Friends, long time commenter here, first time posting. Requesting help from all of you, been praying on this for the last hour and am looking for guidance on how to proceed.
My company (large manufacturer, >3000 employees) implemented a policy today stating that all employees must be vaccinated or subscribe to weekly testing. If the employee is not vaccinated and tests positive, they will be required to quarantine for 2 weeks WITHOUT PAY. Right now, we are hovering around 50% vaccinated, many of our plants have even lower numbers. They are stating they are implementing this policy based on CDC guidance.
I want to reply all (was a company wide email) and question and poke holes in the policy along with motivate fellow peers to STAND UP. How should I proceed with fighting this? Is crafting an email back to my management with all 3,000 employees copied a stupid move? Any information or legal resources I can use?
The fight has arrived at my doorstep, I'm asking for your prayers and support. Thank you all in advance, this community has kept me motivated and hopeful, for that I am always grateful.
Get a lawyer. It's a legal fight and you need a trained professional to stand with you and fight for you. You will be treated more seriously if you have legal representation. If there are privacy laws where you live, decline answering when they ask if you are vaxxed or getting vaxxed. (i,e/ "I only discuss my personal confidential medical information with my doctor.") Dont sign their forms or fill out their questionnaires. Keep returning to work. Do your job. Make them remove you or send you home, then release your lawyer on them. Where I live, wrongful dismissal cost the employer 2yrs salary in damages. Don't walk away without fighting.
This sounds like the best course of action. I wonder if I don’t respond to their questionnaires and refuse testing that it could still be counted as wrongful dismissal?
They say if you forego the testing you’ll be put on unpaid leave.
A test result is also medical information, private and confidential. Is the employer requiring employees take other diagnostic tests to ensure being disease free, like for sexually transmitted diseases? Are they demanding employees disclose those results to them as a condition of employment? Obviously not. Again, wise to find a competant lawyer to guide you through this and help you get the needed documentation to sue them if/when needed.
That’s a great point. They are not requiring this for the flu so my answer would be no. These two points sound like discrimination:
What other health disorders are we mandating policy for? (None)
How does this policy apply to a vaccinated individual that tests positive? (It doesn’t)