文稿:傲雪
图片:Paul Young
翻译:Tiffany
编辑:Jayden
新闻秘书处10月27日消息，政府支持企业为员工接种疫苗。在客户需要出示 COVID-19 疫苗接种证书的企业，如酒店和密切接触企业，所有员工都需要接种疫苗。
制定新法律将引入更清晰和简化的风险评估程序，供雇主在决定是否可否要求不同类型的工作进行疫苗接种时遵循。 在需要接种疫苗的岗位上，未接种疫苗的工人将被给予新的四周通知期，以便在终止雇用关系前接种疫苗。雇主将为工人提供四周带薪休假以接种疫苗，并且需要保存有关工人疫苗接种状况的记录。
工作场所关系和安全部长迈克尔·伍德(Michael Wood )今天宣布，政府正在采取一系列措施，帮助保护工作场所和工人员免受COVID-19的影响。 迈克尔·伍德(Michael Wood)说：”我们听到雇主和员工呼吁确定接种疫苗的工人在 COVID-19 保护框架下需要充当什么角色。我们要求客户需要出示 COVID-19 疫苗接种证书的企业的员工接种疫苗，以使这些工作场所尽可能安全，并给员工和客户信心。这一行动的生效时间将取决于我们何时进入COVID-19保护框架。我们正在与 CTU 和新西兰商业合作，以确保我们将为提前做好业务准备的企业提供强有力的指导。许多企业已经通过风险评估流程，要求在其工作场所接种疫苗，但我们接到了企业和工会的电话，要求尽可能明确这一流程。因此，我们将在法律中引入风险评估程序，供雇主在决定是否需要为不同类型的工作接种疫苗时遵循。 不过，我们知道，许多未获得疫苗证书的企业和雇主希望更清楚地说明他们是否可以强制接种疫苗。这一进程将为企业提供一个明确和简化的法律框架，以便就是否要求工作人员接种疫苗作出决定。这种风险评估将建立在工作安全提供的指导基础上，并征求公共卫生官员、企业代表和工会的意见。它将涵盖工作场所是否涉及与客户互动等因素。 这一新流程不会凌驾于企业，根据现有健康和安全准则已经进行的风险评估的覆盖。我们知道，这些变化引发了当受授权的员工拒绝接种疫苗时会发生什么的问题。为了提供明确性，如果他们选择不接种疫苗，则将提前四周通知，以便他们更早获知失去工作。我们的法律修改将要求任何因未接种疫苗而失去工作的员工至少获得四周的带薪通知。此更改仅适用于没有通知期或通知期短于四周的员工，大多数员工在雇佣协议中都会有通知期。雇主还必须保存有关工人疫苗接种状况的记录。工商管理学院将与隐私专员办公室合作，就如何确保员工记录得到妥善处理提供实际指导。我们理解紧迫性，并期望这些变化能够与即将生效的COVID-19保护框架相一致”。
迈克尔·伍德说：”我们将优先通过这项立法，为工作场所提供所需的确定性，因为接种疫苗是降低COVID-19传播风险的最佳工具之一”。
对于许多地方来说，需要疫苗接种证明是可选的。有一些高风险的环境，对他们将是一个要求，以向公众开放。有些地方无法引入疫苗接种要求，以确保每个人都能获得基本服务，包括超市和药店。
Govt backs business to vaccinate workforces
Vaccination will be required for all workers at businesses where customers need to show COVID-19 Vaccination Certificates, such as hospitality and close-contact businesses.
New law to introduce a clearer and simplified risk assessment process for employers to follow when deciding whether they can require vaccination for different types of work.
Non-vaccinated workers in roles requiring vaccination will be given a new four-week notice period to get vaccinated before employment can be terminated.
Employers to be required to provide paid time off for workers to get vaccinated and will need to keep records about workers’ vaccination status.
The Government is introducing a range of measures to help protect workplaces and workers from COVID-19, Minister for Workplace Relations and Safety Michael Wood announced today.
“We’ve heard the calls from employers and employees to provide certainty on what roles need to be done by vaccinated workers under the COVID-19 Protection Framework,” Michael Wood said.
“We’re mandating vaccination for workers at businesses where customers need to show COVID-19 Vaccination Certificates to make those workplaces as safe as possible and give confidence to staff and customers.
“The timing of this coming into force will depend on when we move to the COVID-19 Protection Framework. We’re working with the CTU and BusinessNZ to make sure we will have robust guidance for businesses ready well in advance.
“A number of businesses have already gone through a risk assessment process to mandate vaccinations at their workplace, but we’ve had calls from both businesses and unions to make this process as clear as possible. That’s why we will introduce a risk assessment process in law for employers to follow when deciding whether they can require vaccination for different types of work.
“We know though that many businesses and employers who are not covered by vaccine certificates want greater clarity on whether they can mandate vaccines. This process will provide businesses with a clear and simplified legal framework to make decisions about requiring staff to be vaccinated or not.
.“This risk assessment will build on the guidance provided by WorkSafe, with input from public health officials, business representatives and unions. It will cover factors like whether a workplace involves interaction with customers.
“This new process won’t override risk assessments that businesses have already done under the existing health and safety guidelines.
. “We know that these changes raise questions around what happens when mandated employees refuse to get vaccinated. To provide clarity, a new four-week notice period will apply if their employment is terminated if they choose not to be vaccinated and their work requires it.
“Our law change will require a minimum of four weeks’ paid notice for any employee who loses their job because they are not vaccinated.
“This change will only apply to employees who do not have a notice period, or whose notice periods are shorter than four weeks. Most employees will have notice periods in their employment agreement.
“Employers will also be required to keep records about workers’ vaccination status. MBIE will work with the Office of the Privacy Commissioner to provide practical guidance on how to ensure workers’ records are handled appropriately.
“We understand the urgency and we expect these changes to be in place to align with the COVID-19 Protection Framework coming into force.
“We will pass this legislation as a priority to give workplaces the certainty they need, because vaccination is one of the best tools to reduce the risk of COVID-19 spreading,” Michael Wood said.
vaccination certificates will be optional for many locations. There are some higher-risk settings where they will be a requirement in order to open to the public. Some places won’t be able to introduce vaccination requirements, to ensure everyone can access basic services, including supermarkets and pharmacies.
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