Tuesday, September 22, 2009
My Employer .. a test for the New Amerika
Where I work is a picture of the new future .. they could not legally force employees to take a flu vaccination as a condition for employment, but what they are doing is affixing a red sticker on the ID's of employees who do get it and if you do not have the sticker, you will be publicly questioned and humiliated by upper staff (and lower staff) and if that employee may be forced to where a face mask at administration's whim (whether or not sick, whether or not there is an outbreak, whether or not we even received the vaccine for the correct strain of flu).
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12 comments:
I'm so glad I don't have to deal with that kind of crap.
It sounds like Communism to me.
Get several color stickers of the same size and start applying them to id badges when people hang up their coats, leave them unattended, etc.
Have a bit of fun - throw a smiley face in the mix too...
The scarlet letter? or a yellow Star of david?
This is bad. Very bad.
I feel fairly certain that would constitute some form of harassment. In the legal sense.
This is the trend in America .. people who do not immunize are being painted as cooks and nuts when the fact is there are some who have had very bad reactions of vaccines, some who are allergic to components of the vaccine, and there are those who do believe in natural therapies and never use western medicine.
I've never had the flu so therefore I am never getting a flu shot. Period. I don't care what color of sticker or letter they place on me. I like Anonymous' idea!
my theory is that swine flu is a gov't hoax and what you really get is a "I Love Obama" shot.....
Soooooooooooooooo, Missy what you're saying is they're trying to make you wear a mask?
Berry Intrestink.
After you're married it may be more of a bag you're required to wear.
This sounds like the same kind of intimidation tactics they use on smokers. They try to create the impression that you're the only person on earth who won't conform. Don't give in Missy. Go to work wearing your face mask proudly. Nothing else, just the mask. Oh, and get yourself a good jewish lawyer from NYC.
Missy I think you meant 'kooks' instead of 'cooks'. Where would we be without good cooks?
Following is my company's H1N1 policy distributed to managers - it seems to be pretty level-headed compared to the Nazis you work for Missy. (Forgive the length - but it is actually fairly good policy.) FYI - I have replaced my company name with [My Co.] to protect the innocent (me).
H1N1 Q&A and [My Co.]Americas* response for Managers
Q1. If there is an incident of H1N1 in an office or if a family member of an employee contracts H1N1, who should be notified?
A. The employee’s immediate supervisor must be notified. The supervisor or Project Manager should notify the area manager and local HR/ADMIN.
Q2. Does [My Co.]have a plan in place to address the H1N1 pandemic?
A. Yes. In addition, e-mails regarding H1N1 advising employees have been distributed. Posters have also been distributed to each office and [My Co.]will continue to distribute information that it considers relevant. Hand sanitizer dispensers have been distributed to all offices.
Q3. What steps can be taken to make sure employees are informed?
A. Despite the impact H1N1 might have and the communication plan outlined in Appendix D Section IV, it’s possible that some employees are not informed or have misinformation. This is an opportunity for an area manager to arrange brown bag sessions to reinforce what [My Co.]is doing and the steps employees should take to minimize their exposure.
Q4. If H1N1 becomes widespread what is being done to make sure [My Co.]meets its clients’ needs and contractual obligations?
A. The CDC has reported that the H1N1 strain is not as harsh as originally predicted. But it’s smart to consider worst case possibilities. An outbreak in an office or on a project could impact our services. If this happens, the area manager or project manager should consider using qualified resources from other offices or projects.
Q5. Should an office, group or project’s disaster recovery plan be updated?
A. While each office, group, or project’s disaster recovery plan is intended to address major disruptions to work caused by an array of situations, it’s wise to update the plan now letting clients and employees know of the changes.
Q6. What happens if the H1N1 pandemic is so widespread that an office is closed?
A. Closing an office is a last resort and we believe the situation won’t come to that.
Q7. Can employees be allowed to work from home during the H1N1 pandemic?
A. PB does not have a specific policy allowing working from home. However, if circumstances in an office or project are such that working from home is the prudent course, managers can approve employees to work from home.
Q8. If an employee works from home, the employee may incur additional setup fees. Will these be reimbursed?
A. Yes, provided they are approved for home working they will be reimbursed by the employee’s cost center, with proper documentation of receipts.
Q9. If employees have to work from home, are extra computers available?
A. IT is inventorying computers that may be available in such a situation and the Director of Administration expects that, if new computers are required, they’ll be delivered promptly. There are a limited number of spare computers at each location. If the number of requests at a location is greater than the spare inventory, the Area Manager should discuss other possible solutions with the Geography IT Manager or the Americas IT Manager.
Q10. If an employee is sick due to H1N1, how should she/he complete her/his timesheet?
A. Absence due to H1N1 is treated the same as any other absence due to illness. The employee records PTO sick on the timesheet.
Q11. Can a supervisor or manager send an employee home that has symptoms of H1N1?
A. Usually, an employee who is feeling ill will tell his/her supervisor he/she wants to go home. If you suspect an employee may have the flu and is unwilling to go home, consult with HR.
oink
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