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  • Union Response to Verizon Mandate
    Updated On: Dec 22, 2021

    Vaccine verification process Highlights -  12/22/21

    If the federal vaccination requirements are blocked by injunctions, why is Verizon requiring employees to submit their vaccination status? (added 12.9 .. 21) 
    Verizon is continuing to collect employee vaccination status for many reasons including: in anticipation of potential local vaccination requirements, in order to facilitate compliance with on-site vaccination policies of our customers and other third parties, to administer our policies and protocols (e.g.,to manage quarantines in cases of COVID-19 exposure), to inform decisions about Verizon policies, and in order to prepare for future compliance if the injunctions against the federal vaccination requirements are lifted. 

    If I already submitted my vaccination documentation to Verizon (as some employees in Oregon, New Jersey and the GNOA organization have done), do I have to submit It again? 
    No, if you previously submitted proof of vaccination to Verizon, you will not need to re-submit. 
    If I am vaccinated, what information do I need to submit as proof? 
    Acceptable proof of vaccination consists of: 

    • your COVID-19 Vaccination Record Card
    • a record of immunization from your healthcare provider or pharmacy
    • a medical records documenting the vaccination
    • an immunization record from a public health or State immunization information system
    • any other official documentation verifying vaccination with information on the vaccine name, date(s) of administration, and the name of health care professional or clinic site administering the vaccine.

    Please note, a QR scan without the above data points, such as the NY Excelsior pass, will not suffice. 

    What if I can't find my vaccine card? (updated 11.19.21) 
    If you've misplaced your vaccine card, your first step is to contact your vaccination provider, such as Rite Aid, CVS or a local government office. Immunizations are also reported to the appropriate state health department's Immunization Information System (11S). The Centers for Disease Control and Prevention (CDC) has 11S records for all 50 states listed online, where you can look up and obtain a digital copy of your COVID-19 vaccination records after verifying some personal information. The Company will consider extending the deadlines for employees who have lost their proof of vaccination and are making a good faith effort to obtain satisfactory proof of vaccination. 

    How will the information from the Vaccine Verification Form be stored and used? 
    We keep information provided on the Vaccine Verification Form on secured systems and separate from personnel records. Access is limited to only those who need to know this information. We use this information to administer our policies and comply with vaccination requirements. We may also use this information in other contexts where vaccination status is necessary. 

    Is Smartsheet a safe way to collect this data? (added 10.26.21) 
    Smartsheet is a tool that has been approved for use in this instance, including for the collection of highly confidential data such as your vaccination status. The use of Smartsheet has undergone the appropriate privacy and security reviews, and we have contracts in place with Smartsheet requiring specific controls designed to protect any data Verizon gathers in Smartsheet. Smartsheet will not have access to the contents of our forms. Only Verizon employees and contractors who have a need to know will have access to the information you provide, so that they may administer our policies. 

    Does requiring me to provide proof of my vaccination violate HIPAA? 
    No. The HIPAA rules do not apply to employers or employment records. HIPAA only applies to 
    HIPAA-covered entities like healthcare providers, health insurance plans, and healthcare clearinghouses. If an employer asks an employee to verify and submit documentation that they have been vaccinated, that is not a HIPAA violation. 
    What if I don't provide proof of vaccination? (updated 12.9.21) 
    Employees who fail to respond to the Vaccine Verification Form by the applicable deadline will initially be placed on unpaid leave for up to 60 days. 
    If I am placed on unpaid leave, how will my healthcare benefits be impacted? (updated 11.19.21) Healthcare benefits will initially continue during an unpaid leave and benefits treatment will depend upon the duration of the leave. For union-represented employees, the duration of healthcare benefits continuation will be determined by the applicable collective bargaining agreement. For other employees, Verizon's current policy provides that if a leave exceeds 60 days, you will be directly billed for healthcare benefit premiums beginning the first day of the month following 60 days from the first date of leave. 
    How would an unpaid leave impact my Short Term Incentive (ST I) for 2021? 
    Under the STI Plan, an employee's STI award is prorated for leave of absence time that exceeds 56 days (cumulative) during a calendar year. If the employee is on a leave of absence for less than 56 total days in a calendar year, there would be no proration of the employee's STI award as a result of that leave of absence. 
    How would an unpaid leave impact my commissions? (added 12.6.21) 
    Unpaid leaves will be treated in accordance with the terms of your commission plan. To understand how, please refer to the terms of the sales compensation plan applicable to your position. 
    How would an unpaid leave impact paid time off? (updated 11.19.21) 

    • Company-Observed Holidays: You will not be paid for any company-observed holidays while on an unpaid leave of absence.
    •  Personal Time and Vacation: If you are placed on leave, you may not use any personal time or vacation during that leave. With respect to new allotments:

    Click here for complete policy.

    Effects Bargaining Report - COVID-19 Vaccine Mandate- Verizon - November 18, 2021

    In mid-October Verizon announced that their non-union workforce would be subject to a mandatory Covid- 19 requirement. At that time, the announced mandate did not apply to the unionized workforce as the Company had an obligation to notify the Unions.

    On October 14, 2021, Verizon notified CWA and IBEW of its intent to mandate the COVID-19 vaccine for the unionized workforce unless an individual has a medical or religious exemption. The Company cited safety of employees and customers and the need to comply with federal, state, local and customer requirements as its reason. 

