Mandatory vaccination practice
November 25, 2021
October 28 2021
- What is an attestation?
- Are only those that are fully vaccinated expected to attest?
- If I work from home, do I have to attest?
- What does Actively at Work mean?
- How do I attest – and what do I do if I have technical issues with the attestation?
- How do I attest if I’m a person who is hard of hearing or has a hearing impairment?
- How can I confirm that my attestation was received?
- If I attest to being partially vaccinated, but I am now fully vaccinated, how do I update my attestation?
- Why are employees who are Partially Vaccinated and willing to become Fully Vaccinated given 10 weeks/until January 29 to be Fully Vaccinated?
- What is the consequence of not attesting by November 12?
- I will be receiving my first dose of a vaccine after the attestation date of November 12, but before November 26. What should I attest before November 12?
- If an employee is on an approved leave, such as maternity leave/STDP/IOD or other, and won’t return before November 26, when are they expected to attest?
- Will team leaders be verifying an employee’s vaccination status or that an employee is completing their COVID-19 testing?
- I am currently unvaccinated. How do I get a vaccine to ensure that I comply with Canada Post’s Vaccination Practice?
- What if an employee has had one dose of a vaccine but is not Fully Vaccinated by November 26?
- Do employees who are on High Risk Leave have to complete their attestation by November 12th?
- How is Canada Post making sure that employees are making truthful attestations?
Non-compliance and Leave Without Pay (LWOP)
- What happens to the employees’ access to the workplace when they are placed on LWOP?
- How long will an employee be on LWOP?
- What are the impacts to the Post Retirement Benefits (PRB) for employees who are placed on LWOP under the Vaccination Practice after November 26?
- What is the impact to the employee’s benefits while on LWOP?
- If I have not complied with the Vaccination Practice as of November 26, can I access other leaves rather than being placed on LWOP?
- If I’m put on leave without pay, can I return to work once I get my first dose?
- Will discipline be used for employees who are unwilling to be vaccinated?
- How long is this Practice in effect?
- Can an employee request Compensatory Leave Payout while on LWOP?
- What is the team leader role for employees who do not comply with the practice after November 26?
Unable to be Vaccinated – Duty to Accommodate
- I have a medical condition that prevents me from being vaccinated. What steps do I take?
- How will my request for medical accommodation be assessed?
- Why do the contraindications listed on the medical statement form refer only to mRNA vaccines?
- My physician has advised me that there is a fee for completing the medical statement form. Will Canada Post pay for this?
- I am unable to be vaccinated due to my religious beliefs. What steps should I take?
- How will my request for religious accommodation be assessed?
- Who decides whether a request for an accommodation on the grounds of religion will be granted?
- Are rapid tests measuring a person’s DNA/RNA? Do they contravene the 2017 legislation (Bill S-201) that prevents employers from requiring employees to undergo genetic testing?
- I’ve received rapid tests due to my attestation (partially vaccinated/accommodation request based on a human rights ground). When should I do these tests?
- I haven’t received my rapid tests by mail, but I have attested to being partially vaccinated or to being unable to be vaccinated on religious, medical or other human rights grounds. What should I do?
Other Prohibited Grounds
- I believe I am unable to be fully vaccinated due to another prohibited ground under the Canadian Human Rights Act. What steps do I take?
Unwilling to be vaccinated
- I am unwilling to be vaccinated based on a personal, moral, ethical, secular or political view. What will this mean under the Practice?
- Does the Vaccination Practice apply to customers and members of the public accessing our post office?
- Does the Vaccination Practice apply to our retail franchises?
- Does the Vaccination Practice apply to commercial customers (e.g. customers who drop off mailings at the RVU or in a depot)?
Contractors and Visitors
- How will visitors and contractors be advised of the Vaccination Practice?
- Do one-time visitors (e.g. employment candidate) have to be vaccinated to access the facility?
- Once a candidate is hired, how do they comply with the Vaccination Practice?
- Will Canada Post audit contractors’ compliance to the vaccination practice?
- Does the Practice apply to visitors who do not enter the facility or building?
- Will RSMC contractors need to call in the IVR line (1-833-443-1442) to attest?
