Watch for additional communication on virtual and in-person HR drop-in times to verify when you have become fully vaccinated.
You may request an exemption if you are unable to meet the requirement due to a medical or sincerely held religious belief. Please reach out to Sam Orth, HR Director, at email@example.com or 360-442-2124 to make this request. We will share additional information and next steps after receiving your request. Those requesting an exemption must do so no later than Sep. 27, 2021. If an exemption is approved the employee would then be engaged in the reasonable accommodation process with the College by Oct 4, 2021.
HR has a list of current employees that have already verified vaccination status. HR will send you an email confirming that we have verification of your vaccination status. You will not need to take any action at this time.
HR has a list of current employees that have already verified vaccination status. If you are fully vaccinated but have not verified, you will need to verify with HR at your earliest convenience and no later than October 18, 2021. Please reach out to HR regarding the HR Zoom Room drop-in times, office hours, or to schedule a time to provide verification to HR.
COVID-19 Vaccine informational slide show. Click here to download or scroll through the slide below.
See below for the Employee FAQ. We will continue to add additional questions as we learn new information.
HR will engage in the reasonable accommodation process and appropriate accommodations, if any, will be determined based upon the essential functions of the position and public health emergency requirements.
If you have been advised by your medical provider to not get the vaccine within a particular timeframe, and following that recommendation would cause you to miss the October 18 deadline, you must request a medical accommodation before the October 18th deadline. You would need to become fully vaccinated as soon as the waiting period ends.
Yes. Even employees working remotely are required to comply with this mandate.
Yes. Even employees that reside outside of Washington must comply with this mandate. This includes adjunct employees that teach fully online.
Yes. Even student employees must comply with this mandate.
Yes. Even LCC volunteers must comply with this mandate.
Under the proclamation, the following are acceptable forms of verification:
HR is not collecting copies of vaccination cards. We are requiring visual verification and maintaining a confidential electronic list of employees who have been verified in HR. This list is separate from employees’ personnel files.
We realize this is stressful, overwhelming news. We are here to support you and answer any questions you may have. As always, the Employee Assistance Program is available for you. The EAP has put together additional resources to help you navigate the impacts of the proclamation.
The vaccine mandate has a number of impacts to our recruitment process. Current and future job postings will include information about the vaccine requirement. Supervisors who are involved in recruitment for part-time hourly, adjuncts, and/or student employees should read through the supervisor FAQ below.
Yes, you can ask applicants about their vaccination status. It is not a disability related inquiry under the Americans with Disability Act (ADA) to ask an applicant if they have been vaccinated. However, follow-up questions about why a person is not vaccinated should NOT occur until after a job offer is made since such questions may reveal a disability. Proof of vaccine should not be required until a job offer is made.
Refer them to Sam Orth, firstname.lastname@example.org, so we can engage in the interactive accommodation process with them. They would not be approved for hire until they have an approved accommodation.
Yes, if they express that they have no intention to be fully vaccinated by October 18 or before beginning employment with LCC after October 18, they are not qualified for the position (assuming they are not requesting medical or religious accommodation).
We are offering you the position of___ conditioned on your proof of vaccination status by ****date. Visual verification by HR is required for those already vaccinated. If you are unable to get vaccinated due to medical or religious reasons, you will need to enter the accommodation process with the College and have an approved accommodation prior to starting employment. If you do not verify your vaccination status by ****(date), this conditional offer of employment shall be revoked.
Yes. They can ask applicants about their vaccination status. It is not a disability related inquiry under the Americans with Disability Act (ADA) to ask an applicant if they have been vaccinated. However, follow up questions about why a person is not vaccinated should not occur until after a job offer is made since such questions may reveal a disability. Proof of vaccine should not be required until a job offer is made. See EEOC Guidance.
LCC must ensure that new hires meet the requirement by October 18, 2021. There is no prohibition against us making a conditional offer. The employee will be informed that failure to meet the condition will result in revocation of the offer absent a medical or religious accommodation. Proof of vaccine will not be required until a job offer is made.
If an applicant is advised by their medical provider that they should not get the vaccine within a particular time frame, and following that recommendation would cause the individual to miss the October 18, 2021, deadline, the individual must seek an accommodation through HR or would no longer be considered for the position. However, they would need to become fully vaccinated as soon as the waiting period ends.
If a candidate has no intention of being fully vaccinated by the October 18, 2021, deadline, they are not qualified for the position, assuming there is no medical or religious accommodation.