if you're not unionized, you still have collective bargaining rights and protections.
as vaccination status has proven to offer no guarantee of protection in the workplace, treating the vaccinated and unvaccinated as two classes of employees creates an arbitrary standard for classifying employees and amounts to an unfair labor practice.
two or more employees "have the right to act with co-workers to address work-related issues" https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/concerted-activity
and Employers have a "duty to bargain" before implementing a new policy affecting conditions of employment. https://btlaw.com/insights/blogs/labor-relations/2021/potential-nlra-impacts-of-a-mandatory-covid-19-vaccination
https://www.laborrelationslawinsider.com/2021/11/vaccine-mandates-may-require-collective-bargaining/
"When new terms and conditions of employment like vaccination and/or testing requirements are under consideration, by choice or mandate, employers must consider their duty to bargain."
if you're not unionized, you still have collective bargaining rights and protections.
as vaccination status has proven to offer no guarantee of protection in the workplace, treating the vaccinated and unvaccinated as two classes of employees creates an arbitrary standard for classifying employees and amounts an unfair labor practice.
two or more employees "have the right to act with co-workers to address work-related issues" https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/concerted-activity
and Employers have a "duty to bargain" before implementing a new policy affecting conditions of employment. https://btlaw.com/insights/blogs/labor-relations/2021/potential-nlra-impacts-of-a-mandatory-covid-19-vaccination
https://www.laborrelationslawinsider.com/2021/11/vaccine-mandates-may-require-collective-bargaining/
"When new terms and conditions of employment like vaccination and/or testing requirements are under consideration, by choice or mandate, employers must consider their duty to bargain."