- Are team leaders expected to collect contractors’ and visitors’ vaccination status?
- Do we decline access if they do not provide it?
- How will we know if contractors and visitors are complying with our Vaccination Practice
- What about CUS contractors, RSMC-hired relief contractors and CPAA-hired contractors?
- What happens while I wait for my accommodation request to be processed?
- What happens if I am unwilling to provide the requested information or if I provide incomplete information regarding my request for accommodation?
- If I am being accommodated with twice weekly testing and I receive a positive result, what do I do?
- Do I still have to wear a mask and are other measures still in place?
- What happens if I hang up the line before finishing my attestation?
- How do I make a privacy complaint?
- Full-time union representatives are employees but are considered not actively at work (because they’re on full-time leave with the union). How will they be treated for the purposes of the Practice?
- Am I at risk of workplace transmission of COVID-19 from someone who isn’t fully vaccinated?
- I received the COVISHIELD version of the AstraZeneca vaccine as part of a two-dose vaccine series. This isn’t listed in the Mandatory Vaccination Practice’s definition of Fully Vaccinated, so am I considered Fully Vaccinated?
An attestation is an honest declaration of the individual’s vaccination status. Options include fully vaccinated, partially vaccinated, requesting accommodation, or unwilling to be vaccinated. Further, for those who are partially vaccinated or requesting accommodation, it is a commitment to conduct twice weekly testing whenever they will be in the workplace. At the time of attesting, the individual does not need to submit or provide proof, but they should keep their proof easily accessible because proof may be requested later. Proof could include government-issued electronic or printed vaccination record with the date(s) on which the vaccinations were given. Proof of a negative COVID-19 test result may also be required.
No, all employees, including terms, temporary employees and indeterminate who are actively at work (including those who work remotely) are required to attest that they are one of the following:
- Fully vaccinated
- Partially vaccinated
- Unable to be fully vaccinated (due to a medical, religious or other prohibited ground of discrimination under the Canadian Human Rights Act).
- Unwilling to be fully vaccinated (meaning someone who is refusing to disclose whether they are vaccinated; someone for whom a human rights accommodation is not granted, and they are still unwilling to be vaccinated; someone who is partially vaccinated but is not willing to become fully vaccinated or someone who has attested or declared that they are not vaccinated.)
For more information about the definitions, please refer to the Vaccination Practice document that will be sent to your home or ask your team leader for a copy.
Yes, the Vaccination Practice applies to all employees who are actively at work, and employees who work remotely are in that category.
Actively at work means an employee who is attending at work, including those working remotely, or is on any of the specific paid leaves listed below.
|Late – Paid|
|Night Workers Leave|
|Special Paid Leave*|
|Other Union – CP Paid|
|Discipline/Suspension – Paid|
|Other Paid Leave|
|Personal Day Planned|
|Personal Day Urgent|
*Note: Absence type Special Leave-Pandemic is not considered actively at work.
To attest, call 1-833-433-1442 by November 12, 2021. You will be asked a series of questions, which you will answer by pressing numbers. You will need to provide your employee ID and your year of birth. You will be asked to attest to your vaccination status. If you receive a rapid busy signal when you call, we are experiencing a high volume of calls. Please call back later. You need to complete the call for the system to capture your answers.
This is an automated system. You will not speak to an operator and your privacy will be protected.
If you have any technical issues with attestation, please send an email describing the issue to email@example.com.
If you are hard of hearing or have a hearing impairment, and if you are comfortable doing so, please talk to your team leader and request that they complete the attestation with you. The digital portal for the vaccine attestation is now live on ESS through canadapost.ca/I’m an employee. This is primarily serving our employees who are deaf or hard of hearing, as an alternative to the IVR, which unfortunately does not have TTY capabilities. You can refer to the job aid for more information.
A week after November 12, your team leader will be able to confirm whether your attestation was received or not. Your team leader will not know what you attested.
If I attest to being partially vaccinated, but I am now fully vaccinated, how do I update my attestation?
To update your attestation simply call 1-833-433-1442 and answer the prompts to describe your current vaccination status. Your most current attestation will replace your previous attestation.
