This Week’s Highlights:

Volume Three: Air Date 11.22.21. “The Fed’s Mandate”

So, today is the deadline for all federal employees to have at least one dose of the vaccine; how’s that going? Reportedly, anywhere from 90- 95 % of all federal employees have met this requirement; the other 5 or so % have requested an exemption or extension.

The very few who don’t ultimately comply with the mandate will not lose their jobs immediately. According to NPR: “There will be education and counseling for employees who haven’t complied, with the ongoing goal of getting yet more federal workers fully vaccinated.” Perhaps this is a good example for us to follow? No operational disruptions are anticipated as a result of those who are not vaccinated. In fact, ahead of the holiday travel season, Transportation Secretary Pete Buttigeig says his agency’s staff are 99% vaccinated and ready for duty.

Still struggling with the religious exemption piece to this mandate puzzle? I came across a faith-based website today that makes sound arguments for not invoking a religious exemption. It walks the reader through logical explanations as to why, for example, it’s not valid to refuse this vaccine because of the cell line that’s used, unless the person is also going to avoid Tylenol, Ibuprofen, Pepto Bismal, as well as Measles and Chicken Pox and other very common vaccines that are made using the same cell line. There are many handy facts in this site that may just help if you’re in conversation with someone seeking a religious exemption, or you’re considering whether or not to approve one. While this is geared towards a specific faith community, the same facts will certainly apply across many theologies.

Let’s hope that, just a couple short months from now, we are enjoying the same success rate that the Feds are today!

Volume Four: Air Date 11.29.21. “Mandate Communication Tips”

For today’s mandate minute, let’s take a look at what the US Chamber of Commerce recommends for how to communicate to employees about a vaccine mandate.

Essentially, they break down the communication into five steps, entitled “how to announce and enforce your policy:”

1. Explain why you are requiring vaccinations. People may respond better when they understand the rationale behind the mandate; and, it may help to appeal to the importance of protecting the residents we serve.
2. Make the announcement to all employees in a neutral territory. This is to ensure no one feels singled out or feels they received a different message.
3. Discuss the consequences of non-compliance. This includes both disciplinary consequences as well as an emphasis on how not getting vaccinated may impact the health and safety of coworkers and the people we serve.
4. Offer support to employees with concerns. Many times, ‘a disgruntled employee just wants to be heard.’ Have leaders and HR make time available to talk, 1:1 whenever possible.
5. Discuss reasonable accommodations for those with medical or religious exemptions. This should be a private, interactive discussion where solutions are discussed to enable the employee to work safely and productively as possible.

For those employers not requiring a mandate, the Chamber recommends stepping up education efforts and considering offering incentives (within the scope of the EEOC’s guidelines.” And of course, they offer the same caveat we always do – consult your legal counsel or advisors before moving ahead with any announcement or communication about a vaccine mandate.

Volume Five: Air Date 12.1.21. “Mandate Misinformation Toolkit”

As the federal vaccine mandate wends its way through legal challenges, many members are preparing for potential mandates and/or are complying with state mandates. Countering misinformation is a recurring theme in successfully negotiating a mandate and working to retain employees.

The Office of Surgeon General Vivek Murthy has put together a toolkit targeted to organizations that are in a position to help teach people how to evaluate information, not only about COVID-19 and about the vaccines, but about many types of health information.

The toolkit describes various kinds of misinformation, emphasizing that it often has a kernel of truth and is thus more believable. It also unpacks what types of people create or share misinformation, including: disinformers, hoaxsters, believers, enthusiasts, mischief makers, casual sharers, and over-sharers. And, it offers concrete ways to teach people how to recognize misinformation and evaluate the credibility of sources. The toolkit may provide quite valuable in working with families, aging individuals, and staff members.