Long Beach

The Board unanimously voted for the required vaccine – Long Beach, California

Long Beach, California 2021-10-22 15:11:29 –

The Board of Directors of Long Beach City College voted 5-0 in favor of a resolution requiring students to be fully vaccinated for direct instruction this spring semester. (File photo)

The Long Beach City College Board of Trustees voted 5-0 in support of a resolution requiring professors and students to be vaccinated for face-to-face instruction this spring semester.

Marlene Drinkwine, Vice President of Business Services at LBCC, later reviewed the details of the new COVID-19 Settlement Plan.

The meeting began with public comments sent via email and voice memos being read aloud or played for viewers to listen to during an extended time frame of 40 minutes.

LBCC Professor Robyn Arias declared in a voice message to the Board that he would support the vaccine obligation, saying: Colleagues proclaiming how the university can extend online services for faculty members who do not want to be vaccinated, I wish the answer was that simple. “

She continues. “Our life sciences course offerings do not remain 100% online. Almost every course has a lab associated with it, and our articulation contracts are based on direct lab implementation.”

John Paul, a resident of Long Beach, said in a letter to the board: Thanks to everyone who has done a lot to overcome this COVID-19 pandemic, the essence of this proposed mandate puts serious pressure on personal employment and educates. The ability to promote is at stake. “

The presentation then addressed concerns surrounding the ambiguity of whether students would be required to be vaccinated, even if they chose to stay completely online.

Drinks Wine says, “This plan requires all employees to upload vaccinations by Monday, January 3, 2022, and all students on campus by Monday, January 24, 2022. “.

“This means that fully online students, including students accessing online classes, online services and events, are not required to submit vaccination proofs and are not allowed on campus,” Drink said. Wine continued.

In addition, the LBCC weekly test option has been discontinued in place of the mandatory vaccine for students who choose face-to-face instruction.

Drinks Wine also emphasized how the resolution was consistent with spring semester enrollment and provided sufficient time for students to ensure that they understood the conditions for direct on-campus instruction.

In advancing the presentation, Dr. Heather Van Volkinburg, Dean of the Department of Institutional Effectiveness of the LBCC, reviewed the results of the student-mandated vaccine survey responses.

She states: “485 employees responded, with the majority supporting the COVID-19 vaccine, which is essential for employee groups. As you can see in the table, the majority of faculty and unidentified individuals are mandatory for students. The majority responded in favor of the vaccine, but the classified experts were slightly below the majority. “

“Students likewise responded with the majority in favor of essential vaccines for both students and employees,” she continued.

Current compliance as of October 18 also reflects student-mandated vaccine survey responses, indicating that 68% of the 7,000 students on campus submitted proof of vaccination.

For LBCC employees, current compliance has shown support for mandatory vaccination by all employees for on-campus allocation to submit proof of vaccination.

Although the study reflects mandatory vaccine support, Drinkwine touched on the limits of the data. There is the possibility of passive withdrawal from students who have not dropped out or part-time faculty members who continue to work without assignment.

He was then introduced to Roy Nashua, Vice President of Human Resources Development, to discuss medical and religious exemptions from vaccine obligations.

“There are several processes available to employees. The first is the medical aspect, also commonly known as the interactive process under ADA (American with Disabilities Act).”

“It is done at the individual level. The employer needs to inform the employee that there is reasonable accommodation, but the process cannot bring undue difficulty to the district. It is factual and case It’s a by-case, “said Nashua.

Through this process, employees can submit accommodation requests using the links provided in the updated COVID-19 resolution.

Nashua continued. “An example of what is approved could be an underlying medical condition that has been explained and signed by a doctor. One example is the allergic property used to make a vaccine, for example, adversely affecting an individual. Gives. ”

He states the following options: “The second route is religious, and the definition of religious exemption is based on sincerely held religious beliefs, practices, or adherences that contradict the requirements without causing undue difficulty to the district.

“Examples that do not allow such demands are based on philosophical, political, conscientious, or sociological beliefs. The process is very similar to the medical interactive process.”

In the case of religious forgiveness, HR personnel are also case-specific and engage with employees through all meetings confirmed through third parties to ensure that all requests have been reviewed. You need to be careful.

Face masks and other COVID-19 protocols such as classroom disinfection, ventilation, and air circulation, mandatory staff lists, and on-campus contact tracing remain valid.

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