Running head: VACCINATE OR MASK POLICY

A Motion Against the Vaccinate or Mask Policy

Valentina M Ramirez
Humber College

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Vaccinate or Mask Policy

There are many policies within the healthcare setting that are aimed at protecting both
patients and employees. But what happens when the policy conflicts with an existing agreement
and instead of protecting your rights it destroys them? Ethical concerns are surfacing over the
vaccinate or mask policy for healthcare workers. Each healthcare worker who is in direct
contact with patient care and patient settings is given the choice between either receiving the
influenza immunization or wearing a mask for the duration of the flu season (Buynder et al.,
2015, p. 1625). If the employee chooses not to get vaccinated then they must wear a mask for the
duration of the flu season, about four to six months, this is a breach in the collective agreement
because during this period their private health information is being broadcasted for everyone to
know.
The increasing rate of hospitals adopting the vaccinate or mask policy seems to intensify
across Ontario. Places like long term care and acute care facilities have already put the policy
into practice (Gruben, Siemieniuk, & McGeer, 2014, p. 1076). The policy is successful in getting
more employees to get vaccinated; however, with this increase also comes repercussion from
those who believe the policy to be irrational (Gruben, Siemieniuk, & McGeer, 2014, p. 1077).
Some argue that the implementation of the influenza vaccination policy has brought forth a
positive correlation between healthcare workers attendance at work and the quality of care they
deliver, but is this correlation really due to the effectiveness of the vaccine (Gruben, Siemieniuk,
& McGeer, 2014, p. 1076)?
The vaccine is only 60% effective in preventing infection in healthy adults (Buynder et al.,
2015, p. 1625, 1628). So what happens to those healthcare workers who have already received

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their influenza vaccine, are they not still a potential risk for getting the influenza virus, should
they not wear a mask as well (In the matter of an arbitration, 2015, p. 102-103)? There are some
who may view the mask policy as beneficial. It can be a protective measure to patients who are
already ill and do not want to risk being exposed to further pathogens that could potentially delay
or worsen their recovery. But how do you distinguish between who should be wearing a mask
and who should not if the immunization vaccine is not one hundred percent effective?
When an employee chooses not to get vaccinated then they are subsequently forced to
obey by the mask policy. Wearing a mask for up to four to six months can become uncomfortable
not to mention how it can make the individuals feel as targets after being singled out for not
getting their immunization done. This can be considered as discrimination against an employee
(CNO Conflict Prevention and Management, 2009, p. 4). Wearing a mask can have a severe
impact on the nurse- client relationship especially when the patient is already disoriented (CNO
Conflict Prevention and Management, 2009, p. 4). Seeing someone with a surgical mask on can
cause further confusion or even frighten the patient (CNO Conflict Prevention and Management,
2009, p. 4). It certainly puts limitations on the quality of care that can be given in some cases,
for example, needing a patient to be able to see the movement of the mouth in speech language
therapy (Gruben, Siemieniuk, & McGeer, 2014, p. 1078). There are times when the hospital
environment is very noisy and a patients safety and well-being are put at risk (CNO Professional
Standards, 2002, p. 4). For example, emergency situations like a fire alarm, where a patient who
is wearing hearing aids would have a difficult time understanding what the healthcare worker
wants them to do when they are not able to read their lips.
Employees are being bullied into making a decision on immunization based on the
disciplinary action; having to comply with the mask policy. The fact is that even when a

