Fast Facts for July 28, 2021
The more than $1 trillion bipartisan infrastructure bill just got one step closer to becoming a reality. You probably just saw the vote in the senate….but this is farrrrr from over.
Two important things to know.
One — tonight’s vote was not a yes or no to pass the infrastructure bill that would give the greenlight to fund new spending on transit, rail, bridges, roads, broadband and water across the country. It’s estimated to cost $1.2 trillion over eight years with about $560 million in new spending. Tonight’s vote was just to agree to officially move forward with debate in the senate on it. Lawmakers still need to pass the bill in the senate with 60 votes and then get the house to pass it too.
Two – this is only one part of the infrastructure package the white house and democrats want. There’s another part. And at this point could cost up to $3.5 trillion and includes what the Biden Administration calls “human infrastructure” things like funding for child care, education, health care and efforts to curb climate change. This part of the bill democrats are planning to pass straight along party lines with that political maneuver called budget reconciliation.
Let’s take one step at a time. This $1 trillion bipartisan infrastructure deal that’s now in the debate phase – according to republican negotiators – is fully paid for. Senate minority leader Mitch McConnell has given his blessing to it. In fact more than 17 republicans voted to begin the debate along with all the democrats. So this measure will be on the floor for at least another week for debates and possible amendments.
PLUS
You’re probably hearing more and more about covid19 vaccine mandates. This video is about your rights. I’ll get to that part in a second. But first here’s what’s happening.
Just this week – the VA announced covid19 vaccines are mandatory for VA health care personnel (title 38) who work in veterans health administration facilities, provide direct care to “those the v-a serves.” Employees have eight-weeks to make that happen. colleges and universities, nursing homes and some state governments are requiring vaccines for employees. President Biden is also expected to announce tomorrow all federal employees will get a choice. Either – get a covid19 vaccine, be subjected to weekly covid19 testing or choose to work for someone else. The details will come tomorrow – so check back on my page and I’ll have an update.
Here’s the thing — it’s only a matter of time before other employers across the country will follow suit. So let’s talk about your rights.
First – understand — no one is forcing you to do anything. You have a choice. Generally — get a vaccine, or find another job. In some cases you may get another choice of being tested weekly. You may be given a religious or medical exemption – but those are very specific based on the law. And that’s it. Those are your choices. In no way is that a violation of any of your employment rights.
Second – yes — some states have introduced new laws that would prohibit vaccine mandates. Those state laws only prohibit, state and local governments and some businesses from mandating vaccines for employees. They have no jurisdiction over the federal government mandating vaccines for its employees who work in those states.
Third – earlier this month — the department of justice issued a document saying that yes – your employer *can* mandate the covid19 vaccine even under “emergency use authorization” as a “condition of your employment.” You can claim a religious or medical exemption. If verified by your employer — and as long as it doesn’t cause undue harm to your employer you may be given a “reasonable accommodation”….like adjusted hours, be required to wear a mask or social distancing.
Fourth – this is in *no way* a HIPAA violation. I have a whole video about HIPAA. It only applies to health plans, most health care providers, and health care clearinghouses….and that’s all.
Fifth – the equal employment opportunity commission (EEOC) and OSHA are on board with all of this. Both organizations say requiring vaccines can be a term of employment as long as the employer vaccine mandate does not violate the Americans with Disabilities Act. And it is not considered a “reportable event” if you have a negative reaction to the vaccine.
Easy to understand HIPAA rules here.
Opinion from the Department of Justice on vaccine mandate legality here.
