In an effort to comply with federal Occupational Safety and Health Administration requirements, the district is requiring all employees to become fully vaccinated against COVID-19, or in the alternative to produce weekly evidence of negative COVID-19 testing and utilize face coverings at work sites.
Vaccination
All employees are required to become fully vaccinated against COVID-19. Full vaccination occurs when an employee has received both primary COVID-19 vaccination doses, or one single dose if the vaccine only requires one dose, and have waited two weeks following the last dose administered. This requirement will become effective no later than January 10, 2021. Employees who have received full vaccination against COVID-19 must submit proof of vaccination no later than January 10, 2022. Employees who have not received both (if a vaccine requires a 2 dose regimen) primary doses of a COVID-19 vaccine will be required to comply with the testing and face covering requirements of the section below. Employees who have received both primary doses of the COVID-19 vaccine on or before January 10, 2022, but who have not yet passed the two week waiting period for full vaccination efficacy are not required to comply with the testing and face covering requirements of the section below.
Face Coverings and Testing
Beginning January 10, 2022, employees who do not wish to obtain vaccination against COVID-19 must wear face coverings at all times while indoors, in a vehicle, or in another enclosed space as described in detail in procedure 403.7R1. Beginning February 9, 2022, employees who are not fully vaccinated must also provide proof of negative COVID-19 test results every 7 days.
Reasonable Accommodations
The vaccine requirement does not apply to employees for whom a vaccine is medically contraindicated; for whom medical necessity requires a delay in vaccination; or who are legally entitled to a reasonable accommodation due to a disability or sincerely held religious beliefs, practices or observances. If an employee requires accommodation from any other part of the policy for medical or religious reasons, the employee may request one. Qualifying employees will be expected to submit verification of one of these exemptions in order to receive an accommodation.
Employees who fail to abide by the requirements of this policy may face disciplinary action up to and including termination. It is the obligation of the Superintendent to establish appropriate procedures necessary to enforce this policy.
In the event the US Supreme Court intervenes with an opinion that is in conflict with these aforementioned policies, said policies will immediately be suspended in accordance with Board Policy 209.4.
Legal Reference: 29 C.F.R Part 1910.501
42 U.S.C. 12101
42 U.S.C. 2000e
34 C.F.R. pt. 100
34 C.F.R. pt. 104
Iowa Code ch. 216
Cross Reference: 403.3 Communicable Diseases
Approved 1/6/22
