![]() The tripartite partners urge employers to continue to facilitate vaccination (including vaccination booster shots) by granting paid time-off to employees to receive their shots, and additional paid sick leave (beyond contractual or statutory requirement) in the rare event that an employee experiences a vaccine-related adverse reaction.If the termination of employment is due to employees’ inability to be at the workplace to perform their contracted work, such termination of employment would not be considered as wrongful dismissal. As a last resort after exploring options above, terminate their employment (with notice) in accordance with the employment contract.Place them on no-pay leave based on mutually agreeable terms or.Redeploy them to other suitable jobs if such jobs are available, with remuneration commensurate with the responsibilities of the alternative jobs or.For unvaccinated employees 1 whose jobs require working on-site as determined by the employers under such a company policy, employers may:. ![]() Employers should engage their employees and unions (where applicable), to avoid potential disputes, and consider the necessary duration for which, and the specific roles or settings in which, they choose to maintain such policies.
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