Most who follow coronavirus news should be aware that there has never been full agreement over the value of vaccines against COVID-19 and the constitutionality of vaccine mandates.
In the most recent development, President Biden’s administration is promoting COVID-19 booster shots for adults, beginning the week of September 20.
Regarding mask efficacy, a study by the University of Waterloo at Ontario, published in AIP’s Physics of Fluids in August found cloth masks provide a low degree of protection against aerosols, and the R95 or KN95 masks only effective against 46 percent to 60 percent of all aerosol droplets. Full COVID prevention truth remains elusive. Related to that, concerns held by many over mask effects on health in general have also been raised, but disregarded by mainstream media.
Vaccine issues are far from resolved.
Aaron Goldstein, a labor and employment partner at the international law firm Dorsey & Whitney, provided commentary to media outlets in August, to say he has been flooded with question from employers related to vaccine mandates, but also new questions the "booster shot announcement" raises. He had some advice for businesses and companies facing more challenges in the workplace, and said they need to get on top of this issue now.
"Employers need to prepare now for what will be an entirely new dimension to the complex decisions they face regarding protecting their workers and customers, navigating state and local mandates, and considering requests for religious and medical accommodations," Goldstein said in the release.
"The availability of booster shots raises several tough questions for employers navigating these issues,” Goldstein continued.
“Will employees who were vaccinated over eight months ago continue to count as ‘vaccinated’ for purposes of state and local rules and orders requiring certain employees to be vaccinated or to socially distance? How will employees react to a requirement that they receive yet another shot? Will vaccinated employees be able to request medical or religious accommodations if they have already been vaccinated?," Goldstein asked.
Goldstein added that employers should also be prepared for employee backlash as it becomes apparent that being ‘vaccinated’ doesn’t mean signing up for one or two shots, but periodic shots for an indefinite period of time.
"Based upon the current trend towards vaccine mandates in several states and cities, it is likely that orders and rules will be revised to require a booster for employees to count as ‘vaccinated’ -- whether that means a booster at eight months or some longer period. Employers should be prepared for this change," Goldstein continued.
Goldstein added that employers should also be prepared for employee backlash as it becomes apparent that being ‘vaccinated’ doesn’t mean signing up for one or two shots, but periodic shots for an indefinite period of time.
“Certain states and local governments might follow Montana’s lead and prohibit vaccinate mandates in response to such a backlash. In the current tight labor market, employers should prepare for this backlash and come up with plan for assuaging employee fears and frustrations. Even if employees cannot legally challenge a vaccine requirement, they can quit," Goldstein said.
"The one area that might be easier for employers to navigate, at least in some respects, is requests for medical or religious accommodations by employees who have been vaccinated but don’t want to get a booster shot. Employees who had a significant bad reaction to their original vaccination will have a strong basis for a medical accommodation, but those who were vaccinated without incident will have a tougher time arguing for a medical exemption. Vaccinated employees will have an even harder time raising religious objections to a booster shot given their willingness to receive a first round of vaccination," Goldstein says.
"For employers, the availability of booster shots may mean that they are effectively starting from scratch in an even more complex vaccination landscape. Employers must prepare for this new reality which is only a month away," Goldstein said.
HVACR business owners have addressed vaccine and mask issues with their employees, and have come to various solutions which are working for employees and customers. Of the many news releases we have received, all HVAC contracting business technicians have been wearing masks in customers’ homes. We have not asked any of them about vaccines, because those decisions are between they and their employees.