Damn, it comes to us all

[ibanezfoo]

[anthonyca]

Absolutely retarded! People with shots don't have to wear a face covering? When are they going to understand they still spread covid?

[sd_shooter]

Sorry to hear this OP. It's the same at my work - I have one meeting today and two more tomorrow on all this BS.

Absolutely retarded! People with shots don't have to wear a face covering? When are they going to understand they still spread covid?

It's not about science or understanding. By now it's very clear the vax is basically worthless - 3rd shot required, and many countries it's 4, 5 or 6.... they have enough shots in Australia to provide 8 boosters for their people.

It is about control, nothing else.

[stix213]

My company has been silent since they "paused" their mandate a while back. I think they are waiting until next week to see if SCOTUS makes any immediate decision.

[2shotjoe]

medical still be all mask.

[user120312]

OP, has the company historically complied with non-existent regulations because they might someday become a regulation?

How did they handle past pandemics? We've had a number of them, some pretty serious. I ask in case the company is simply proactively and overtly completely focused on employee health and no measure is a bridge too far to protect their workforce from communicable diseases. Different or same?

[ibanezfoo]

OP, has the company historically complied with non-existent regulations because they might someday become a regulation?

How did they handle past pandemics? We've had a number of them, some pretty serious. I ask in case the company is simply proactively and overtly completely focused on employee health and no measure is a bridge too far to protect their workforce from communicable diseases. Different or same?

This company is historically very anti-government anything. Its run by some unruly redneck types. Thats why this is so shocking. We have some jobsites that require all people to be vaxed but thats the jobsite itself, not this company. I need to find out WTF happened.

[sd_shooter]

OP, has the company historically complied with non-existent regulations because they might someday become a regulation?

How did they handle past pandemics? We've had a number of them, some pretty serious. I ask in case the company is simply proactively and overtly completely focused on employee health and no measure is a bridge too far to protect their workforce from communicable diseases. Different or same?

My company seems to have the crap scared out of them - likely don't want to be fined by the government or sued by employees who said they didn't "do enough" to protect them.
- HIPAA laws don't matter
- The Texas executive order against mandates doesn't matter
- Natural immunity doesn't matter
- Exemptions to the mandate don't matter (none offered, none granted)

They have found a way around all the restrictions they might have normally faced when rolling out something like this. They know the state of TX won't come after them, for example. Federal government has infinite resources however, they have succeeded in instilling fear into the company leadership.

[Gundiver]

That a million times better than vax or fired.

[steadyrock]

Sounds like your company is actually being very reasonable given the situation they're in. Wearing a mask and spitting in a cup weekly is a minor inconvenience compared to injecting yourself with some unknown poison. I get it that it sucks a little, but my Texas-based company fired people on Tuesday and those (like me) who demanded accommodations were put through a ridiculous battery of interrogation and squeezing, and when we were approved (as a last resort because they were legally required to), the restrictions on us are much worse. I'm a mid-level executive and I can never set foot on company property again without express permission for a specific task. I moved to a new office in the building in July, and I've never even been allowed to sit in it. Still, I'm thankful to have a paycheck while I search for the right next job.

[Libertarian777]

Almost word for word same as my company.

My company actually IS covered by HIPPA, not that will mean anything.

[ibanezfoo]

Now they gave us the full thing

PURPOSE
* has adopted this policy on vaccination in compliance with OSHA’s Emergency Temporary Standard
on Vaccination and Testing (29 CFR 1910.501).
SCOPE
This COVID-19 Vaccination Policy applies to all employees of *, except for employees who do not
report to a workplace where other individuals (such as coworkers or customers) are present; employees
working from home who do not report to a workplace at least once every seven days and employees
who work exclusively outdoors.
All employees covered by this policy are required to comply with OSHA’s Emergency Temporary
Standard on Vaccination and Testing (29 CFR 1910.501) as a term and condition of employment at *.
Employees are considered fully vaccinated two weeks after completing primary vaccination with a
COVID-19 vaccine with, if applicable, at least the minimum recommended interval between doses. For
example, this includes two weeks after a second dose in a two-dose series, such as the Pfizer or
Moderna vaccines, two weeks after a single-dose vaccine, such as the Johnson & Johnson vaccine, or
two weeks after the second dose of any combination of two doses of different COVID-19 vaccines as
part of one primary vaccination series. All employees are required to report their vaccination status and
if fully or partially vaccinated, provide proof of vaccination status. Employees must provide truthful and
accurate information about their COVID-19 vaccination status and, if applicable, their testing results.
Employees who fail to provide proof of vaccination or a weekly negative COVID-19 test result (as
applicable) will be subject to disciplinary action, up to and including termination of employment.
Employees may request an exception from this vaccination policy if the vaccine is medically
contraindicated for them or a medical necessity requires a delay in vaccination. Employees also may be
legally entitled to a reasonable accommodation if they cannot be vaccinated and/or wear a face
covering (as otherwise required by this policy) because of a disability, or if the provisions in this policy
for vaccination and/or testing for COVID-19 and/or wearing a face covering conflict with a sincerely held
religious belief, practice, or observance. Requests for exceptions and reasonable accommodations must
be initiated by contacting the Human Resources Department. All such requests will be handled in
accordance with applicable laws and regulations and *’s applicable policies and procedures.
PROCEDURES
Vaccination Status and Acceptable Forms of Proof of Vaccination

