Flu Shot Policy Case Study

Background

In 2012, British Colombia became the first province in Canada to institute a mandatory flu shot policy. According to the regulation, health-care workers (HCW) in BC province “either get the flu vaccine each year, or wear masks at work during the flu season, which may last approximately four months”. [1] Under this policy, anyone who does not abide by it will face discipline actions or even possible termination. Since then, there have been intensive debates around this policy. The supporting argument states that the policy is a helpful program not only to reduce the risk of influenza transmission to patient, but also to prevent employees from getting flu when providing care [2]. Meanwhile, Canadian Nurses Association declares that

This has been reflected in the new Public Health Act in BC, which allows authorities the power to establish directives and regulations for individuals when delivering a public health function (under Section 63). The act attempts to balance the autonomy of individuals and the right action for the public good. [14] In this case, the fine line between the workers’ individual right and freedom and protection of public health has yet to be explored and defined. It appears that the policy was on the reasonable ground that flu shot mandatory protect HCW and patients’ safety from getting flu. I believe that the key issue is to attain evidence-based study to ensure the vaccine safety and effectiveness for both HCW and patients. Therefore, when making a decision on whether or not to adopt a mandatory flu vaccine policy, health care workers would consider carefully about the state law, employment contract about the issue, and whether you have a legal right to an exemption from the policy