Why are employees who are Partially Vaccinated and willing to become Fully Vaccinated given 10 weeks/until January 29 to be Fully Vaccinated?
Canada Post has adopted a timeline that mirrors the federal government’s timeline. It allows enough time for someone who has just received their first dose to get a second dose which, depending on the brand of vaccine, could be a delay of 28 days. It then allows the individual to wait the 14 days for the vaccine to achieve its full immunization effect, and for them call and attest to being fully vaccinated. Within this time there are also several weeks to account for situations where access to a second dose may be delayed. Employees are encouraged to complete the vaccination process as soon as they can.
If you do not call to attest to your vaccination status by November 12, you will be contacted to remind you to attest. If you have not attested to your vaccination status by November 26, you will be placed on leave without pay and not permitted to enter the workplace.
I will be receiving my first dose of a vaccine after the attestation date of November 12, but before November 26. What should I attest before November 12?
You should make every effort to receive the first dose of the vaccine before the attestation date. If you are not able to receive the first dose of the vaccine by the attestation date, you should attest to being unwilling to be fully vaccinated by November 12 and then call back to attest to being partially vaccinated immediately after receiving the first dose. If you do not attest to receiving at least one dose of a COVID-19 vaccine by November 26, you will be restricted from the workplace and placed on leave without pay.
If an employee is on an approved leave, such as maternity leave/STDP/IOD or other, and won’t return before November 26, when are they expected to attest?
An employee who is not actively at work as of November 27, when full compliance with the Vaccination Practice comes in effect, will be required to attest to their vaccination status by calling 1-833-433-1442 before returning to work. If they fail to attest, the employee will be placed on leave without pay.
Will team leaders be verifying an employee’s vaccination status or that an employee is completing their COVID-19 testing?
No, team leaders are not to ask or verify an employee’s vaccination or testing status. Any verification or auditing of employees’ attestations or testing will be managed by a dedicated national team.
I am currently unvaccinated. How do I get a vaccine to ensure that I comply with Canada Post’s Vaccination Practice?
For local availability of COVID-19 vaccinations, you should refer to your local public health website.
If the employee attests that they are Partially Vaccinated and intends to become Fully Vaccinated, they can continue to work in the workplace as long as they conduct twice-weekly rapid testing for COVID-19 until they become Fully Vaccinated, or are placed on Leave Without Pay. To comply with the Practice, they must be Fully Vaccinated by January 29, 2022.
If they are working remotely, they must conduct COVID-19 testing twice per week, with the first test being done before attending at the workplace for any duration, until they are Fully Vaccinated or are placed on Leave Without Pay.
If they attest that they are not Fully Vaccinated and do not intend to be Fully Vaccinated, the employee will be restricted from attending at work, including remotely, and placed on Leave Without Pay after November 26, 2021.
Employees who are on High-Risk Leave are not considered Actively at Work. They are not required to complete their attestation until they return from leave.
Our Mandatory Vaccination Practice reflects our belief that our employees are honest, and that our employees value their colleagues’ health and safety. Attestations are meant to be confidential, so team leaders are not to ask employees if they are vaccinated. Under the Practice, we will be doing random audits in which we ask some employees to provide proof that they were vaccinated.
A team leader who feels they have solid and legitimate reasons to believe that an employee has been dishonest in making their attestation should seek guidance from their Industrial Relations team or Human Resources Business Partner.
Non-compliance and Leave Without Pay (LWOP)
Their access to the workplace will be restricted as of November 27.
As is outlined in the Vaccination Practice, an employee will be on LWOP until the employee’s vaccination status changes, until the Practice is rescinded or until the Practice is changed in this regard.
Depending on the number of days you are on LWOP, your eligibility and benefit entitlements may be affected, as indicated below:
For LWOP of 30 days or less: There will not be any change of benefit entitlements and you will be responsible to pay your employee share in premiums.
For LWOP greater than 30 days: There will be a change in benefit entitlements.
