Please follow the steps below.

• Step 1 - Medical or Religious Exemption (QH Employees only)

  Vaccine Medical and Religious Exemption Form

   

  Employee COVID-19 vaccine exemption form

  This form is designed to permit employees with a:

  • recognised medical contraindication to the COVID-19 vaccine; or
  • genuine religious belief that prevents you from receiving the COVID-19 vaccine;

  to receive an exemption. If you believe you fit into either of these categories, you may see fit to consult with your doctor or spiritual leader about possible exemption. If you do not believe you are eligible for either of these exemptions, please proceed to Step 2.

  Medical Exemption

  In order to qualify you must have a medical certificate. The following are not considered recognised contraindications:

  • mild illness without fever (temperature <38.5°C)
  • family history of any adverse events following immunisation
    history of convulsions
  • treatment with antibiotics
  • treatment with locally acting (inhaled or low-dose topical) steroids
    replacement corticosteroids
  • asthma, eczema, atopy, hay fever or ‘snuffles’
  • previous infection with the same pathogen
  • prematurity — premature infants can receive vaccines if they are medically stable (see also Vaccination for preterm infants)
  • history of neonatal jaundice
  • low weight in an otherwise healthy child
  • neurologic conditions, including cerebral palsy and Down syndrome
  • contact with an infectious disease
  • child’s mother is pregnant
  • child to be vaccinated is being breastfed
  • woman to be vaccinated is breastfeeding
  • recent or imminent surgery (see Vaccination before or after anaesthesia or
  • surgery)
  • poorly documented vaccination history

   

  Evidence requirements for medical exemption:

  An employee is required to provide a medical certificate from their treating specialist medical practitioner certifying:

  • That the employee is unable to receive any COVID-19 vaccination because they have a recognised medical contraindication to the vaccine;
  • whether the medical contraindication will permanently or temporarily prevent COVID-19 vaccination;
  • if the medical contraindication is temporary in nature, when the employee may be able to receive the COVID-19 vaccination.

   

  We cannot advise you further on these matters, as it is not a union's role to determine or assist with individual religious beliefs, we advise you to speak with your spiritual leader instead.

   

  Religious Exemption

  A person with a genuine religious belief may be eligible for religious exemption if they provide a letter from a religious leader or official stating the following:

  • your deeply held religious belief such that they are unable to receive any COVID-19 vaccine; and
  • your affiliation or connection to the religious group from a religious leader or official.

   

  We cannot advise you further on these matters, as it is not a union's role to determine or assist with individual religious beliefs, we advise you to speak with your spiritual leader instead.

• Step 2 - Ask for a risk assessment

  COVID-19 Mandatory Vaccination Member Support - Stage 2

  It is important that each PCBU (ie your ward, classroom, section of your workplace) has completed a thorough risk assessment regarding the risk of contracting COVID-19. A failure to do this would likely be a breach of their workplace health and safety requirements.

  It is critical that you perform the following step ASAP, if you have concerns. Please send your Line Manager an email that is similar to the following:

  "Hi [your line manager's name],

  I understand that it has been made mandatory at [insert organisation name] for staff to provide proof of their COVID-19 vaccine status.

  I would like to clarify that I am ready, willing, and able to work in my role and will remain so into the future.

  Could you please provide me with a copy of your COVID-19 vaccination risk assessment for my [ward or usual area of work]?

  Considering the impending deadline, I would appreciate receiving the risk assessment as soon as possible. I am trying to comply with the employers hurried deadline and would like to meaningfully engage with this issue.

  Kind regards,

  [name]"

  Please note, it is critical that you do not stray too far from the pre-drafted email above. 

  If you do not receive a response from your manager in 1 day, please proceed to the next step.

  If you believe the risk assessment received needs analysis, can you please forward this to hotline@redunion.com.au and we will endeavor to advise you on its validity ASAP.

• Step 3 - Risk Assessment Denied, Received (but doesn't mention vaccine) or Ignored

  Fill in this form. It is available on your membership dashboard (members only).

  If you have already filled out the form previously, there is no need to do so again, check your emails for stage 3 instructions.

  You will be directed to a page by a link in the email, you will then need to select which State you work in, fill out the form that appears, and send this to your line manager / HR representative.

• Step 4 - You must become a member of NPAQ

  www.npaq.com.au/sign-up