I was fine after both of mine too. I got mine on Thursdays so I did work the next day each time, but from home. I could see them just negotiating 2 free personal days to be used the day after shots or if not needed whenever the employee wants to use them. They could offer that to all workers even if they are already vaccinated.
I specifically said, "to recover from any vaccine reaction". Obviously, not everyone will need it. Some people are putting off getting vaccinated because they claim they can't afford to miss work if they don't feel well. I know several people who are saying this. As mentioned in the above post by @GoofGoof , this option could help incentivize people to take care of it sooner rather than later because if they do feel too unwell to work briefly they would still be paid. No, not everyone will need it, and only those who need it should take advantage of it.
I don’t think that would be the case. The vaccine will be a requirement of employment, but the company isn’t actually administering the vaccine and has no control over your body’s reaction. There’s no negligence there which would make them liable for issues. Not exactly the same thing, but if I want a job at the Polynesian as a lifeguard at the pool one of the requirements is that I pass a life guard training and certification course. If I injure my shoulder at the class getting certified Disney isn’t required to pay my medical bills because I was getting certified to qualify for a job with them. If I’m hurt on duty or while training on site then it would be a workers comp claim.
And when the unions and Disney come together with an agreement which they generally always do, the union celebrates with a Win!
In regards to colleges, the college program kids working at WDW will have unique living conditions. They will be segregated in their housing. Vaccinated CMs live in one apt, unvax live in another. But all bets are off and since CP cast are not unionized, Disney can just require the CP cast to get vaccinated without question.
I don't like the idea of employers getting involved in their employees medical decisions, even if they're good medical decisions.
Delta isn't ramping up, it's about to crash. UK shows the burnout time.
Religious exemptions are indeed rather nebulous... and tricksy. Because it then becomes the job of an employer or a school district official to determine whether a declared religious exemption is valid or not, and that becomes very problematic very fast.
Some like to use 'religious reasons' as justification for not doing anything they don't want to do, as well as to justify how they choose to treat others. I (and I know I'll get attacked for this) typically only see the concept of religious freedom used when someone wants to use it as a justification for their discrimination against others.
My work has been doing it for years. If someone has their annual physical and even blood pressure is prehypertensive, they make us go to family doctor. Even if family doctor clears someone to work until the employee medical place releases, can't come to work. I was off a month because they wanted doctor to give me meds, but doctor refused due to me being thin.
What source do you have on this please?
