Latest referral addresses documenting vaccination, other topics


The administration addressed many of the mechanisms of its vaccination mandate for federal employees, including stating that agencies “must require documentation from employees to prove vaccination, even if an employee has already attested to their vaccination status.”

Under the prior “attestation” policy, employees were not required to present evidence unless the agency had reason to believe that they had falsely declared that they were vaccinated. The latest guide, released on September 16, says this:

“Employees can provide a copy of the vaccination record from a health care provider or pharmacy, a copy of the COVID-19 vaccination card, a copy of the medical records documenting the vaccination, a copy of the medical records. vaccination of a public health body or state. immunization information system or a copy of any other official document containing the required data points. The data which must appear on any official document are the type of vaccine administered, the date (s) of administration and the name of the health professional (s) or the health center (s) administering the vaccine (s). Employees must certify under penalty of perjury that the documentation they submit is true and correct.

He adds, “Employees can provide a digital copy of these recordings, including, for example, a digital photograph, scanned image or PDF of such a recording that clearly and legibly displays the information described above.”

Other procedural points in the later guidelines include:

· To meet the November 22 deadline for being fully immunized, employees should receive the first dose of Pfizer or Moderna vaccine by October 18 and October 11, respectively. The last one for the single dose Johnson and Johnson vaccine would be on November 8. However, he adds that “depending on the location of employees, they may not have all types of vaccines available to them. Agencies should encourage employees to plan ahead.

· The vaccination mandate applies “no matter where” employees work. “Employees who are maximally teleworking or working remotely are not exempt from this requirement, particularly because employees working off-site may interact with the public in the course of their duties and agencies may need to remind employees who are on duty. are teleworking as much as possible or working remotely. “

· Agencies “should take steps to educate their employees about practical options for vaccination,” but they are not required to provide vaccines at their facilities or workplaces. They “can choose to do it”.

· While policies may involve union contractual arrangements and therefore require negotiation, negotiations “will be limited to issues of impact and implementation that are not addressed elsewhere in the guidelines. In addition, agencies must implement the government-wide policy by the deadline, so any negotiations that have not been completed by the time implementation is due to begin will need to be completed after implementation. artwork.

As with the previous attestation policy, the new guidance addresses how agencies are to retain this information, including the Privacy Act requirement that only people with a “need to know” must have access to it. In addition, under this policy, federal employees who go to another agency are to be treated as visitors, which means they should complete a vaccination certification form there and, if they are not completely vaccinated, show proof of a negative COVID-19 test result. in the last 3 days.

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Guide for Federal Employees 2021

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