COVID-19 Vaccination and Testing Policy 2022

All vaccinated employees are required to provide proof of COVID-19 vaccination, regardless of where
they received vaccination. Proof of vaccination status can be submitted via email to HRDEPT@ or
in-person with the HR Department.
Acceptable proof of vaccination status is one of the following:
1. The record of immunization from a healthcare provider or pharmacy.
2. A copy of the COVID-19 Vaccination Record Card.
3. A copy of medical records documenting the vaccination.
4. A copy of immunization records from a public health, state, or tribal immunization information
system.
5. A copy of any other official documentation that contains the type of vaccine administered,
date(s) of administration, and the name of the healthcare professional(s) or clinic site(s)
administering the vaccine(s).
Proof of vaccination generally should include the employee’s name, the type of vaccine received, the
date(s) of administration, and the name of the healthcare professional(s) or clinic site(s) that
administered the vaccine. In some cases, state immunization records may not include one or more of
these data fields. In those circumstances, * will still accept the state immunization record as
acceptable proof of vaccination. In providing proof of vaccination, employees should not disclose any
other medical information, disability-related information, or genetic information.
If an employee is unable to produce one of these acceptable forms of proof of vaccination, despite
attempts to do so (e.g., by trying to contact the vaccine administrator or state health department), the
employee can provide a signed and dated statement attesting to their vaccination status, either fully
vaccinated or partially vaccinated; attesting that they have lost and are otherwise unable to produce
one of the other forms of acceptable proof; and including the following language:
“I declare (or certify, verify, or state) that this statement about my vaccination status is true and
accurate. I understand that knowingly providing false information regarding my vaccination status on
this form may subject me to criminal penalties.”
An employee who attests to their vaccination status in this way should, to the best of their recollection,
include in their attestation the type of vaccine received, the date(s) of administration, and the name of
the healthcare professional(s) or clinic site(s) administering the vaccine.
All employees must inform * of their vaccination status. The following table outlines the requirements
for submitting vaccination status documentation.
Vaccination Status Instructions
Fully vaccinated. Submit proof of vaccination that
indicates full vaccination.

Supporting COVID-19 Vaccination
An employee may take up to four hours of duty time per dose for travel to the vaccination site, receive a
vaccination, and return to work. This would mean a maximum of eight hours of duty time for employees
receiving two doses. If an employee spends less time getting the vaccine, only the necessary amount of
duty time will be granted.
Employees who wish to schedule receiving the vaccine during normal working hours may request
appropriate scheduling changes from their supervisors, which may be approved or denied based on
*’s business needs.
The following procedures apply for requesting and granting duty time to obtain the COVID-19 vaccine or
sick leave to recover from side effects:
Employees are also entitled to a reasonable amount of paid time off work to recover from any side
effects from receiving a vaccine dose. Employees must use their accrued sick leave or personal PTO to
recover from any side effects. If an employee does not have any accrued sick leave or PTO, the
employee will still be entitled to a reasonable amount of paid time off to recover from any side effects.
Employees shall contact their supervisor for information to obtain necessary approvals, how to submit
requests, and how leave is being granted, etc.
Employee Notification of COVID-19 Diagnosis and Removal from the Workplace
See * COVID-19 Safety Plan 2021.
* requires employees to promptly notify their supervisor when they have tested positive for COVID-19
or have been diagnosed with COVID-19 by a licensed healthcare provider.
Medical Removal from the Workplace
In accordance with * Safety Department’s Guidelines 2021
Return to Work Criteria
In accordance with * Safety Department’s Guidelines 2021
Partially vaccinated (i.e., one
dose of a two dose vaccine
series).
Submit proof of vaccination that
indicates when the first dose of
vaccination was received, followed
by proof of the second dose when it
is obtained.

