Purolator Canada has “suspended” its COVID-19 shot requirement effective May 1st.

Suspended workers being called back to work will not receive pay for the months spent at home as “Employees who were non-compliant with our policy up until May 1, 2023, will not be compensated for the time they were on an unpaid leave,” according to Purolator.

In November, 2022, Purolator demanded workers who had been sent home without pay the previous January file an “attestation letter” regarding their COVID shot status. Some workers filed the letter, and others did not. Employees suspended without pay protested, maintaining they were “healthy and ready to work.” At least one of the employees who helped organize protests events was terminated.

On April 13th, an email titled “Message from Ken Johnston” headlined “Purolator suspends COVID-19 vaccination requirement for all employees” was sent to all employees in Canada; the message notes that it does not apply to employees in the U.S.

“Effective May 1, 2023, Purolator will suspend its requirement for employees to be fully vaccinated against COVID-19 and attest to their vaccination status in order to attend work,” the memo reads.

“Public health guidance, in particular the Public Health Agency of Canada and Canadian provincial health agencies, continue to strongly recommend our employees be vaccinated. However, neither continue to recommend it as a requirement of employment. In addition, many of our customers have now also advised that vaccination is no longer a requirement to attend their locations.

“Purolator has come through the largest health crisis of a generation stronger than ever. We attribute this, in large part, to widespread vaccination across Canada, and the significant percentage of our own employees who complied with our policy and adhered to all the safety measures and protocols we followed throughout the last couple of years. This was an important differentiator that truly displayed our commitment to the health and safety of our employees, customers and communities. 

“Employee health and safety remains our top priority. We will still require all employees to respect our symptom-free environment and stay home from work if they are symptomatic. 

“Front-line unionized employees currently on leave of absence for non-compliance with the COVID-19 Safer Workplaces Policy will soon be contacted via letter. These employees are required to contact Darrell Hayashi, Director, Labour Relations, via email by April 23, 2023, to arrange for their return to work. Non-unionized employees who are not currently working will be contacted directly by Human Resources to discuss their individual circumstances.

“Lastly, it is also important to maintain a safe and inclusive working environment for all employees at Purolator, in accordance with the company’s Code of Business Conduct and Ethics and its Workplace Harassment and Violence Prevention Policy. Should employees need any personal support at any time, Purolator offers access to an Employee and Family Assistance Plan (EFAP) through LifeWorks at 1 844 880-9137 or online at purolator.lifeworks.com.

“Please reach out to your Leadership Team member or Human Resources Business Partner should you have any questions.

Ken Johnston

Senior Vice-President and Chief Human Resources Officer”

Purolator has made the following Question and Answer document available to employees:

Q&A: COVID-19 vaccination policy and attestation requirement suspension for all employees

April 13, 2023

General

1. Why are we no longer requiring employees to be fully vaccinated against COVID-19?

• Employee health and safety remains our top priority. We continue to align our health and safety protocols with the recommendations of the Public Health Agency of Canada, as well as feedback from our Chief Medical Director and our health and safety risk assessments.

• We will still require all employees to respect our symptom-free environment and not attend work if they are symptomatic.

2. Are all employees being asked to return to work?

• Yes. All employees that were on unpaid leave of absence under the COVID-19 Safer Workplace Policy are being asked to return to work.

• Some former employees have changed their employment status with us since the enactment of the policy (i.e., retired, resigned, terminated) and therefore are not affected by this change.

3. What happens if a returning employee’s former position is no longer available, or it has been filled by another employee?

• All front-line unionized employees contacted by letter are required to email the Director, Labour Relations by April 23, 2023, to confirm their intention to return to work on May 1, 2023.

Unionized employees will be entitled to exercise their displacement rights, as per their respective collective agreement. Local Human Resources and Operations will work together to execute the required bumping procedure based on requirements under collective agreements and operational need.

• Non-unionized employees, including management professionals, will be contacted directly by Human Resources. Their arrangements to return to work will be reviewed on a case-by-case basis. Based on the merits of each individual case, returning to work for some individuals may be deferred past May 1, 2023.

Operations

4. What if our customers require our couriers to be vaccinated to deliver to their facilities?

• We will continue to follow customer requirements to have their specific locations serviced by couriers who are fully vaccinated against COVID-19. This will be managed by Operations managers at a local terminal level, on a case-by-case basis.

5. Does the suspension of the vaccination requirement apply to new hires? If so, will candidates be informed of this requirement before they accept an employment offer from Purolator?

• Yes. The recruitment process for new hires has integrated this element.

6. What are my obligations to returning employees when approving vacation requests?

• Employees are expected to submit their vacation request to their immediate supervisor as soon as possible following their return. Managers will do their best to grant the employee’s vacation preference based on appropriate percentages and operational need.

• The selection of vacation under these circumstances will not result in the bumping of vacation periods, where the vacation scheduled has been finalized and posted.

7. Does this mean that unvaccinated employees will have to undergo regular rapid testing again?

• No. Based on feedback from our Chief Medical Director, it is not necessary to change our current health and safety protocols at this time and there are no plans to reinstate regular rapid testing as a result of this change.

Process

8. Will employees who were placed on unpaid leave be compensated for the missed time away from work?

• Employees who were non-compliant with our policy up until May 1, 2023, will not be compensated for the time they were on an unpaid leave.

9. Does the suspension of the vaccination requirement apply to all employees who work at Head Office?

• Yes. Head Office employees and other non-union employees who are on unpaid leave of absence under the policy will be contacted by Human Resources directly.

10. I don’t feel comfortable coming to the office with people who are not vaccinated. Can I work from home?

• At this time the current Return to Workplace plans remain in effect. Please speak with your manager to discuss your specific concerns.