VALHADEN LLC is committed to providing a safe environment for all. 

You do not have to wear a mask while on VALHADEN property or inside buildings at VALHADEN. If CDC guidelines change, we will discuss remote work or using masks at work. 

If you have any COVID symptoms, you must take an at-home COVID-19 test before coming to work. A positive test means you can not come to work in person until you test negative. If you test negative, you can come to work, but you may need to wear a mask depending on the symptoms.  

People with COVID-19 have had a wide range of symptoms, ranging from mild to severe illness. Symptoms may appear 2-14 days after exposure to the virus. Anyone can have mild to severe symptoms.

 People with these symptoms may have COVID-19:

• Fever or chills

• Cough

• Shortness of breath or difficulty breathing

• Fatigue

• Muscle or body aches

• New loss of taste or smell

• Sore throat

• Congestion or runny nose

• Nausea or vomiting

• Diarrhea

Please go to www.covid.gov/tests  to sign up for your eight free at-home COVID-19 tests. (8.2.2022). 

If you already have all available free government tests and have used them, VALHADEN will provide tests for you.

COVID-19 Employee Vaccination Policy

Effective Date: Wednesday, June 23, 2021. Last Revised: Monday, July 18, 2022

Summary of Policy

VALHADEN (VHN) has a duty to provide and maintain a workplace that is free from known serious health and safety hazards. Accordingly, VHN adopts this COVID-19 Employee Vaccination Policy to protect and support the health and safety of the VHN community, including employees, employee's families, and visiting subcontractors or guests, by safeguarding the community from the spread of COVID-19 infections, which is reduced by vaccinations.

This policy is based on guidance from the Centers for Disease Control and Prevention (CDC), the Equal Employment Opportunity Commission, and the State of California’s Department of Health and Human Services and is designed to comply with all applicable federal, state, and local laws and related guidance, and will be revised as needed from time to time to comply with such legal requirements and guidance.

Affected Parties: Applies to all employees (i.e., full-time, part-time, and interns)

Policy Statement:

Given that the situation around the SARS-CoV-2 pandemic is dynamic and continuing to evolve, we likewise expect that this policy will change and evolve with the situation.

All VHN employees working either on-site or remotely are required to receive a full initial vaccine dosage with a SARS-CoV-2 vaccine ("COVID-19 vaccine") authorized (including any emergency use authorization) or approved by either the U.S. Food and Drug Administration (FDA) or listed for emergency use by the World Health Organization.  In addition, all current employees must receive boosters within 30 days of becoming eligible.

Vaccines and boosters will be available, per state guidelines and pending availability, at no charge, to all VHN employees.  

Additionally, within thirty (30) days of their hire date, all new employees must:

(a) submit documentation showing that they have received a full initial vaccine dosage and submit documentation within 30 days of becoming eligible for a booster showing receipt of the booster (See "Procedure" below); or

(b) obtain an approved exemption.

Vaccine exemptions previously granted by VHN may also exempt employees from the above booster requirement, depending on the terms of those exemptions. Employees who were previously approved by VHN for an exemption from the vaccination requirement will be contacted if they need to re-apply for an exemption. Those whose medical circumstances have changed and who have questions regarding exemptions should contact the Office of Institutional Diversity and Equity (OIDE).

To mitigate risk to VHN community members when on VHN property or participating in any in-person VHN presentation or activities, and to the extent permitted under federal, state, and local law, any person who receives an approved exemption under this policy will be subject to additional requirements and restrictions that do not apply to fully vaccinated (and boosted) employees, including, but not limited to:

• The use of additional personal protective equipment (PPE) and, depending on the unvaccinated person's worksite, physical distancing requirements,

• Increased testing frequency

• Other limitations and modifications that may be applicable to the employee's position.

New employees must submit documentation evidencing full vaccination (including, if eligible, a booster) or obtain an approved waiver of this requirement within thirty (30) days of their hire date. Those who fail to do so will not be allowed to perform work for VHN, and their employees will be ended. 

Existing employees must submit documentation within 30 days of becoming eligible for a booster. Those who fail to do so by the deadline will be subject to corrective action up to and including termination of employment.

VHN prohibits any form of discipline, reprisal, intimidation, or retaliation for reporting a violation of this policy or any other health and safety concern. Employees also have the right to report work-related injuries and illnesses, and VHN will not discharge or discriminate, or otherwise retaliate against employees for reporting work-related injuries or illnesses or good faith health and safety concerns.

Procedures

Within thirty (30) days of their hire date, all new employees must either: 

1.  Submit the following information

• a copy of a CDC-issued vaccination card or written documentation of vaccination and booster (if eligible) from the vaccine provider, a medical provider, or state or local department of health, in each case, including the individual's name and date of birth, vaccine manufacturer, the number of doses and date received vaccine lot number and site of administration. Employees should not include any medical or genetic information (e.g., family medical history) when submitting their proof of vaccination or booster. 

2.  Or complete the process to obtain an approved medical or religious exemption from vaccination. 

Medical and Religious Exemptions:

Exemptions are available to any employee who (1) has a disability or qualifying medical condition that contraindicates the vaccination and/or booster (which may include pregnancy, if so determined by an employee's health care provider), or (2) objects to being vaccinated on the basis of sincerely held religious beliefs and practices.

Requests for Medical or Religious exemptions should be submitted to any VHN upper management member.  

Medical Exemptions: Employees will be asked to provide appropriate documentation from their healthcare provider regarding the nature and extent of any impairment(s) that conflict with the vaccination and/or booster requirements and the anticipated duration of the need for an exemption under this policy as it relates to those impairments. 

Religious Exemptions: Employees will be asked to provide written documentation describing the basis for their request for a religious exemption from the vaccination and booster requirements.  

If an employee believes that because of a disability, they need an accommodation in addition to, or that is different from, a medical exemption of the vaccination requirement, they are responsible for requesting such accommodation from a VHN upper management member.  After receipt of a request for accommodation, a VHN upper management member will engage in an interactive process with the employee to determine whether a reasonable accommodation that does not pose a direct threat to the health or safety of others in the workplace or create an undue hardship toward VHN.