They were surprised when I said I had no plans to get the vaccine. They asked, "what if it were mandatory?" And I said, "then we'd have to have a serious conversation about that." The subject was changed quickly to something more light-hearted. But it seems like they're at least considering mandating a vaccine in order to work at this office. And if they do decide that, they'll be looking for a new manager for their shipping department.
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Excuse me, but I just have to ask.
Could not the condition of not receiving vaccination be legal cause for termination regardless of what the condition results from.
For example: Showing up to work is a condition of employment. Matter not whether your not on the job because you verbally refuse to report, or if you simply don't report because of negligence to duty.
To be clear, the goal is to make it absolutely clear to the courts that they fired you for not being vaccinated, not for ignoring company policy. If they find a way to make it about anything else, you're screwed.
If you refuse to take the vaccine outright, then YOU took an action they can fire you for. On paper, they will have fired you for not following policies and not have to bring up what those policies were, even if they are against the law, thus avoiding the topic of them deciding your health for you. They have to be the ones to act first.
Just like the court cases with the election, they don't have to hear the evidence you present if they just focus on a single technicality.
In the case of not showing up for work, if you agreed to do a job and you don't do it then they can fire you. Unless you signed a waver to allow them to decide your health for you, they have no authority to demand you get vaccinated any more than they can demand you get sterilized or get an abortion.