Family Resource Home Care
COVID-19 Vaccine Mandate
Frequently Asked Questions (FAQ)
What is the COVID-19 Vaccine Mandate?
On November 5, OSHA issued a vaccine mandate that applies to companies who have more than 100 employees. This is considered an Emergency Temporary Standard and is subject to change. Family Resource must follow this vaccine mandate, given that we have over 100 employees. This new rule will cover 84 million workers across the U.S., so we are not alone in adopting these new practices. The OSHA mandate was planned to go into effect on January 4, 2022 but a federal court case has put a halt to the mandate. At this point, we are unsure of when it may go into effect or if it will at all.
Does this mean I have to get vaccinated?
No. For unvaccinated, not fully vaccinated, and employees with an approved accommodation, the new OSHA Standard allows for a weekly testing option.
What if I’ve already had COVID-19?
The mandate doesn’t allow for anti-body test as an alternative to vaccination or weekly test. However, it does state that if you are unvaccinated and test positive for COVID-19 once the mandate is in place, you will not need to submit weekly testing for 90 days after your positive test result.
What if I already sent in my proof of vaccination?
If you already submitted proof of vaccine or accommodation, you qualify for a $250 bonus. HR will process the $250 bonus and add it to an upcoming paycheck. The mandate will not impact you in any way.
Where do I send my proof of vaccination?
Simply email a photo or scan of your vaccine card to HR@familyrhc.com. Please don’t email these to your branches.
How do I get my $250 bonus from Family Resource?
There are a few ways:
- If you’ve already submitted proof of vaccine or have an approved accommodation, HR is in the process of adding the $250 bonus into the next paycheck cycle on November 19.
- If you are vaccinated, but haven’t submitted proof of full vaccination to HR, you simply need to email a photo or scan of your vaccine card to HR@familyrhc.com and your $250 bonus will be included in your paycheck on the next pay cycle.
- If you submit and get an approved Medical or Religious Accommodations from Human Resources, your $250 bonus will be included in your paycheck on the next pay cycle.
- If you don’t have any worked hours in that pay cycle, you will not receive the bonus. You will be eligible once you have worked hours in a pay cycle.
- If you have submitted your resignation, you will not receive the bonus.
How do I request a religious or medical accommodation?
Contact Human Resources at HR@familyrhc.com for an accommodation form. Once completed, send to HR@familyrhc.com.
How will you decide if an accommodation is approved?
For religious exemption, the Equal Employment Opportunity Commission (EEOC) doesn’t allow employers to make the determination about your faith, so Family Resource will likely not deny these accommodations. For medical exemptions, we can request a valid doctor’s note.
Do I have to get vaccinated to keep my job at Family Resource?
No. At this point, you still have the right to choose whether or not to become vaccinated. The OSHA mandate does require that unvaccinated employees take a COVID test each week they work. If the states that we operate in pass stricter rules, the testing option could be eliminated – but that has not been announced at this point.
What if I have a medical or religious reason to not get vaccinated?
Contact Human Resources at HR@familyrhc.com for an accommodation form. Once completed, send to HR@familyrhc.com. For religious exemption, the Equal Employment Opportunity Commission (EEOC) doesn’t allow employers to make the determination about your faith, so Family Resource will not deny these accommodations. For medical exemptions, we can request a valid doctor’s note.
Is this the same as the Washington and Oregon state vaccine mandate?
Washington State and Oregon implemented health care facility mandates in October of 2021, related to vaccination of health care workers. Personal care in someone’s home, which is much of what we do at Family Resource, was exempted from this vaccine mandate.
In response to the new OSHA mandate, Oregon and Washington have the option to come up with a state-specific plan that adds additional safety measures such as making companies with 50 employees (instead of OSHA’s 100) follow the mandate or eliminating weekly testing options. We should know soon what the states decide. Idaho follows OSHA federal guidelines, so no further changes will occur for our Idaho employees beyond the existing OSHA rules.
When will the vaccine mandate go into effect?
The original date was January 4, 2022; however, as a result of lawsuits and court rulings, the mandate is on hold. We will not know if, or when, it will take effect until these lawsuits are resolved.
Didn’t a lawsuit put the vaccine mandate on hold?
Dozens of challenges to the OSHA rule, including lawsuits by states and employers, have been filed in multiple states and multiple circuit courts. Until resolved, these lawsuits have halted the implementation of the vaccine mandate. The go-live date could move, or the mandate could be overturned completely. It’s uncertain when these legal challenges will be resolved.
Will the vaccine mandate will happen at all?
As of now, we don’t know. Lawsuits and court rulings have halted the implementation of the mandate. We will not know if, or when, it will take effect until these lawsuits are resolved.
Will I be able to do weekly COVID testing instead of getting vaccinated if the mandate goes into effect?
Yes. The OSHA mandate permits unvaccinated employees to take a COVID test each week they work. If the states that we operate in pass stricter rules, the testing option could be eliminated – but that has not been announced at this point.
If I am pregnant or breastfeeding, do I have to get vaccinated?
No. You can submit a request for a temporary or medical accommodation if you wish. You will have to complete weekly testing.
When do I have to get vaccinated by?
The mandate, which is now on hold, originally stated employees must be fully vaccinated by January 4, 2022. The cutoff date for the $250 bonus from FRHC is January 4, 2022.
Who will pay for the weekly testing?
Currently, our plans is that Family Resource will pay for the weekly tests. Our hope is that we will be able to have these tests mailed to your home and that you can return them by mail. This plan will depend on various factors such as test availability.
Why is OSHA mandating this for companies?
OSHA states that many workers had COVID exposures at their jobs and died or got ill. “OSHA estimates that this rule will save thousands of lives and prevent more than 250,000 hospitalizations due to workplace exposure to Covid-19 over the course of the [emergency temporary standard].” The justification is that vaccines are safe, free and the most effective way for workers to be protected from serious disease due to COVID-19 transmission at work.
Can I take time off to get vaccinated?
The mandate states that employers must provide paid time off for their employees to get vaccinated and time off to recover from any side effects of the vaccine. Given the mandate is on hold, this rule doesn’t apply. Talk to your supervisor about the time you might need to get a vaccine.
Do I have to pay for the vaccine?
No, free vaccines are available to the general public. Check your vaccine location for details.
Does the mandate require boosters?
No, you don’t have to get boosters to be considered vaccinated under the requirements.
What does “fully vaccinated” means?
The Centers for Disease Control and Prevention’s definition of “fully vaccinated” is two full weeks following one shot of the Johnson & Johnson vaccine or two shorts of Moderna’s or Pfizer’s. FRHC will consider you vaccinated for purposes of the bonus after your last shot.
What happens if Family Resource doesn’t comply with the mandate?
OSHA’s has penalties up to $13,653 per violation and it can fine companies ten times that for willful or repeated violations.
How will the mandate be enforced?
As with other OSHA requirements, it will rely on spot checks for compliance or complaints.
Do part-time employees count and have to follow the mandate?
Yes, part-time employees are part of the 100-worker rule. Employees who work offsite, such as at a customer’s home, are counted. Those who work at home are counted but the vaccination requirements would apply only to the employees who work in the office at least part time.
Can employees be fired for not complying?
Legally, Family Resource will follow the OSHA rules, so unvaccinated employees will need to submit tests. If an employee refuses to comply with a policy, it is not protected under federal law and could result in termination.
How long will the rules be in effect?
OSHA used an emergency procedure, which could become permanent within six months. However, OSHA could decide to lift the requirements at any time.
What if I have another question that is not answered here?
You can reach out to HR by emailing HR@familyrhc.com at any time and we will work hard to get you correct information.