dose by 10 weeks after their first dose. Partially vaccinated employees may be subject to temporary measures, such as teleworking or testing, for the period of time for which they remain partially vaccinated. Please note that 699 Leave or “Other Leave With Pay”, is not available for employees unwilling[1] to be fully vaccinated or unwilling to disclose their vaccination status.