The Official CoronaZoneVirus Thread

#5,276
#5,276
Orangeredblooded said:
One of our facilities did, but Tennessee is a “work at will” state and California is doing it. There is some type of provision that says in case of a emergency situation, it can be mandated. I’m vaccinated so I haven’t read much on it yet.
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I think that the big fear for assisted living, nursing homes, etc is that staff will simply quit, and there won’t be enough employees left.

I wish I knew if the management (meaning in the for-profit chains, the owners) have given up some dividends to provide two days PTO for the two vaccinations plus paid SL for those few who react so strongly that the need extra days off. Most CNAs etc are living paycheck to paycheck, and if employers don’t support them with the costs associated with vaccination, meaning loss of working days, they can’t wave their hands about employees refusing vaccs. Money talks - it reveals what people truly feel is important. And if they are paying for this, then God bless ‘em for doing the right thing.

Although we’re happy with our moms’ care at a for-profit chain, it was very noticeable that employees did NOT receive holiday bonuses this past Christmas. God forbid that the investors would lose some dividend income to recognize the work and risks taken by their employees, who risked their lives for their patients and - oh, right - to keep the investors’ income stream undisturbed. So they got their checks, and the employees were screwed.

We donated to the employee bonus fund, but it’s absolutely shameful that corporate did this.

Anyway. Hope to God that something will happen here. Another resident is in quarantine after a family member visited without a mask and then tested positive.
 
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#5,277
#5,277
theFallGuy said:
I also don't believe in locking vaccinated people down just because some people won't get the vaccine. Seems like if they get sick that's kind of their problem not mine.
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Until they spread it to you, in a breakthrough infection, or to unvaccinated kids.

We are hoping desperately that there will be an approved vaccine for ages 5-11 before our grandson starts kindergarten next year. Right now, we call him “the vector.” (Vector meaning carrier of disease.) His mom is preggers and exposed to unvaccinated patients every day.
 
#5,279
#5,279
Orangeredblooded said:
A lot are young and believe false information that if you’ve had it, your immune. Most of our staff have had it.
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I kind of lost track: I know you got vaccinated after getting Covid, and I know you were worried because of your blood type (hope I got that right; I apologize if not). How did your shot(s) go? Did you have problems afterwards?

Please feel free to tell me to MYOB. 😄
 
#5,280
#5,280
Orangeredblooded said:
One of our facilities did, but Tennessee is a “work at will” state and California is doing it. There is some type of provision that says in case of a emergency situation, it can be mandated. I’m vaccinated so I haven’t read much on it yet.
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Wife's Company is CA based and they are requiring it unless you fit into 3 exemptions: medical, religious, 100% mobile with no client interaction.
 
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#5,281
#5,281
VolNExile said:
I think that the big fear for assisted living, nursing homes, etc is that staff will simply quit, and there won’t be enough employees left.

I wish I knew if the management (meaning in the for-profit chains, the owners) have given up some dividends to provide two days PTO for the two vaccinations plus paid SL for those few who react so strongly that the need extra days off. Most CNAs etc are living paycheck to paycheck, and if employers don’t support them with the costs associated with vaccination, meaning loss of working days, they can’t wave their hands about employees refusing vaccs. Money talks - it reveals what people truly feel is important. And if they are paying for this, then God bless ‘em for doing the right thing.

Although we’re happy with our moms’ care at a for-profit chain, it was very noticeable that employees did NOT receive holiday bonuses this past Christmas. God forbid that the investors would lose some dividend income to recognize the work and risks taken by their employees, who risked their lives for their patients and - oh, right - to keep the investors’ income stream undisturbed. So they got their checks, and the employees were screwed.

We donated to the employee bonus fund, but it’s absolutely shameful that corporate did this.

Anyway. Hope to God that something will happen here. Another resident is in quarantine after a family member visited without a mask and then tested positive.
Click to expand...
I suggested our owners offer a bonus to get the vaccine a month ago. It would be cheaper than loss in labor.
 
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#5,285
#5,285
VolNExile said:
I kind of lost track: I know you got vaccinated after getting Covid, and I know you were worried because of your blood type (hope I got that right; I apologize if not). How did your shot(s) go? Did you have problems afterwards?

Please feel free to tell me to MYOB. 😄
Click to expand...
I had issues after both shots, uncontrollable chills, fever, muscle aches and fatigue. They were worse than actual virus, but at least I knew I would be okay vs not knowing with the virus.
 
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#5,286
#5,286
VolNExile said:
Apparently Pfizer is expected to be approved around Labor Day and Moderna soon after.

That will trigger (apologies for the word) FDA approval for boosters for healthcare workers, nursing home etc residents, and the elderly. I think it also influences the military timing, although I will leave that to @volfanbill.
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The vaccine (original dose) will be mandatory for the military September 15 or whenever the vaccines are fully FDA approved, whichever comes first. So the timing doesn’t affect much. I’ve already had potential recruits tell me they wouldn’t join because they refuse to get the vaccine
 
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#5,287
#5,287
BigOrangeMojo said:
There's incentives to companies that provide an incentive to get vaccinated. The actual cost to the employer may be very little.
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Yes, they already got that. It wasn’t specifically for the employees. It was up to the employer to use it on employees, utilities or other things to keep the business running.
 
