COVID 19- Mandatory Vaccination Policy

PURPOSE
Pivot Airlines is committed to providing a safe work environment for our employees, our customers, and the public. The purpose of the COVID-19 Mandatory Vaccination Policy (the “Policy”) is to provide guidelines pertaining to the expectations and requirements of all employees, whether working from home, at a work location or a hybrid of these, regarding COVID-19 vaccinations.
We have an obligation to take every reasonable precaution to ensure our customers and employees health and safety are protected. It is critical that the Company and its employees take all precautions to protect against the spread of the COVID-19 virus. Our customers and employees deserve the right to feel safe when travelling and working.

APPLICATION
This policy applies to all employees and contractors of Pivot Airlines who are engaged in work, work-related activities and/or work-related relationships, including full and part-time employees, casual employees, dependent contractors, permanent and temporary employees, and any employee with a defined contract. Any new employees hired after the effective date of this policy are required to be Fully Vaccinated as a condition of their employment. The scope of this policy consistently applies to all new and existing employees whether working from home, at a Company work location or a hybrid of these.
DEFINITIONS
Fully Vaccinated: It has been fifteen (15) days since receiving either 1) both doses of either the Pfizer or Moderna or AstraZeneca vaccine, or a combination of any of the three types or 2) the single dose of the Johnson & Johnson vaccine.
Vaccination Proof: an electronic photo or PDF file of the record of each dose of your vaccination, such as dose administration receipts, cards, or confirmations. If you received two doses and they are both recorded on a single card or PDF, one electronic image or PDF to confirm both dose 1 and dose 2 is also sufficient proof.
Consent of Vaccination Proof: Consent to disclose Vaccination Proof to the Company for the purposes reasonably associated with the employment duties as required by the Company. Employees may also be required to show Vaccination Proof at the entrance to any of our Work Locations.
Work Location: Any establishment the Company operates in, including but not limited to the following locations: operational and hangar offices at 2450 Derry Road East Hangar 2, Bay 3, Mississauga, Ontario; 5430-11th Street NE, Calgary Alberta; all airports, training facilities, accommodation facilities and transportation services used by the Company.
Accommodation: An exception to the Policy for employees with accepted reasons. Accepted reasons for Accommodation are medical reasons where a -Canadian Licensed Physician has advised the individual against vaccination due to specific reasons such as allergic or adverse reactions, and religious reasons where the head of the individual’s religious congregation has provided reasoning for not getting vaccinated in writing for the individual.
Authorized Vaccination Types in Canada:
• Moderna COVID-19 vaccine (mRNA-1273)
• Pfizer-BioNTech COVID-19 mRNA vaccine (Tozinameran or BNT162b2)
• AstraZeneca COVID-19 vaccine (ChAdOx1-S)
• Janssen COVID-19 vaccine (Ad26.COV2.S)
• As government issued vaccine passports and international travel guidance evolves, other vaccine types may be added as authorized for employees of the Company.

PROVISIONS

The Company’s requirement for all employees to be Fully Vaccinated against COVID-19 is mandatory, as recommended by the Public Health Agency of Canada, Centers for Disease Control and Prevention, and The World Health Organization. Therefore, effective immediately, only those employees who are Fully Vaccinated will be authorized to enter all the Company’s Work Locations and must confirm they are Fully Vaccinated via a valid form of Vaccination Proof. The mandatory vaccination requirement will also be consistent for those employees permanently working from home as the Company’s intent is to follow vaccination guidance from the Public Health Agency of Canada for the entire population.

An employee will be required to upload their Vaccination Proof document and Consent of Vaccination Proof form to our secure HRIS system Avanti. Vaccination Proof must be in the format of an electronic photo or PDF file and include the record of each dose of your vaccination. Employees will also be required to accept the “Consent to Vaccination Proof” provided within the upload process to disclose this information for the purposes reasonably associated with the employment duties as required by the Company.

Should an employee require Accommodation for being un-vaccinated, they will be required to follow the steps for gaining Accommodation below. The specific elements of accommodations for each employee who requires this will be determined on a case-by-case basis. Both accepted reasons for Accommodation will result in the employee being unauthorized to attend any of the Company’s workplaces and events and may result in the provisions of an unpaid leave of absence for the employee.

Steps for gaining accommodation:

Medical reason for accommodation

The employee will be required to obtain an official physician’s letter that outlines the advice for the individual to not get vaccinated indefinitely or for a specific period. A copy of this letter must be submitted electronically or physically to Human Resources for disclosure. This information will be kept in the employee’s confidential employment file.

Religious reason for accommodation

The employee will be required to obtain an official letter from the head of their religious congregation that outlines the employee was an active member prior to the pandemic and explains why the religion does not support vaccination. A copy of this letter must be submitted electronically or physically to the Human Resources Manager for disclosure. This information will be kept in the employee’s confidential employment file.

Any falsification of Vaccination Proof or accommodation letters from physicians or religious leaders will be subject to corrective action up to and including termination

POLICY AMENDMENTS
Government COVID-19 regulatory requirements continue to evolve worldwide. This includes COVID-19 Vaccination types authorized by the Government of Canada.
It is the Company’s intention to follow all Government of Canada legislation. Should definitive legislation be released by the Government, the Company will ensure it remains in compliance and communicate changes as required. It is vital to ensure you remain informed and aware of any changes to ensure compliance.

ROLES AND RESPONSIBILITIES
Employee:
• Complete the Consent to Vaccination Proof Document and upload into Avanti no later than October 18, 2021.
• Provide proof of Fully Vaccinated status by uploading documentation into Avanti no later October 18th, 2021.
• Follow the steps for gaining Accommodation if this is required.

Manager:
• Establish if an employee is required to come into the Work Location.
• Support employees following the steps to gain Accommodation.
• Ensure employees comply with the policy as directed.

Human Resources:
• Maintain policy changes and communicate as required.
• Retain secure information as required within the employee file, including any letters for Accommodation.
• Work with the Manager and the employee to develop and implement an appropriate Accommodation plan if required.

COMPLIANCE
Any employee deemed non-compliant with this Policy may be subject to corrective action up to and including termination.