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healthcare worker chooses to get immunized there is no guarantee that it will protect them from
the influenza virus (In the matter of an arbitration, 2015, p. 24). The influenza vaccine is limited
to only protect against the strains of influenza virus that scientists predict to be popular for that
year (MacDonald, Weir, & Langley, 2007, p. 3). It is senseless to have those healthcare workers
who did not receive the vaccine to wear masks and for the ones who have received it to not wear
one if the vaccine proves useless in almost half the people receiving it. Wearing a mask is not a
sure way of telling whether or not someone is immune to the influenza virus, and unfortunately,
this may be providing patients with a false sense of security (CNO RN and RPN Practice, 2014,
p. 13).
Every employee in the healthcare system has the right to privacy under the employment
law (Gruben, Siemieniuk, & McGeer, 2014, p. 1077). By following the mask policy and wearing
a mask it conflicts with this law and violates the protection of the healthcare workers privacy by
making their personal health information public (Gruben, Siemieniuk, & McGeer, 2014, p.
1077). An employee is consequently ordered to give up their confidentiality for the benefit of the
hospital. There are some instances where a healthcare worker may decide not to partake in
getting the influenza immunization strictly due to their religious beliefs. It is unjust to strip
someone of their beliefs, it goes against the Canadian Charter of Rights and Freedoms (section
2b) (Gruben, Siemieniuk, & McGeer, 2014, p. 1078) (Government of Canada, 2015, section 2b).
The mandatory vaccinate or mask policy during the flu season offers misleading benefits
over the immunization of the influenza flu shot. It still puts everyone in the hospital setting at
risk for becoming infected with the influenza flu, regardless if they wear a mask or not. Ontario
hospitals must stop their spiral down a pathway of ethical dilemmas by changing the mandatory
vaccinate or mask policy back to voluntary. It is important for hospitals to seek other ways in

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reducing the risk for transmission of influenza. Educating staff and patients about influenza
immunization vaccines is one method that can play a big role in assuring safety needs are being
met appropriately. The month of September, a month before flu season hits is the time when
hospitals can re-enforce precautions of infection prevention and control to all healthcare team
members (CNO Infection Prevention and Control, 2009, p. 6). Hospitals can hold awareness
sessions in the main lobby. Pamphlets and videos shown on TV screens can inform healthcare
workers and patients on the types of people who are more at risk and the signs and symptoms of
the influenza virus. More mobile hands-free sanitizer dispensers should be placed in high risk
areas like waiting rooms and cafeterias to reduce the spread of flu by contact contamination. The
choice to get vaccinated has always been voluntary and according to the privacy rights of
healthcare workers, hospitals cannot legally force its workers to make that type of decision; its
just inhumane (In the matter of an arbitration, 2015, p. 112).

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References

Buynder, P. V., Konrad, S., Kersteins, F., Preston, E., Brown, P., keen, D., et al. (2015).
Healthcare worker influenza immunization vaccinate or mask policy: Strategies for cost
effective implementaion and subsequent reductions in staff absenteeism due to illness.
Vaccine (33), 1625-1628.
College of Nurses of Ontario. (2009). Conflict Prevention and Managment. Retrieved from
Practice Guidline.
College of nurses of Ontario. (2009, June). Infection Prevention and Control. Retrieved from
Practice Standard: www.cno.org/Global/docs/prac/41002_infection.pdf
College of Nurses of Ontario. (2002). Proffesional Standards, Revised 2002. Retrieved from
Practice Standard.
College of Nurses of Ontario. (2014). RN and RPN Practice: The Client, the Nurse and the
Environment. Retrieved from Practice Guidlines.
Government of Canada. (2015, september). Constitution Acts, 1982 . Retrieved from Justice
Laws Website: http://laws-lois.justice.gc.ca/eng/const/page-15.html#h-44
Gruben, V. L., A. Siemieniuk, R. M., & McGeer, A. M. (2014). Health care workers, mandatory
influenza vaccination policies and the law. Canadian Medical Association (186), 10761080.
In the matter of an arbitration Sault Area Hospital and Ontario Hospital Association and Ontario
Nurses' Association Re: 'Vaccinate or Mask' Policy SOLE ARBITRATOR: James Hayes
(September 8, 2015).

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MacDonald, N., Weir, E., & M. Langley, J. (2007). Influenza and the influenza vaccine.
Canadian Medical Association , 1-5.