What to do if employer forces the JAB
if you can’t validate your performance at work, I guess you are always risk. But , my guess is I would lawyer up before they know for sure you are not willing to take the vaccine. As whether you need to prove the reason for your termination is related to not vaxxing or something performance related, my experience has shown at least with other “discriminated groups” like black employees who pull the race card during termination, they will prevail even if they were genuinely fired for performance reasons. (even verifiable ) I have never been able to terminate a black employee ever. AND no longer attempt to do so. My guess, if you want to fire someone, you better have some verifiable reason to do so.
At my company they say it is not required yet but they have set down rules on the people who do not get the jab. They will have to wear a mask around everyone and the jabbed have to wear a mask around the un-jabbed. We are still working from home at the moment. They have said be prepared to come back soon. My plan is to lay low and not say much. Arkansas is a right to work state and my understanding is that they can require it. I am three years from retirement and hope to make it to the. Wish me luck.
Ask your employer if refusing will affect your job review or chances at promotion. If the answer is yes, then – per @osha_dol – the vaccine is considered mandatory.
If there are problems, the employer also needs to report the adverse event. And the whole mess becomes “work-related” which I’m guessing involves Worker’s Comp.
Here are the relevant OSHA guidelines:
Q: I do not require my employees to get the COVID-19 vaccine. However, I do recommend that they receive the vaccine and may provide it to them or make arrangements for them to receive it offsite. If an employee has an adverse reaction to the vaccine, am I required to record it?
A: No. Although adverse reactions to recommended COVID-19 vaccines may be recordable under 29 CFR 1904.4(a) if the reaction is: (1) work-related, (2) a new case, and (3) meets one or more of the general recording criteria in 29 CFR 1904.7, OSHA is exercising its enforcement discretion to only require the recording of adverse effects to required vaccines at this time. Therefore, you do not need to record adverse effects from COVID-19 vaccines that you recommend, but do not require.
Note that for this discretion to apply, the vaccine must be truly voluntary. For example, an employee’s choice to accept or reject the vaccine cannot affect their performance rating or professional advancement. An employee who chooses not to receive the vaccine cannot suffer any repercussions from this choice. If employees are not free to choose whether or not to receive the vaccine without fearing adverse action, then the vaccine is not merely “recommended” and employers should consult the above FAQ regarding COVID-19 vaccines that are a condition of employment.
Some interesting reports coming out of the WEF re surveys of employers. This is from a WEF email list I subscribe to. Some interesting stats and graphics that help to identify what may potentially lay ahead.
I think you should retire