- Extended Health Care Plan (EHCP) – (optional benefit coverage). Coverage is optional and will continue unless it is cancelled by you. You will be responsible for 100% of the cost of the premiums for these benefits (for both employee and employer share). You can choose to cancel this coverage at any time by submitting the Application for Coverage/ Amendment to Current Extended Health Care Application form to AccessHR. If you choose to discontinue your EHCP coverage, you can reapply only when you return to work.
- Dental Care Plan, and Vision and Hearing Care – (mandatory benefit coverage). You will have no coverage during the period of the leave. Coverage will automatically resume when you return to work.
- Basic Life Insurance Plan – (mandatory benefit) Coverage under the Basic Life Insurance plan will continue while you are on leave. You will be responsible for 100% of the cost of the premiums for these benefits (for both employee and employer share).
- Disability Insurance/Long-Term Disability Insurance Plans – (mandatory benefit coverage). Coverage under the Disability Insurance/Long-Term Disability Insurance plans will continue while you are on leave. You will be responsible for 100% of the cost of the premiums for these benefits (for both employee and employer share).
- Life and Accident Insurance Plan (LAIP) – (optional benefit coverage). Coverage is optional for those enrolled and will continue unless it is cancelled by you. You will continue to be responsible for 100% of the cost of the premiums for these benefits. You can choose to cancel this coverage at any time by submitting the Life and Accident Insurance Program (Beneficiary Designation) application form to AccessHR. If you choose to discontinue your LAIP coverage, you can reapply only when you return to work.
- Defined Benefit (DB) Component of the Canada Post Corporation Registered Pension Plan – Pension contributions for the first three months of LWOP are mandatory and repaid at single rate. Pension contributions for the period beyond the first three months are optional and repaid at double rate. The Pension Centre will provide additional details once the leave has started. For further details regarding your pension contributions while on LWOP, please contact the Pension Centre at 1-877-480-9220 (1-866-370-2725 TTY) or visit cpcpension.com.
- Defined Contribution (DC) Component of the Canada Post Corporation Registered Pension Plan – Canada Post will cease to make its base contributions towards your pension. Your optional contributions will stop, as will Canada Post’s matching contributions for the period while you are on leave. For further details regarding pension contributions, please visit cpcpension.com or contact AccessHR at 1-877-807-9090.
The forms mentioned above can be found on Intrapost > You at Canada Post > Benefits > Forms.
For all other questions or additional information, please contact AccessHR at 1-877-807-9090 or AccessHR@canadapost.ca
What are the impacts to the Post Retirement Benefits (PRB) for employees who are placed on LWOP under the Vaccination Practice after November 26?
Retiring on or prior to November 27, 2021 (last day as an active employee on November 26, 2021 for example): If eligible, Post Retirement Benefits will not be impacted when actively at work on the day prior to retirement. Typically, employees are advised to inform their team leader at least 90 days before their planned retirement date to allow enough time for the retiree to receive their first pension payment and benefits on time. If the notice period for retirement is shorter, the pension payment and benefits set-up will be delayed. Once the set-up is complete, pension and benefits will be paid/deducted retroactively to your retirement date (assuming all other criteria is met). In this situation, if your last employment day is November 26, 2021 (retirement date: November 27, 2021), you will experience a delay in receiving your first pension payment and benefits set-up (all will be retroactive once the application and set-up is complete).
Retiring after November 27, 2021 (while on a non-legislated leave like Other LWOP):
To be eligible to post-retirement Extended Health Care Plan (EHCP) and/or the Dental care plan, one of the requirements is that you must have been a qualified employee eligible to be covered under the Canada Post EHCP plan and/or the Dental Care plan the day before the date of retirement.
For EHCP, coverage is optional and will continue unless it is cancelled by you (or you never opted in prior to the leave). You will be responsible for 100% of the cost of the premiums for these EHCP benefits (for both employee and employer share) once on a LWOP for greater than 30 days. As a result, if you previously opted in EHCP coverage and did not cancel while on LWOP – you will be eligible the day before retiring therefore eligible to Post-Retirement Benefits for EHCP (assuming all other criteria is met).
For Dental, there is no coverage following the first 30 days of Leave without pay (LWOP). As a result if you select a retirement date after November 26 you would not have been eligible the day before retiring, therefore not eligible to Post-Retirement Benefits for Dental.
