The answer is.... well.... who knows. HR certainly doesn't. I've asked. Others have asked. There is no official policy they are willing to tell us. But you better do it. Forget that it ignores the ADA. Ignore that the CDC keeps changing their recommendations. Just do it out of fear that we might punish or fire you. But we won't give you a straight answer in case you try and sue. Sc--w you Emerson HR and Merry fu----g Christmas.
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I hope everyone stays healthy over the Christmas and New Years holidays and is able to celebrate w their families.
If you read the mandate, employers have to come up with a plan for those who have a religious or medical reason for not getting the vax. But Emerson wont tell you that.
If you are employed in an "at will" state, you could be.
I left Emerson some weeks ago, and my new employer requires that we be vaccinated and prove it. That means that everyone still employed will be much less likely to get me sick.
The sad part is this has nothing to do with safety. It is another way to keep doing business. If you work for a company that has federal contracts or employs federal contractors, then federal govt will stop doing business if people are not vaxxed by January. The company should clearly explain that you have an option to select exemption. They should also pay for weekly testing. This requirement is an overreach of privacy.
Yep ready for it bring it on. Not a big loss if you ask me. Ready to draw some unemployment and get the he-l out of this place.
Someone needs an attitude adjustment.
I have a new job starting in January, but have not yet given notice--I will after we return from holiday. While I could easily submit my vax status, I am standing on principle and will NOT be submitting it. Because I don't care if they fire me--I'm lucky to have a new job lined up. It is the principle.