    CWA and IBEW requested to bargain over the effects that a mandate may have on our members. The Unions and Verizon began negotiations on October 28th

    We requested information to determine if it was necessary under the federal mandate applicable to federal contractors, to apply a vaccine mandate to all employees. 

    Throughout the course of negotiations, the Unions’ position remained firm that employees who do not perform work in connection with a federal contract or do not work in a location with others who perform work in connection with a federal contract, should not fall under the federal contractor mandate and therefore they should not be mandated to be vaccinated.  In lieu of mandating vaccinations for employees not covered by President Biden’s Executive Order regarding federal contractors, CWA and IBEW proposed applying the workplace safety protocols issued by OSHA – protocols that include testing and masking for unvaccinated employees.  Verizon was insistent that it would not agree to any proposal that required them to have two policies.  The Company’s position, which is consistent with various other employers who have federal contracts and fall under the Biden Executive Order, is that creating two tiers of standards – one that applies to employees who are covered by the Executive Order and another standard for employees who are not covered – will be extremely difficult  to administer, and could lead to the Company inadvertently violating the federal requirements for vendors, potentially risking the loss of federal government work.   

    The parties had several bargaining meetings and continued to exchange proposals over the terms of the proposed policy, its implementation and its effect on our members.  CWA and IBEW consistently maintained that the Company could distinguish between employees covered by the Executive Order and those that are not.  In addition, we advanced proposals designed to protect the jobs of our members who for medical, religious or personal reasons choose not to be vaccinated.  We stressed the various options for such members, including accommodations that would permit employees who qualify for exemptions to comply with OSHA’s safety protocols while continuing to perform their job duties. 

    On November 16, 2021, the Company presented a Last Best Final offer, which included modifications based on the Union’s counter proposals to Verizon, including extending the deadline for Verizon’s vaccine requirement for the unionized workforce to February 1, 2022. 

    The Unions made a counter proposal to the Company’s last best final offer which was rejected, with the Company continuing to insist on one policy that covers all of its employees. Today, Verizon informed CWA and IBEW the parties are at impasse and that they intend to impose the terms outlined in their Last Best Final offer.  The Company will communicate the terms of the implemented policy with employees’ tomorrow morning. 

    The following are some of the key aspects of the Company’s last offer:

    1. Employees who do not get at least one dose of the vaccine prior to February 1, 2022 may be placed on unpaid leave for at least 60 days.  
    2. If at any point during that unpaid leave the employee submits proof of partial vaccination, the leave will be suspended and the employee will be permitted to return to work abiding by applicable safety protocols.
    3. An employee who does not get at least a first dose of a vaccine prior to the expiration of the 60 day unpaid leave may be separated at the end of the leave.  
    4. Employees will have the opportunity to apply for medical and religious exemptions.  
    5. Employees who are unable to get vaccinated during non-work hours will continue to have up to 4 hours of paid leave to get a first dose and up to another 4 hours of paid leave to get a second dose of a two dose vaccine.    

    Effects Bargaining Report - COVID-19 Vaccine Mandate- Verizon

    November 12, 2021

    CWA Districts 1 and 2-13 and IBEW New York and New Jersey have continued to meet with Verizon to bargain over the effects the Company’s planned COVID-19 vaccine mandate will have on our members. 

    The Company intends to require all employees be fully vaccinated for COVID-19 (and submit proof to the Company) or be approved for a legally recognized medical or religious accommodation. Under the Company’s proposal, those who are non-compliant could face unpaid leave and possibly discharge.  

    CWA and IBEW are reviewing information to determine if Verizon’s proposed mandate is fully required under the law.  We have outlined a counter proposal that addresses the processes for providing proof of vaccine, requests for accommodations, non-compliance issues and more. 

    The Company is reviewing the Unions’ outline. The parties will have additional meetings this week and ongoing, as needed. We will continue to provide updates regarding any developments.  

    11/4/21:

    Effects Bargaining Report

    COVID-19 Vaccine Mandate- Verizon  - November 4, 2021

    On October 14, 2021, Verizon notified CWA of its intent to mandate the COVID-19 vaccine for the unionized workforce unless an individual has a medical or religious exemption. The Company cited safety of employees and customers and the need to comply with federal, state, local and customer requirements as its reason. 

    CWA requested to bargain over the effects that a mandate may have on our members.

    CWA Districts 1 and 2-13, as well as IBEW New York and New Jersey, met with Verizon on October 28th and November 3rd to open these discussions.

    In both meetings, we requested information related to the mandate, including to whom the mandate will apply, the processes for submitting proof of vaccination, and the process for requesting an accommodation for medical, religious or other legally recognized basis. 

    The Union is evaluating the information provided before making any proposals.

    We will continue to meet with Verizon and will keep you posted regarding any developments.

    10/14/21:

    Earlier today, Verizon announced that management and non-union employees who report to company buildings and retail stores will be mandated to be vaccinated against COVID-19, unless they have a medical or religious exemption. 

    Verizon notified CWA of their intention to mandate the COVID-19 vaccine for the unionized workforce. CWA has requested to bargain over the impact that any mandate may have on our members.

    We expect to begin having meetings with management around October 25th, 2021, to discuss and bargain regarding the implementation and impact of any mandate..

    We will keep you posted regarding any developments.


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