If I have not complied with the Vaccination Practice as of November 26, can I access other leaves rather than being placed on LWOP?
No. You will be placed on LWOP and will be unable to access alternatives paid or unpaid leaves.
Yes, as long as you follow the Practice. Once you are partially vaccinated, you need to update your attestation by calling the IVR line again (1-833-433-1442) and answering the prompts to describe your vaccination status as partially vaccinated. Your most current attestation will replace your previous attestation. Partially vaccinated employees in the workplace must conduct twice-weekly COVID-19 testing until they are fully vaccinated. You will then have 10 weeks to attest to being fully vaccinated (which means getting a second dose and waiting 2 weeks for it to take full effect).
If employees do not comply with the vaccination practice, they will be placed on LWOP until they receive their first dose. The current Practice is an administrative measure, not a disciplinary one.
The Practice will be reviewed periodically.
Employees represented by CUPW Groups 1 and 2 employees on a Leave of Absence can use the Compensatory Leave Tool to request a Comp Leave Payout over the key dates of July 1, October 1 and January 1, but they must be active on the key date for the payment to take effect. If they are inactive on the key date, the payment will be processed by AccessHR when they return to work.
For all other groups eligible for a Comp Leave Payout (APOC, CUPW Groups 3 and 4, CPAA and PSAC), the inactive employee can ask their team leader to process the payout for them at any time.
They will have to enter the code for LWOP for that employee. A letter will be sent to employees who are not compliant, explaining the consequences.
Unable to be Vaccinated – Duty to Accommodate
Canada Post will address accommodation needs on a case-by-case basis for employees who are unable to be fully vaccinated based on a medical condition, religion, or another prohibited ground of discrimination under the Canadian Human Rights Act.
If an accommodation is granted, the employee will follow the accommodation measure. If it is not granted, they will need to be vaccinated and attest to being partially vaccinated or be placed on leave without pay.
To request a medical accommodation, employees should attest through the IVR process (by calling 1-833-433-1442) that they are unable to be fully vaccinated due to a medical reason. Employees will be:
- sent the COVID-19 Vaccine Medical Exemption Form, with instructions;
- required to have a physician or nurse practitioner fill out the Medical Exemption Form; and
- required to return the Medical Exemption Form within 14 calendar days.
There are few acceptable medical reasons for delaying or not receiving the COVID-19 vaccination. Accommodations for a medical reason will only be provided in the following circumstances:
- The employee has a medical contraindication to full vaccination against COVID-19 with an mRNA vaccine (Pfizer-BioNTech or Moderna vaccines) based on recommendation of the National Advisory Committee on Immunization.
- The employee has a medical reason for delaying full vaccination against COVID-19 as currently described by the National Advisory Committee on Immunization.
- The employee has a medical reason precluding full vaccination against COVID-19 (not covered above). For privacy reasons, the physician or nurse practitioner should only include information related to why the medical reason precludes full vaccination.
The form includes only references to mRNA vaccines because if an individual has a contraindication to a viral vector vaccine (e.g., Astra Zeneca), they are likely still able to be vaccinated with an mRNA vaccine, and therefore would not have medical contraindication to being fully vaccinated.
My physician has advised me that there is a fee for completing the medical statement form. Will Canada Post pay for this?
Employees requesting accommodation based on medical grounds are responsible for submitting evidence of their need for accommodation. If there is a charge for the completion of this form, Canada Post will not be paying for it nor reimbursing employees who have paid.
Canada Post is committed to maintaining a fair, diverse, and inclusive workplace that provides reasonable accommodation for genuine human rights needs on the basis of a protected ground contained in the Canadian Human Rights Act.
To request a religious accommodation, employees should attest through the IVR process by calling 1-833-433-1442 and answering the prompts to record that they are unable to be vaccinated based on a religious reason, or other prohibited ground of discrimination, as defined under the Canadian Human Rights Act. Employees will be contacted to specify the ground on which they are requesting an accommodation.
For religious accommodation requests, employees will receive a package consisting of a cover letter and Religious Accommodation Questionnaire and Attestation form. Employees will be required to fill out and return the Religious Accommodation Questionnaire and Attestation to the Human Rights team within five business days. Completing the questionnaire and attestation does not guarantee accommodation.
