Per the Governor’s mandate, if you do not have an approved religious exemption or an approved medical accommodation, you must be fully vaccinated by Oct. 18, 2021, in order to remain employed at Seattle Children's.

WSNA is currently in bargaining with Seattle Children’s for the terms and conditions of the effects of this mandate. We have not yet agreed to these terms and conditions. In the meantime, you can get prepared now.

You are fully vaccinated two weeks after receiving one Johnson & Johnson vaccine, or the second of two doses of the Pfizer or Moderna vaccine. If you get the Pfizer vaccine, you must wait three weeks between the first and second dose. If you get the Moderna vaccine, you must wait four weeks between the first and second dose.

If you do not have your second dose of the Moderna or Pfizer vaccine, or your one dose of the J&J vaccine, by Oct. 4, you will not be fully vaccinated by Oct. 18. That does not mean you will be terminated. If you are as of yet unvaccinated and you intend to get vaccinated, do not wait. Start the process now, even if it means you will be fully vaccinated after Oct. 18.

For those of you seeking a religious exemption you should have received access to the appropriate form from your employer that you should complete and return as soon as you are able to do so. Unless you feel you should not be working, or should be working differently, your request for the religious exemption is the sum total of the “accommodation” you are seeking in order to remain employed. You should simply request to continue working with the appropriate PPE.

For those of you seeking a medical accommodation you should have received access to the appropriate form from your employer that your medical provider should complete and return to the employer as soon as possible. You should not receive a blanket denial for this accommodation, nor should you receive an individual denial without first having had a meeting with HR or the accommodations department. This is because you should be granted an “interactive” meeting (in-person, via phone, or virtual) after submitting the form. You are allowed to bring union representation to this meeting, and your employer must prove that the accommodation you are seeking is overly burdensome in order to deny it.

If your requested medical accommodation or religious exemption is denied, you should file a complaint with the United States Equal Employment Opportunity Commission (EEOC). It might also be appropriate for the union to file a grievance on your behalf as well.

Questions? Contact your WSNA nurse representative, Sydne James, sjames@wsna.org.