Coronavirus and Walt Disney World general discussion

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KrzyKtty

Well-Known Member
Sounds a lot like the military, except if they can't deploy you, you get med boarded, not outright discharged.
Luckily at the moment for the few people that have refused to get the vaccine we have a lot of domestic travel as well, and our government customer is trying their hardest. So our project hasn't actually let anybody go yet, we just shipped them to domestic work. It's not the same for across the board in the company though, and our employer has tried to be pretty open and honest about their policy regarding the situation. In government contracting we can only pay employees at the government is going to pay us to employ them. 🤷
 

DisneyCane

Well-Known Member
A state where the employer is prohibited from asking employees their vaccination status...

Don't quote me on this, but I don't think that there is any state where you legally can't ask at all. Many states, like Florida, have protections in place for employees if they choose not to get vaccinated. So while the employer can ask, the employee is not actually obligated to answer.

Yes, including Florida.

Can you post a link to the law? Genuinely curious, not trying to be snarky at all. Because everything I've read has stated that employers can ask, but legally can't verify anything you say.
I'd be curious for the same thing because as far as I can tell, there is nothing in FL law that prevents an employer from asking an employee about vaccination status or requiring vaccination as a condition of employment. FL is a right to work state and employment is at will. An employer can make having a face tattoo of Tinker Bell a condition of employment if they wanted to.
Actually, no. They do require fully vaccinated people to wear a mask on airplanes, etc.
Which is ironic because an airplane is the best indoor environment outside of a hospital and requires the least mitigation measures to be taken. Since people can't see the air, they don't believe it.
What's going on with the polka dot pattern in Iowa? Looks like feast or famine there.
I think it's just the inverse of population density. Without really looking in detail, the blue parts of Iowa appear to be the really rural areas with tiny "towns" and people living a mile or more from each other.
 

havoc315

Well-Known Member
Can you post a link to the law? Genuinely curious, not trying to be snarky at all. Because everything I've read has stated that employers can ask, but legally can't verify anything you say.

I believe I misspoke. Even in FL, health providers are allowed to inquire as to vaccination of employees.
 

KrzyKtty

Well-Known Member
On to some possible good news -


I always commended all the people that got into that. Me and running generally don't tend to go along too well. But if somebody tells me the only way I'm going to get on to Rise of the Resistance next year is by running a 6-minute mile to get there, by golly I will figure out how to do it for the first time in my life 🤣🤣🤣.
 

mmascari

Well-Known Member
I really do get that, at the end of the day I guess I just don't see the point in getting my blood pressure up over something I have no control over. I have no control over Jimmy John if he's going to be a dumba.., So I'm just going to have to let that go and live my best life. 😁
There's lots of policy, perception, and personal actions that impact the community outcome that you can do. It's a community problem, so it needs a community solution.

Lets say you lived on a street that was just perfect for street racing, bonus it's a cut through between two other busy streets. However, all the neighbors would also like it to be a safe place to walk, bike, and cross the street. Do you just say: I don't speed or race on the street. I cannot impact what others do. Guess I better move, or learn to dodge cars better. Or, do you explore options to reduce the amount of traffic that cuts through, speeds, and races down the street? Maybe you work with the neighbors on options. Perhaps speed bumps, roundabouts, stop signs, one way streets, extra curves, cross walk lights, or other traffic shifting items. Each of those also has different impacts on the people that follow the rules too. Maybe your neighbor really wants speed bumps but they drive you nuts and you would prefer roundabouts.

That's what community spread is like. You can do your part to not spread it. But, if you cannot convince your community to all do their part too, it's not going matter.
 

KrzyKtty

Well-Known Member
There's lots of policy, perception, and personal actions that impact the community outcome that you can do. It's a community problem, so it needs a community solution.

Lets say you lived on a street that was just perfect for street racing, bonus it's a cut through between two other busy streets. However, all the neighbors would also like it to be a safe place to walk, bike, and cross the street. Do you just say: I don't speed or race on the street. I cannot impact what others do. Guess I better move, or learn to dodge cars better. Or, do you explore options to reduce the amount of traffic that cuts through, speeds, and races down the street? Maybe you work with the neighbors on options. Perhaps speed bumps, roundabouts, stop signs, one way streets, extra curves, cross walk lights, or other traffic shifting items. Each of those also has different impacts on the people that follow the rules too. Maybe your neighbor really wants speed bumps but they drive you nuts and you would prefer roundabouts.

