Applicants 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 firstname.lastname@example.org or 360-442-2124 to make this request. We will share additional information and next steps after receiving your request. See applicant section below for more information about the vaccine mandate for applicants.
Human Resource Services
Human Resources located in the Administration Building, first floor. See Campus Map for location. Walk-ins welcome during regular business hours, M-F, 8 am - 5 pm. (Closed Friday during summer session)
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.
If you have an approved exemption and accommodations and decide to vaccinate, it is your duty to notify HR at email@example.com that you have decided to vaccinate, as there will no longer be a need for accommodations once you become fully vaccinated.
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 required to get visual verification and maintain 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.
Some supervisors may have accommodated employees on their teams. The vaccine mandate has a number of impacts to our recruitment process as well. Current and future job postings 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.
Some of these employees are feeling excluded. We encourage you to find ways to connect with this employee and build a stronger connection with the team. Here are some ideas to encourage inclusivity and build morale:
Yes. Volunteers must also verify their vaccination status with HR. We have updated our volunteer agreement to include information about verification. Volunteers may also request medical or religious exemption and engage in the interactive accommodation process.
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 or before beginning employment with LCC, 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 before they begin employment with LCC. 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, 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 identified by their provider ends.
If the applicant has no intention of being fully vaccinated, they are not qualified for the position, assuming there is no medical or religious accommodation.