Vaccination Policy

Purpose:

Vaccination is a vital tool to reduce the presence and severity of COVID-19 cases in the workplace, in communities, and the nation. When in effect, Monson Fruit will adopt this policy on vaccination to safeguard the health of our employees from the hazard of COVID-19. Vaccinations will have a positive impact on the safety of workers’ families, customers and visitors, business partners, and the community. This policy complies with OSHA’s Emergency Temporary Standard on Vaccination and Testing (29 CFR 1910.501). NO LONGER IN EFFECT AS OF 1/13/2022

Scope:

This COVID-19 Vaccination Policy applies to all employees of Monson Fruit, except for employees who do not report to a workplace where other individuals (such as coworkers or customers) are present; employees while working from home; and employees who work exclusively outdoors. 

Employees are considered fully vaccinated two weeks after completing primary vaccination with a COVID-19 vaccine, with, if applicable, at least the minimum recommended interval between doses. For example, this includes two weeks after a second dose in a two-dose series, such as the Pfizer or Moderna vaccines, two weeks after a single-dose vaccine, such as the Johnson & Johnson vaccine, or two weeks after the second dose of any combination of two doses of different COVID-19 vaccines as part of one primary vaccination series. All employees are required to report their vaccination status and to provide proof of vaccination. Employees must provide truthful and accurate information about their COVID-19 vaccination status, and, if applicable, their testing results. 

Employees may request an exception from this vaccination policy if the vaccine is medically contraindicated for them or medical necessity requires a delay in vaccination. Employees also may be legally entitled to a reasonable accommodation if they cannot be vaccinated and/or wear a face covering (as otherwise required by this policy) because of a disability, or if the provisions in this policy for vaccination, and/or testing for COVID-19, and/or wearing a face covering conflict with a sincerely held religious belief, practice, or observance. Requests for exceptions and reasonable accommodations must be initiated by Human Resources.  All such requests will be handled in accordance with applicable laws and regulations. 

Procedures:

Overview and General Information: To be fully vaccinated by December5, 2021, an employee must:

  • Obtain the first dose of a two-dose vaccine no later than November 8, 2021; and the second dose no later than November 30, 2021; or
  • Obtain one dose of a single dose vaccine no later than November 30, 2021.

Employees will be considered fully vaccinated two weeks after receiving the requisite number of doses of a COVID-19 vaccine. An employee will be considered partially vaccinated if they have received only one dose of a two-dose vaccine.  

Vaccination Status and Acceptable Forms of Proof of Vaccination

All vaccinated employees are required to provide proof of COVID-19 vaccination, regardless of where they received vaccination. Proof of vaccination status can be in-person at the HR office. 

Acceptable proof of vaccination status is:   

  1. The record of immunization from a healthcare provider or pharmacy. 
  2. A copy of the COVID-19 Vaccination Record Card; 
  3. A copy of medical records documenting the vaccination.
  4. A copy of immunization records from a public health, state, or tribal immunization information system; or 
  5. A copy of any other official documentation that contains the type of vaccine administered, date(s) of administration, and the name of the healthcare professional(s) or clinic site(s) administering the vaccine(s). 
Monson Fruit

Supporting COVID-19 Vaccination

An employee may take up to four paid hours per dose to travel to the vaccination site, receive a. Any additional time requested will be granted, if reasonable, but will not be paid; in that situation, the employee can elect to use accrued leave, e.g., sick leave, to cover the additional time. If an employee is vaccinated outside of their approved duty time they will not be compensated.

Employees may utilize up to two workdays of sick leave immediately following each dose if they have side effects from the COVID-19 vaccination that prevent them from working. Employees who have no sick leave will be granted up to two days of additional sick leave immediately following each dose if necessary.

Employee Notification of COVID-19 and Removal from the Workplace

Monson Fruit will require employees to promptly notify the shift supervisor when they have tested positive for COVID-19 or have been diagnosed with COVID-19 by a licensed healthcare provider.