#5,289
#5,289
BigOrangeMojo said:
There's incentives to companies that provide an incentive to get vaccinated. The actual cost to the employer may be very little.
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That’s right; that’s your wife’s field, right?

Employers OUGHT to do the right thing, because it’s the right thing. And if there are incentives to help recover at least part of the cost, it’s inexcusable not to do this.
 
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#5,290
#5,290
Orangeredblooded said:
Yes, they already got that. It wasn’t specifically for the employees. It was up to the employer to use it on employees, utilities or other things to keep the business running.
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You referring to PPP, I presume. There's a retention credit and a vaccine credit available as well. If your employer has fewer than 500 employees, the cost of a vaccine program should be minimal to your employer. There's a ton of incentives out there beyond PPP
 
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#5,291
#5,291
volfanbill said:
The vaccine (original dose) will be mandatory for the military September 15 or whenever the vaccines are fully FDA approved, whichever comes first. So the timing doesn’t affect much. I’ve already had potential recruits tell me they wouldn’t join because they refuse to get the vaccine
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I know that you have quotas, but I wonder if the Army would really want someone with this individualistic attitude. If someone won’t get vaccinated to protect his fellow soldiers, would he risk his life for them in combat?
 
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#5,292
#5,292
VolNExile said:
I know that you have quotas, but I wonder if the Army would really want someone with this individualistic attitude. If someone won’t get vaccinated to protect his fellow soldiers, would he risk his life for them in combat?
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like has been said many times over, most people just believe a lot of misinformation, it’s not always necessarily about selfishness. And then a lot of people truly believe they would be succumbing to the left (politically) by getting the vaccine. And that just can’t happen. Because you know, science is all about politics.
 
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#5,294
#5,294
508mikey said:
Curious as to what medical condition would be exempt ?
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Medical exemptions include allergic reactions to vaccine or its components. There's a couple of other minor exemptions as well but they cover less than .01% of all patients.

In short, the policy is essentially written to force vaccination unless you are a remote IT worker since those are harder to hire.
 
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#5,295
#5,295
VolNExile said:
That’s right; that’s your wife’s field, right?

Employers OUGHT to do the right thing, because it’s the right thing. And if there are incentives to help recover at least part of the cost, it’s inexcusable not to do this.
Click to expand...

That's her field and yes, there's a ton of incentives out there beyond PPP. If anyone owns a small business, take a good look at those incentives

Her current job situation is tenuous so she's considered starting her own small business consulting firm if things go sideways with her employer.
 
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#5,296
#5,296
VolNExile said:
Until they spread it to you, in a breakthrough infection, or to unvaccinated kids.

We are hoping desperately that there will be an approved vaccine for ages 5-11 before our grandson starts kindergarten next year. Right now, we call him “the vector.” (Vector meaning carrier of disease.) His mom is preggers and exposed to unvaccinated patients every day.
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My DIL is a PA in Memphis and took hers while pregnant AND had just gotten over it right after Christmas..
 
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#5,297
#5,297
82_VOL_83 said:
My DIL is a PA in Memphis and took hers while pregnant AND had just gotten over it right after Christmas..
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Yep, daughter is vaccinated, but now with what we’re seeing with Delta…

She was vaccinated in December, so she would be among the first eligible for boosters, along with the moms (vaccinated in January.) Hubs and I were February for second shot, so I guess we’ll be up in mid-October.

— I don’t want to get sick
— I don’t want to get infected but not sick, yet spread it around
 
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#5,298
#5,298
VolNExile said:
That’s right; that’s your wife’s field, right?

Employers OUGHT to do the right thing, because it’s the right thing. And if there are incentives to help recover at least part of the cost, it’s inexcusable not to do this.
Click to expand...
It depends on the employer, there’s verbiage in the original disbursement that lets the employer use it as to be a blanket to keep the business going without anything trickling down to employees. I know of a few companies that have used it to give back to the employees for bonuses of what we’ve been through the last year and a half.
 
#5,299
#5,299
Orangeredblooded said:
It depends on the employer, there’s verbiage in the original disbursement that lets the employer use it as to be a blanket to keep the business going without anything trickling down to employees. I know of a few companies that have used it to give back to the employees for bonuses of what we’ve been through the last year and a half.
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I think that’s the legislative thing, the Payroll Protection Plan. IIRC, Missus Mojo is involved with a separate business plan that helps employers specifically with encouraging (“incentivizing”🤮) vaccinations for employees. Although I’m pretty sure that I’ve got at least part of that wrong.@BigOrangeMojo
 
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#5,300
#5,300
Wow in Ala****:
about a third of unvaccinated patients hospitalized with the delta variant are requiring ICU beds. Already there are not enough available.
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UAB projects 5,000 COVID patients in hospitals in weeks

Translation: if you are unvaccinated, and you are sick enough to be hospitalized, you have a 1 in 3 (33%) chance of having to be in an ICU bed. (You really, really don’t want to need to be in an ICU bed.) Assuming that there is one. Seems like first time around, I truly can’t remember by now, when things first got started in March-June of 2020, it was more like 1 or 2 in 10, meaning 1 in 10 (10%) or 1 in 5 (20%), chance that if you were admitted, you’d need ICU-level of care.

Here’s the difference with the Delta variant.

I would not want to gamble on those odds.
 
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