OSHA ETS on COVID-19 Vaccine Mandate

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    • #292506

      As a member of the SIG community, and potentially someone who is participating in or subject to personnel decisions regarding Covid-19 vaccine mandates, we would like to hear from you about the November 2021 OSHA Covid ETS (United States, Department of Labor, Occupational Safety and Health Administration’s Emergency Temporary Standard on COVID-19 Vaccination and Testing). 

      With respect to your employer’s policies, your sourcing department’s efforts to support these policies and/or the policies of the clients or customers you may be supporting and advising, please share insights about initiatives related to this ETS. 

      For example; 

      1.Is your employer requiring vaccinations? Is this a comprehensive requirement, meaning does it apply to any employee or just those personnel (employees and/or contractors) who are going into the office? 

      2.Are you considering contracting with a third party to help proctor this requirement and monitor compliance (either with vaccination compliance or testing compliance or both)? If yes, who have you identified as a partner? What are the pricing structures, contract terms and any risk controls?

      3.What kinds of tools are you developing to understand and report on compliance? Have you identified a provider who is already doing this? If so, who? 

      4.What other questions and concerns are your policy makers considering with respect to this mandate? 

      5.Would you be willing to share any tools (RFx, questionnaires, policy statements, reporting mechanisms) with us? 

      6.Are you providing the tests or are employees responsible for sourcing their own tests? If employees are sourcing their own, how are you centrally tracking and verifying validity? 

      7.What, if anything, are you doing to ensure suppliers are compliant?

      8.Are you implementing any separate processes for suppliers that have personnel working in one of your own locations?

      9.Would you be available for a quick discussion on this topic? 

       

      FYI, SIG will share the results of this benchmark initiative with those that provide meaningful responses, regardless of your membership status. If you are not a current member and would like to see the results but have limited insights to share, please feel free to reply and discuss. 

       

       

    • #295157
      Anonymous
      Guest

      Vaccination is not yet required.  Testing is required if not vaccinated.   Different colored lanyards are available for employees to wear to discribe their willingness to associate while in the office.  

      Most employees are expected to return to the office in January.   But this could be subject to change. 

    • #295158
      Anonymous
      Guest

      We’re currently in a bit of a wait and see scenario on what shakes out in the various court challenges, but we are getting our ducks in a row in case we need to comply. 

       

      Here’s some further details:

      •The majority of our back office personnel are still working remote

      •As of right now, anyone working in an office must currently wear a mask regardless of vaccination status

      •Earlier this year, when we were planning on opening the offices back up, we had put a plan in place where vaccinated employees could work in the office without masks. We were doing a self-attestation process at the time, where employees would self-assess in our workforce management too (i.e. Workday) of their vaccination status. Then right before we were to go back Washington state put a mask mandate back in place and we cancelled those plans.

      •If the law goes through then our plan is to follow it and will use a third party to help support the testing process for unvaccinated employees. Given that we’re in a wait and see situation, we have not chosen a vendor yet. Four that we’re talking to though include CareValidate, Cleared4, Medikeeper and ReturnSafe

       

       

    • #295159
      Anonymous
      Guest

      •We are in a wait an see model relating to Biden’s Vaccination Law as we believe it will be continually challenged

      •We are in compliance with NYC/NY requirements required by NYC as of 12/27/2021

      •We DO NOT want to come into contact with Third Party Employee information so we’ll handle that via attestations from the Third Party to confirm that anyone coming into our NYC buildings are vaccinated. Checkpoint of verification will be by BNYM physical security to have any visitor badged to show evidence of vaccination but we will not collect or store (show card). We have utilized Accounts Payable Contact Information to notify all Third Parties of our requirement

      •For FTEs: 

      owe are using a Third Party Tracking in our facilities via a contact tool that tracks all in facility (we’re able to track contact upon notification of a positive Covid Test and notify those who came into contact with the individual but no names)

      oWe have a 3rd party (our Healthcare provider) providing access to home test kits which may be ordered online and free delivery as well as remote Nurse/PA/NPA/MD access via call or online tool

      oOur facilities have onsite medical staff for testing if required

      oIf a positive test we have an online HR tool where FTEs are to log their positive test 

       

    • #295160
      Anonymous
      Guest

      1.Is your employer requiring vaccinations? Is this a comprehensive requirement, meaning does it apply to any employee or just those personnel (employees and/or contractors) who are going into the office?  We do not require vaccinations; however you are not allowed in the office unless you have been vaccinated; vaccination definition is that you have gotten the booster shot.