That's what community spread is like. You can do your part to not spread it. But, if you cannot convince your community to all do their part too, it's not going matter.
My perception is probably a bit off considering I live in South Carolina. I'm fully aware of what I can and cannot get away with in this state. Better to just go with the flow then drown. I also have to live with the same neighbors and community members. So for me it's generally a better idea to just stick to my own lane and do my own thing rather than ostracizing myself.

I don't know where you are, but if you don't live in this area it's really kind of hard to understand its mentality sometimes. Completely off topic but related in the sense of my community response. Somebody in our community posted a request to not do fireworks after 10:00 p.m. due to veteran PTSD. The entire community, which is a very large community, pretty much told the person no because Merica... Including all the veterans. And down here fireworks aren't a one-night event, they'll go off about two weeks before the event and two weeks after the event at all hours. You have a dog, not my problem; you have a baby, not my problem; you have PTSD, not my problem... That's just how they are down here.

So I already know that the idea that I need to convince my community to do their part is a lost cause before it even began. So all I can do is my own thing. And then have faith that everything else will work out because I'm doing my best to protect my family. And it's kind of the same thing with the parks. These parks accumulate all sorts of people from all walks of life. All you can do in that situation is go if you're going to go, realize you are still taking a risk by going, and do your best to mitigate it. And try not to let your blood pressure get up too high or take it too personally when other people don't do the same.
 
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GoofGoof

Premium Member
Can you post a link to the law? Genuinely curious, not trying to be snarky at all. Because everything I've read has stated that employers can ask, but legally can't verify anything you say.
Employers can ask vaccination status and they can also require verification. There is no such thing as a “privacy law” that prevents that. Many people have tried to claim HIPAA or ADA or equal opportunity employment laws prevent this but none of that is true. It has been challenged and thrown out of Federal court already. At will employees are subject to the employment requirements of their employer and unless that rule results in discrimination against a protected class (foolish and unvaccinated is not a protected class ;)) then it’s perfectly legal. The law in FL is related to a business refusing to provide goods or services to a customer based on vaccination status and has no impact on employment.
 

KrzyKtty

Well-Known Member
Employers can ask vaccination status and they can also require verification. There is no such thing as a “privacy law” that prevents that. Many people have tried to claim HIPAA or ADA or equal opportunity employment laws prevent this but none of that is true. It has been challenged and thrown out of Federal court already. At will employees are subject to the employment requirements of their employer and unless that rule results in discrimination against a protected class (foolish and unvaccinated is not a protected class ;)) then it’s perfectly legal. The law in FL is related to a business refusing to provide goods or services to a customer based on vaccination status and has no impact on employment.
Thank you for this. I don't live in FL, so I was just trying to google the law. I read something that said the Govonor was trying to pass some law that wouldn't allow employeers to verify, but wasn't sure if it passed, or if the article was mis-interpreting the law. :)
 

dreday3

Well-Known Member
I think this is an over simplification of how a virus mutates and it's relationship to deadly, and that simplification hides the meaning.

It's bad for a virus to mutate so that it kills people before they can transmit the infection to someone else. (From the virus's perspective.) That's not the same as not mutating to be more deadly than a current iteration.

In the COVID example, with the long transmission window before it kills off the host, there's lots of room for a mutation that's more deadly before it's killing off people faster than it can spread.

There's no sign of this today. Just that we cannot say it will not happen because that's "not the way" viruses evolve.

We know that Delta spreads "better" than other variants. I'm not aware of any other differences being reported. Right now, other impacts appear to be because of larger numbers not other differences.

Of course it's an over simplification. I'm not a doctor or a scientist.

Which is why I asked.
 

GoofGoof

Premium Member
Thank you for this. I don't live in FL, so I was just trying to google the law. I read something that said the Govonor was trying to pass some law that wouldn't allow employeers to verify, but wasn't sure if it passed, or if the article was mis-interpreting the law. :)
I wouldn’t put it past him to try but there’s some really strong precedents already set in federal labor law and it would be difficult to override them. It would likely end up in court so who knows what the outcome would be.
 
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