Mandatory Employee COVID-19 Vaccination Policy
St. John Fisher College (the “College”) is committed to maintaining a safe and healthy environment for all students and employees. In an effort to avoid the significant disruption that would be caused by a COVID-19 outbreak on campus, we are taking additional measures to protect against the spread of COVID-19, including the implementation of a mandatory vaccination policy (subject to the exceptions explained below).
Employee Vaccination Requirements
The College will require all employees who report to campus, as well as temporary workers and independent contractors, to be fully vaccinated against COVID-19 by August 1, 2021. Employees must provide documentation no later than July 19, 2021, unless an exemption from this policy has been granted. Acceptable proof shall include a written certification of vaccination, such as a CDC vaccination card or medical documentation showing the date and type of vaccine administered. Do not include any medical or genetic information with your proof of vaccination.
Employees who fail to comply with these requirements shall not be permitted to return to campus. Failure to provide proof of full vaccination shall be deemed a voluntary resignation (effective August 1, 2021) subject to reasonable accommodation and other requirements of applicable federal, state, and local law.
Employees shall be responsible for scheduling and obtaining all recommended doses of an FDA-approved COVID-19 vaccine (or a COVID-19 vaccine granted Emergency Use Authorization by the FDA).
The College will pay for time traveling to or spent getting the vaccine if done during regular work hours, up to a maximum of four (4) hours per vaccine injection. Those requesting time off or pay for vaccination should inform Human Resources.
Accommodation and exemption requests will be considered as set forth below. Please note, however, that the College reserves the right to take any necessary and appropriate steps, including imposing alternative COVID-19 prevention measures (such as requiring the continued wearing of face coverings or masks), to ensure that the individual does not pose a direct threat to the health or safety of themselves or others in the workplace. If employees believe they need an accommodation or an exemption from this policy, they are responsible for contacting Human Resources (firstname.lastname@example.org by June 30, 2021. Responses will be granted in 7-10 days.
Determinations and Process
The College makes determinations about requested accommodations and exemptions on a case-by-case basis considering various factors and based on an individualized assessment in each situation. The College strives to make these determinations expeditiously and in a fair and nondiscriminatory manner and will communicate in a timely fashion.
Upon receipt of a request for exemption or accommodation, the College will engage in an interactive dialogue with the employee to determine the precise limitations of the employee’s ability to comply with this mandatory vaccination policy and explore potential action that could overcome those limitations. Although the College encourages employees to offer suggestions, the College is not required to make the specific accommodation requested and may provide an alternative effective accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the College or posing a direct threat to you or others in the workplace.
The College provides reasonable accommodations, absent undue hardship, to qualified individuals with disabilities that enable them to perform their job duties. Reasonable accommodation may include appropriate adjustment or modifications of employer policies, including this Mandatory Vaccination Policy.
The College also provides exemption, absent undue hardship, to employees with sincerely held religious beliefs, observances, or practices that conflict with getting vaccinated. Such requests will require completion of an exemption request form, and submission of appropriate supporting documentation.
Please note that philosophical, political, scientific, or sociological objections to immunizations will not justify an exemption from this policy.
Other Medical Reasons
Exemptions for other medical reasons may be available on a case-by-case basis [e.g., severe or immediate allergic reaction to a previous dose or known (diagnosed) allergy to a component of the vaccine] even if they do not qualify as a disability under federal, state, or local law. Such requests will require completion of an exemption request form and submission of appropriate supporting documentation.
Continuing COVID-19 Policies
While this Mandatory Vaccination Policy is a key part of our overall strategy and commitment to maintaining a safe and healthy workplace in light of the COVID-19 pandemic, it is intended to supplement, and not replace, the other COVID-19 prevention measures that may be in effect. The College needs everyone’s full cooperation and compliance with this and other health and safety workplace policies to make them effective and to keep our students on campus without disruption to their educational experience.