      2.Are you considering contracting with a third party to help proctor this requirement and monitor compliance (either with vaccination compliance or testing compliance or both)? If yes, who have you identified as a partner? What are the pricing structures, contract terms and any risk controls?  We are doing this using our own host technology platform – need to load your vaccination card onto the platform and that is used in conjunction with our office entry card readers

      3.What kinds of tools are you developing to understand and report on compliance? Have you identified a provider who is already doing this? If so, who? 

      4.What other questions and concerns are your policy makers considering with respect to this mandate? Wfh continues to be the dominant operating model; travel is limited to client meetings approved by executive leadership.

      5.Would you be willing to share any tools (RFx, questionnaires, policy statements, reporting mechanisms) with us? 

      6.Are you providing the tests or are employees responsible for sourcing their own tests? If employees are sourcing their own, how are you centrally tracking and verifying validity? Employees are responsible for testing, however can’t come to the office without being vaxed.

      7.What, if anything, are you doing to ensure suppliers are compliant? Not available to share at the current time.

      8.Are you implementing any separate processes for suppliers that have personnel working in one of your own locations?  Not available at the current time.

      9.Would you be available for a quick discussion on this topic? 

       

    • #295161
      Anonymous
      Guest

      1.Vaccinations are recommended, but not a requirement at this time.

      2.At this time we have not partnered with a 3rd party contractor, in the event we are required by OSHA to test non-vaccinated, I see us partnering with the local health department. 

      3.We have created our own reporting structure and report each day.  We encourage our employees to upload their vaccinations card to our company HR portal.

      4.None at this time.

      5.Our reporting is based on our time keeping codes loaded in VOLTS.

      6.Company/Contractor will supply and administer the test.

      7.Unknown at this time.

      8.We are following the CDC guidelines 

      9.Depending upon the date and time. 

       

    • #295162
      Anonymous
      Guest

      1. No.  However, if you do not get vaccinated you are required to wear a mask until the effective date of the new workplace rules.  The company will enforce the updated workplace rules from the Biden administration once the effective date is reached.

      2. No.  We will manage the testing if required at the site level.

      3. HR will manage.

      4. The primary concern is the impact on hourly employee retention.

      5. No

      6. We will provide tests.

      7. not applicable

      8. not applicable

      9. no

    • #295163
      Anonymous
      Guest

      We are requiring all our employees to be vaccinated. They must upload their vaccination cards into our HCM system. We are tracking the % of employees vaccinated. 

      Additionally, we have been and will continue to require all visitors to wear a mask in our common areas. This includes delivery, caterer and casual drop offs. We also require daily health attestation for any employee working in the office or visitor coming in to our space. 

      Our legal department has determined that the rapid tests are considered medical waste and must be disposed of appropriately vs. just dropping the trash. We are using a company called Vital Check (https://www.getvitalcheck.com/) that can provide testing, vaccination and disposal.  Some states are more strict than other regarding disposal and we have elected to go with the most conservative interpretation. Stericycle is also another company that provides this service. 

       

    • #295164
      Anonymous
      Guest

      1.My employer is not requiring vaccination currently although they strongly encourage it.  Anyone unvaccinated must wear a mask in our offices, unless eating or drinking. Until very recently we had to attest that we had no symptoms and were not exposed to Covid before we could enter the office but that requirement is no longer needed.  I recall that any contractor or visitor had to attest at some point.  I’m actually not sure what the regulations are for visitors or if we are required to check vaccination status as I haven’t had to deal with this situation yet.

      2.In 2020-2021 we were using an app called Protect Well, where we could upload our vaccination status/proof and do the health attestation. This app went EOL 12/31/2021.  We will be using Workday to capture vaccination data in 2022.  We were already using Workday for our HR system.

      3.Unknown or Workday may be doing this in the future

      4.Unknown

      5.Not at this time

      6.Unknown

      7.I’m not aware that we are tracking supplier compliance

      8.Unknown

       

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