Before I answer, in the vaguest terms possible, are we talking that you are an essential worker with limitless contact with public?; and also, is the company located in a Right-To-Work state? (Green is right-to-work.)
Posted on 04/01/2021 12:07:16 PM PDT by ready2brd
To All Office Employees: Effective Tuesday, April 20, the Company’s office locations will return to full capacity operations, effectively ending remote work in connection with the Pandemic.
An e-mail was sent to you and all employees on March 17 and a subsequent e-mail reminder on Monday, March 22, regarding the Company’s requirement that all employees receive a COVID vaccination. As a reminder, we stated that all employees must be vaccinated as an ongoing condition of employment. So, you must be vaccinated as soon as possible. As a further reminder, please communicate your progress toward being vaccinated to in Human Resources.
The Company remains concerned about the health and well-being of our team and will continue to support and enforce existing COVID-19 safety protocols and procedures to provide a safe workplace. This includes, but is not limited to, continuing to wear face covers, practicing social distancing and washing your hands frequently. Completion of your vaccine does not exempt you from 100% compliance with these protocols. Note that we will also continue to provide hand sanitizer in the offices.
If you have questions regarding this process, please reach out to your supervisor, in Human Resources.
Thank you,
HIPAA protects you from everyone but your government.
Such potentially costly lawsuits can be avoided by refraining from adopting policies that require vaccination or penalize members for choosing not to be vaccinated.
Sensible
Employers/entities can still require viral test results.
With uptake numbers for healthcare workers lousy across the country, no employer is gonna be dumb enough to take this to court.
Not yet, anyway.
It depends. A lot of that is being left up to the honor system. And that two week paid vacation bribe was there, to my mind, to goose the numbers.
Before I answer, in the vaguest terms possible, are we talking that you are an essential worker with limitless contact with public?; and also, is the company located in a Right-To-Work state? (Green is right-to-work.)
“Can the company be liable for any side effects you experience from the vaccine?
They should if it required.“
I know that is the exact reason our company is NOT mandating the vaccine, fear of liability.
Anyone who would deliberately choose the Janssen J&J over the Pfizer Bio-N-Tech stab gets what they deserve. This is why it pays to do your own homework and ignore the mob.
That is what is coming to go to large scale private events. Currently, vaccine proof is mandated for travel to/from yellow fever prone areas. Drug tests are mandated by employers, and vaccine records mandatory for school admission. This next step is just a new progression of that.
Close...they can fire you, then you have to take them to court for remedy. This is uncharted waters in employment case law, so as this gets more widespread, it will be interesting to see where it goes.
Right-to-work state, and essential worker. No contact with the public though, just coworkers.
I quit. Going o SSDI. I can fake a bad back as good as the rest of them.
April Fool’s
ML/NJ
All HIPPA does is tell you who they’re going to give your medical records to.
Why's that? I've done some homework on this, perhaps not as much as you so I'd be interested in learning what you know.
I did find this on WebMD which shows the J&J has had no serious side effects and no serious anaphylaxis reactions vs. Pfizer & Moderna which have. What can you share?
I received the first Modena shot 3 weeks ago. Just a sore arm and a bump for a week. Next shot next week. Wifey gets the second tomorrow, so we will see how she handles it.
No company listed and no link provided.
This is a BS posting.
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