Employees can call the main office or employee line to communicate if sick or experiencing symptoms while at home.

Employees may utilize accrued sick leave, Vacation hours, FMLA or PFMLA when recovering or isolating for COVID-19.

Return to Work Criteria

Employee may return to work, until the employee receives a negative result on a COVID-19 test (NAAT) following a positive result on a COVID-19 or receives a recommendation to return to work from a licensed healthcare provider. 

Under CDC’s “Isolation Guidance,” asymptomatic employees may return to work once 10 days have passed since the positive test, and symptomatic employees may return to work after all the following are true:

  • At least 10 days have passed since symptoms first appeared, and
  • At least 24 hours have passed with no fever without fever-reducing medication, and
  • Other symptoms of COVID-19 are improving (loss of taste and smell may persist for weeks or months and need not delay the end of isolation).

COVID-19 Testing

If an employee covered by this policy is not fully vaccinated (e.g., if they are granted an exception from the vaccination requirement because the vaccine is contraindicated for them), the employee will be required to comply with this policy for testing.

Employees who report to the workplace at least once every seven days: 

  1. must be tested for COVID-19 at least once every seven days; and
  2. must provide documentation of the most recent COVID-19 test result to HR department or The Shift Supervisor no later than the seventh day following the date on which the employee last provided a test result.

If an employee does not provide documentation of a COVID-19 test result as required by this policy, they will be removed from the workplace until they provide a test result.    

Employees who have received a positive COVID-19 test, or have been diagnosed with COVID-19 by a licensed healthcare provider, are not required to undergo COVID-19 testing for 90 days following the date of their positive test or diagnosis.

It is the full responsibility of the employee to fulfill the weekly testing requirement, including where they can get tested, the required schedule for testing, and how they who will cover the costs.] 

Face Coverings

All employees working in close proximity or confinement that is covered by this policy are required to wear a face covering. All Face coverings must: (i) snugly over the nose, mouth, and chin with no large gaps on the outside of the face; and; (ii) be made with two layers of tightly woven breathable fabric (iii) secured to the head, If gaiters, have two layers of fabric or folded to make two layers; (iv) be a solid piece of material without slits, exhalation valves, visible holes, punctures, or other openings. Acceptable face coverings include clear face coverings or cloth face coverings with a clear plastic panel that, despite the non-cloth material allowing light to pass through, otherwise meet these criteria and which may be used to facilitate communication with people who are deaf or hard-of-hearing or others who need to see a speaker’s mouth or facial expressions to understand speech or sign language respectively.  

Employees who are not fully vaccinated must wear face coverings over the nose and mouth when indoors and when occupying a vehicle with another person for work purposes. Policies and procedures for face coverings will be implemented, along with the other provisions required by OSHA’s COVID-19 Vaccination and Testing ETS, as part of a multi-layered infection control approach for unvaccinated workers.

Employees are responsible for bringing their own face masks, though Monson keeps mask for employees if needed. 

The following are exceptions to Monson Fruit’s requirements for face coverings: 

  1. When an employee is alone in a room with floor to ceiling walls and a closed door.
  2. For a limited time, while an employee is eating or drinking at the workplace or for identification purposes in compliance with safety and security requirements.
  3. When an employee is wearing a respirator or facemask.
  4. Where Monson Fruit has determined that the use of face coverings is infeasible or creates a greater hazard (e.g., when it is important to see the employee’s mouth for reasons related to their job duties, when the work requires the use of the employee’s uncovered mouth, or when the use of a face covering presents a risk of serious injury or death to the employee).  

 

New Hires:

All new employees are required to comply with the vaccination requirements outlined in this policy as soon as practicable and as a condition of employment. Potential candidates for employment will be notified of the requirements of this policy prior to the start of employment. 

Confidentiality and Privacy:

All medical information collected from individuals, including vaccination information, test results, and any other information obtained as a result of testing, will be treated in accordance with applicable laws and policies on confidentiality and privacy. 

Questions:

Please direct any questions regarding this policy to the HR Department.