Religious accommodation requests will be assessed in accordance with the Corporation’s Accommodating Requests Related to Religion Practice. Canada Post must be satisfied that the employee holds a sincere religious belief that prevents them from being fully vaccinated. The belief must be religious in a nature (not a personal, moral, ethical, secular, or political view), and employees must explain the nature of the belief and why it prevents vaccination.
A request will be denied if based on a personal preference, if it rests solely on an alleged violation of the Canadian Charter of Rights and Freedoms (as opposed to a request under the Canadian Human Rights Act), or if the information provided is untrue.
An accommodation request will be assessed by a national human rights team.
Are rapid tests measuring a person’s DNA/RNA? Do they contravene the 2017 legislation (Bill S-201) that prevents employers from requiring employees to undergo genetic testing?
Rapid tests do not detect the DNA or RNA of the person being tested. They detect the presence of the antigen that is present on the COVID-19 virus.
I’ve received rapid tests due to my attestation (partially vaccinated/accommodation request based on a human rights ground). When should I do these tests?
You need to conduct testing twice weekly when you are working on site or will be attending a Canada Post facility. Your first test should be done prior to your first shift in your work week (Sunday to Saturday) and the second test should be done as close to 72 hours after this possible.
I haven’t received my rapid tests by mail, but I have attested to being partially vaccinated or to being unable to be vaccinated on religious, medical or other human rights grounds. What should I do?
Employees who attest to being partially vaccinated or being unable to be vaccinated on religious, medical or other human rights grounds will receive instructions and a supply of rapid tests in the mail. Employees will need to abide by those instructions, including conducting testing before reporting to work at a Canada Post facility. If they show up to work before they are compliant, they will need to leave.
If an employee wants to report to work before they receive the rapid tests by mail, they can purchase a rapid test from a local pharmacy or visit a community clinic to get tested. Remember that team leaders will not ask employees about their vaccination status or their testing results.
If employees have not yet received their rapid tests by mail, they can verify their mailing address in SAP to make sure it is correct. If it isn’t, they can update their mailing address in SAP and they must email firstname.lastname@example.org to request that a new package with rapid tests be sent to them by mail.
Other Prohibited Grounds
I believe I am unable to be fully vaccinated due to another prohibited ground under the Canadian Human Rights Act. What steps do I take?
The other prohibited grounds of discrimination are race, national or ethnic origin, colour, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.
Where an employee attests to being unable to be vaccinated on a non-medical human rights prohibited ground, the employee will be contacted to specify the ground on which they are requesting an accommodation. Employees will then be required to provide sufficient details about the nature of their request for accommodation, how it relates to the relevant prohibited ground and why it prevents them from being fully vaccinated.
Unwilling to be vaccinated
I am unwilling to be vaccinated based on a personal, moral, ethical, secular or political view. What will this mean under the Practice?
There is no legal obligation for Canada Post to accommodate employees who have elected not to be vaccinated due to personal beliefs. Personal beliefs are not a prohibited ground of discrimination under the Canadian Human Rights Act.
Does the Vaccination Practice apply to customers and members of the public accessing our post office?
No. The Practice does not apply to retail customers in post offices, but all other COVID-19 safety protocols remain in effect.
No it does not, because these retail service counters are not located in Canada Post-owned buildings.
Does the Vaccination Practice apply to commercial customers (e.g. customers who drop off mailings at the RVU or in a depot)?
Commercial customers are considered visitors for the purposes of the Vaccination Practice. Signage will be posted at entry point(s) with the expectations set out for visitors, much like the daily self-assessment currently in place.
Expectations will be set out on an updated sign-in sheet for facilities with security and with contractor sign-in.
The Practice does not apply to commercial customers who do not enter the facility or building.
Contractors and Visitors
Signage will be posted at entry point(s) with the expectations set out for contractors and visitors, much like the daily self-assessment currently in place.
Expectations will be set out on an updated sign-in sheet for facilities with security and with contractor sign-in.
