Then they give you a Q and A section:

Federal Contractors COVID-19 Vaccination Requirement Q&A Q: Am I required to complete the Certification of Vaccination form? A: Yes, if you do not complete the Certification of Vaccination form you will be considered unvaccinated and will be subject to loss of ability to work on or in conjunction with federal contracts. Q: How do I complete the Certification of Vaccination Form? A: Tyonek will distribute the Certification of Vaccination Form through Paycom. Employees will need to log into their Paycom Employee Self-Service and complete and submit the form. Q: How do I provide proof of my vaccination status? A: You will be able to upload a copy of one of the following documents: a copy of the record of immunization from a heath care provider or pharmacy, a copy of the COVID-19 Vaccination Record Card (CDC Form MSL-319813_r), a copy of medical records documenting the vaccination, a copy of immunization records from a public health ore State immunization information system, or a copy of any other official documentation verifying vaccination with information on the vaccine name, date(s) of administration, and the name of the health care professional or clinic site administering vaccine. Digital copies and/or photos are acceptable. Q: Are there exceptions to the requirement for all employees to be fully vaccinated? A: You must be fully vaccinated other than in limited circumstances where the law requires an exception. Tyonek may be required to provide a reasonable accommodation to employees who communicate they are not vaccinated against COVID-19 because of a disability or because of a sincerely held religious belief, practice, or observance. Determining whether an exception is legally required will include consideration of factors such as the basis for the claim; the nature of the employee’s job responsibilities; and the reasonably foreseeable effects on Tyonek’s operations, including protecting other employees and the public from COVID-19. Q: What do I do if I want to request a medical or sincerely held religious belief accommodation request? A: You will have to complete a request for accommodation and participate in an interactive process. If the accommodation does not cause an undue hardship on the company and the employee provides all requested documentation, then an accommodation may be granted. If an accommodation is granted the employee may subject to weekly COVID-19 testing, would be required to wear a mask, and social distance from others. In some cases, the nature of the employee’s job may be such that Tyonek determines that no safety protocol other than vaccination is adequate. In such circumstances, Tyonek may deny the requested accommodation. The Safer Federal Workforce Task Force will provide additional information/guidance on this matter. Q: What happens if I ask for an accommodation and the request is denied? A: You would be required to receive the first (or, if a one-dose series, only) dose within two (2) weeks of the final determination to deny the accommodation. If receiving a two (2)-dose series, you must receive the second dose within six (6) weeks of receiving the first dose. Q: If I had COVID-19 am I required to get vaccinated? A: Yes, an employee who has had a prior COVID-19 infection is required to be fully vaccinated. If the illness was recent and the employee is still experiencing symptoms, then the vaccination may be

delayed until the employee has recovered from the acute illness and has satisfied the CDC guidance to discontinue isolation. Q: What if I received an antibody test. Will that prove my vaccination status? A: No. A covered employer cannot accept a recent antibody test from a covered employee to prove vaccination status or natural immunity. Q: Can I delay getting a COVID-19 vaccine if I recently received another vaccine, such as the seasonal influenza vaccine? A: COVID-19 vaccines may be administered without regard to timing of other vaccines. This includes simultaneous administration of COVID-19 vaccine and other vaccines on the same day. Q: What if I received the monoclonal antibodies or convalescent plasma for COVID-19 treatment. Do I still have to get vaccinated? A: Yes, the first dose of a two (2)-dose series must be taken 90 days after the treatment date. Q: What happens if I refuse to be vaccinated or provide proof of vaccination? A: Employees covered by Executive Order 14042 who fail to comply with a requirement to be fully vaccinated or provide proof of vaccination and have neither received an exception nor have an exception request under consideration, are in violation of a lawful order. Employees who violate lawful orders are subject to discipline, up to and including termination of employment. Tyonek is a covered federal contractor and therefor is required to have vaccinated employees. Note: Guidance states, employees who are terminated for failure to vaccinate and employees who resign due to vaccination requirements may not be eligible for unemployment. Q: Does the policy apply to me if I work remote or if I do not work directly on a federal contract site? A: Yes. This requirement applies to all covered federal contract employees regardless of where they are performing the work. This requirement also applies to anyone who perform duties “in connection with” the necessary performance of the covered contract, but who are not directly engaged in performing the specific work called for by the covered contract, such as human resources, accounting, IT, purchasing, contracts, proposals, business development, administration, and legal (NOTE: this is not a complete list of impacted positions). Q: Does this requirement apply in States or localities that seek to prohibit compliance with any of the workplace safety protocols set for in the Task Force Guidance for Federal Contractors and Subcontractors? A: Yes. These requirements are promulgated pursuant to Federal law and supersede any State or local law or ordinance. Additionally, nothing in the Task Force Guidance shall excuse noncompliance with any applicable State law or municipal ordinance establishing more protective workplace safety protocols than those established under the Task Force Guidance. If you would like additional information, please visit https://www.saferfederalworkforce.gov/faq/ If you have questions or need to discuss an accommodation request, please contact Human Resources at [email protected]