Mandatory COVID-19 Vaccination Policy
September 2021

In accordance with Issaquah Food & Clothing Bank’s duty to provide and maintain a workplace that is free of known hazards, we are adopting this policy to safeguard the health of our employees and their families, our customers and visitors, and the community at large from COVID-19. This policy complies with all applicable laws and is based on guidance from the Centers for Disease Control and Prevention, the State of Washington, the King County Health Department and all applicable state and local health orders.

This policy applies to all employees and volunteers at the Issaquah Food & Clothing Bank. Employees and volunteers are required to receive the COVID-19 vaccine, unless a reasonable accommodation is approved. If you have concerns about receiving a COVID-19 vaccine, please contact your direct manager to discuss.

As of April 19, 2021, all individuals over the age of 16 are eligible to receive the COVID19 vaccine in the United States. The Organization has been relying on voluntary compliance. Now that all employees and volunteers are eligible to receive the vaccine, the Organization has determined that it is in the best interest of all employees and volunteers to be required to have the COVID 19 vaccine. As a result, all such employees and volunteers must be incompliance with the policy by October 15, 2021: (1) obtain the vaccination and provide proof of vaccination or (2) request an accommodation as detailed below. Proof of vaccination includes the date vaccine was received, the dose(s), and the type of vaccine received. Employees and volunteers may get any of the COVID-19 vaccines that are approved in Washington State at the time of vaccination.

Employees will be paid for time taken to receive vaccinations and the cost of the vaccine if it is not covered by Employee’s insurance. Employees must work with their managers to schedule appropriate time to comply with this policy. Employees not in compliance with this policy will be placed on unpaid leave until their employment status is determined by the Executive Director.

Reasonable Accommodation:
Employees and volunteers in need of an exemption from this policy due to a medical reason must request an accommodation to begin the interactive accommodation process. The Organization will engage in an interactive process to determine if a reasonable accommodation can be provided so long as it does not create an undue hardship for the Organization and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the employee.

To request an accommodation for one of the above reasons, please notify your direct manager in writing of your accommodation request. Once the Organization is aware of the need for an accommodation, the Organization will engage in an interactive process to identify possible options. You may request an accommodation without fear of retaliation. Please direct any questions