November 2, 2021
At some point this week we’re expecting the Labor Department and OSHA to release the new rules that will guide US companies with more than 100 employees through the president’s Covid19 vaccine mandate or rigorous testing standard for all employees.
I told you in this video back in September – the President ordered the Labor Department come up with this rule under Emergency Temporary Standards for all US companies with more than 100 employees. That same day he also mandated the Covid19 vaccine with no testing option for all federal employees and contractors.
Let me be clear – as of right now – the OSHA rule has not been made public. But since September OSHA and the Labor Department have been meeting with interested corporate parties and unions to come up with the best solutions for the private sector.
While we’re waiting for the rule – I wanted to explain the mechanism the white house is using the make this happen through the labor department. Namely – OSHA’s Emergency Temporary Standard. First – under this procedure, once OSHA publishes the rule in the Federal Register — the rule takes effect immediately. Once it’s in effect – it also serves as a proposed permanent standard. OSHA says it only uses this particular emergency standard under “limited conditions” including if OSHA determines workers are in grave danger due to several different types of toxic substances, agents or new hazards and the way to protect them is by implementing this rule.
Just so you know – OSHA already has another Covid-related Emergency Temporary Standard rule on the books. That rule basically requires your employer to follow Covid19 protocols like cleaning standards, ventilation and health screenings – just to name a few.
Now – specifically written into all OSHA Emergency Temporary Standards – is the opportunity for legal challenges to the validity of the rule. Those must be made in the appropriate US Court of Appeals. And of course – there are lots of states who have law that prohibit vaccine mandates from the private sector – so no doubt once this osha rule is out – there will be several lawsuits. But so far – the Supreme Court has upheld the validity of vaccine mandates when imposed by the state government or private entities.
Definition of OSHA Emergency Temporary Standard here.
Read the current OSHA Emergency Temporary Standard for worker healthcare here.
PLUS
Your young child can now be vaccinated against Covid19.
That’s because the CDC has now officially recommended the Pfizer Covid19 vaccine for young kids ages 5 to 11 under emergency use authorization.
This, after the CDC independent advisory panel met today and voted unanimously to agree with the FDA’s vaccine recommendation that I told you about in this video last week. And almost immediately after the CDC Director signed off.
Shipments of the Pfizer vaccine had preemptively been sent to key distribution locations like doctors’ offices, hospitals and pharmacies across the country in anticipation of this approval.
So what should parents know?
First and foremost, if you have a young child and have questions about this vaccine for your child, please please, please, speak to your child’s pediatrician.
Second…the children’s dose of the Pfizer vaccine is 1/3 the dose that adults and teenagers get.
Third – the American Academy of Pediatrics put out a statement endorsing the vaccine for young kids saying they’re “safe and effective.” While also debunking all kinds of misinformation that has been running rampant on the internet lately. I’m not even going to repeat it.
The Pfizer Covid19 vaccine is fully FDA and CDC approved for those over the age of 16 in the United States. It now has emergency use authorization for those ages 5 to 15.
Read the announcement from the CDC Director here.
#6
Paid time off for time to get vaccinated? So should I take 2 years off? What they gonna do? Fire me?
Again, please read the OSHA FAQ linked in this article. The amount of paid time off to “recover from the vaccination” is at your employer’s discretion. OSHA suggests no more than 2 days.