COVID-19 Testing
If an employee covered by this policy is not fully vaccinated, the employee will be required to comply
with this policy for testing. All results will be sent to HR. (The test cannot be selfadministered and self-read)
Such employees who are not fully vaccinated and who report to the workplace at least once every seven
days: (a) Must be tested for COVID-19 at least once every seven days; and (b) Must provide
documentation of the most recent COVID-19 test result to the supervisor no later than the seventh day
following the date on which the employee last provided a test result.
Any employee who does not report to the workplace during a period of seven or more days (e.g., they
were teleworking for two weeks prior to reporting to the workplace) must: (a) be tested for COVID-19
within seven days prior to returning to the workplace; and (b) provide documentation of that negative
test result to the supervisor upon return to the workplace.
If an employee does not provide documentation of a COVID-19 test result as required by this policy, they
will be removed from the workplace until they provide a negative test result.
Negative test results must be sent using the following format (included in this policy).

Test Reporting Format

Employees who have received a positive COVID-19 test or have been diagnosed with COVID-19 by a
licensed healthcare provider, are not required to undergo COVID-19 testing for 90 days following the
date of their positive test or diagnosis. These employees will follow the * COVID Safety Protocol.
Face Coverings
If an employee covered by this policy is not fully vaccinated, * will require the employee to wear a face
covering. Face coverings must: (a) completely cover the nose and mouth; (b) be made with two or more
layers of a breathable fabric that is tightly woven; and (c) be secured to the head with ties, ear loops, or
elastic bands that go behind the head. If gaiters are worn, they should have two layers of fabric or be
folded to make two layers; fit snugly over the nose, mouth, and chin with no large gaps on the outside of
the face; and be a solid piece of material without slits, exhalation valves, visible holes, punctures, or
other openings. Acceptable face coverings also include clear face coverings or cloth face coverings with
a clear plastic panel that otherwise meet these criteria, and which may be used to facilitate
communication with people who are deaf or hard-of-hearing or otherwise need to see a speaker’s
mouth and facial expressions to understand speech or sign language respectively.
Employees who are not fully vaccinated must wear face coverings over the nose and mouth when
indoors and when occupying a vehicle with another person for work purposes. Policies and procedures
for face coverings will be implemented, along with the other provisions required by OSHA’s COVID-19
Vaccination and Testing ETS, as part of a multi-layered infection control approach.
The following are exceptions to *’s requirements for face coverings:
1. When an employee is alone in a room with floor to ceiling walls and a closed door.
2. For a limited time, while an employee is eating or drinking at the workplace or for identification
purposes in compliance with safety and security requirements.
3. When an employee is wearing a respirator or facemask.
4. Where Human Resources has determined that the use of face coverings is infeasible or creates a
greater hazard (e.g., when it is important to see the employee’s mouth for reasons related to
their job duties, when the work requires the use of the employee’s uncovered mouth, or when
the use of a face covering presents a risk of serious injury or death to the employee).
New Hires
All new employees are required to comply with the requirements outlined in this policy as soon as
practicable and as a condition of employment. New employees if vaccinated, will present their
vaccination card during on-boarding or upon completion of vaccination. All new employees will receive
this policy during on-boarding and will sign an acknowledgement form from the HR Department.
Confidentiality and Privacy
* will keep each employee’s vaccination status private and confidential to the greatest extent possible
and in accordance with applicable law; only those managers with a business-need-to-know will have
access to an employee’s vaccination status.

Employees who do not provide proof of vaccination status will be considered unvaccinated for the
purpose of this policy.
Non-Discrimination/Non-Retaliation
As stated in its other policies, * does not discriminate against its employees or applicants with regard
to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin,
age, disability, genetic information (including family medical history), or any other characteristic
protected by applicable federal, state, or local law.
Questions
Please direct any questions regarding this policy to the Human Resources Department.

[Dan_Eastvale]

Amazing. Look at the size of that mandate. They really think there is a really serious state of emergency

[ProfChaos]

I always like the part of not discriminating when only pure bloods have to weekly test and wear face coverings. All or nothing.

[Nor Cal Scot]

Damn, that sucks. Yeah, I’m interested to hear why the out of character actions. Perhaps their commercial or health insurance is coming down on them.