A letter is being sent to all major contractors accessing CPC facilities with access cards.
Yes, they must be fully vaccinated or, in the case of an accommodation due to a human rights ground, test negative within 72 hours before their visit.
Candidates will be required to make an attestation in writing on their vaccination status during the recruitment process. Further, once hired and they have received their ID number, they are to attest by calling 1-833-433-1442 and answering the prompts.
Canada Post will not audit contractors working onsite at this time, but we may ask a company to provide us with their plan for meeting our Vaccination Practice, regarding their employees performing contracted work in our facilities.
No. The Vaccination Practice applies when entering Canada Post facilities, and not for exclusive outdoor access (e.g. parking lot, yard).
No. RSMC contractors are issued a contractor ID number, not an employee ID. The IVR can only capture Canada Post employees with a valid employee ID number.
No. While contractors and visitors are expected to be fully vaccinated when entering a Canada Post facility, team leaders are not to ask for or verify their vaccination or testing status. However, visitors and contractors will be expected to acknowledge they are aware of and meet the Canada Post vaccination requirement. Any verification or auditing of contractors’ and visitors’ attestations or testing will be managed by a dedicated national team.
Contractors are expected to be fully vaccinated when entering a Canada Post facility. Visitors who are not fully vaccinated will not be permitted into a Canada Post facility. If a contractor or visitor reads the signage or a sign-in sheet and acknowledges that they do not comply with our Practice, a team leader, manager or member of Security & Investigation Services should tell them they cannot access the facility, just as they would if someone does not pass the current screening measures for entering the facility.
Under the Practice, we are not asking contractors and visitors to attest. However, we are adding a question to our existing signage at entrances at all Canada Post facilities, asking them to be fully vaccinated, or seek accommodation pursuant to the Canadian Human Rights Act.
The requirement that CUS contractors comply with the Vaccination Practice is being managed at the national level. Employees who are RSMCs or represented by CPAA will receive a handout with instructions about applying the Vaccine Practice to the contractors they manage.
While their accommodation request is being assessed, employees will receive a testing kit and instructions from Canada Post. Employees will be required to perform twice weekly COVID-19 testing in order to access the workplace.
What happens if I am unwilling to provide the requested information or if I provide incomplete information regarding my request for accommodation?
If you provide incomplete information, Canada Post will be unable to assess your request for accommodation and may request additional information. If you are unwilling to provide additional information, your request for accommodation may be denied. All interim measures, such as COVID-19 testing, will continue to apply until a decision on the accommodation is reached and communicated to the employee.
It is important that you follow the steps outlined on Canada Post’s Make it safe, make it home site.
Yes, all other COVID-19 safety protocols remain in effect and it is important for employees to continue to practise them.
If you hang up the line before finishing the entire attestation process, you will have to start over again.
Full-time union representatives are employees but are considered not actively at work (because they’re on full-time leave with the union). How will they be treated for the purposes of the Practice?
Full-time union representatives will be considered visitors.
While being fully vaccinated is the best way to reduce the risks associated with COVID-19, being partially vaccinated (having one dose) does reduce the risk of transmission when combined with twice weekly testing.
Herd immunity works when we have the highest possible level of immunity within a population, but the idea of herd immunity takes into account the fact that some members of a population will not be able to become vaccinated due to their age, a medical reason or other human rights grounds. We can still achieve a reduced risk of workplace transmission through mandatory vaccination while allowing for human rights accommodations. Remember, those who are accommodated undergo twice-weekly testing to reduce the risk of contracting or transmitting COVID-19 in the workplace.
I received the COVISHIELD version of the AstraZeneca vaccine as part of a two-dose vaccine series. This isn’t listed in the Mandatory Vaccination Practice’s definition of Fully Vaccinated, so am I considered Fully Vaccinated?
The definition of Fully Vaccinated in the Practice lists those vaccines which are currently authorized by Health Canada to be administered. COVISHIELD was used during the early part of the vaccination campaign in some provinces, but it is no longer used. If your vaccination series included a dose of COVISHIELD, and you are considered fully vaccinated in the province or territory in which you live, you are also considered Fully Vaccinated under Canada Post’s Practice.