COVID-19 Vaccine Requirements and Info
This page is to provide information and instruction as it relates to COVID-19 Vaccination requirements that impact Flux. Our approach to complying with these new requirements will be consistent with our approach to other client requirements in the past, such as drug testing or criminal background checks. We will follow the requirements exactly as issued by our clients and in accordance with federal mandates We recommend checking this page frequently for additional information.
General Employee Information
Exemption Request Forms
If requesting exemption due to disability or sincerely-held religious belief, please complete the respective form below and email to records@workwithflux.com. Some projects may allow unvaccinated individuals to work onsite if an exemption is applicable, while others will not.
Additional Info on Exemption Requests:
What you should know:
If requesting exemption due to a medical condition or sincerely-held religious belief, please complete the respective form below in its entirety and submit to your HR representative at Records@workwithflux.com. Supplemental attachments may be submitted, but not in lieu of a completed form.
When reviewing exemption requests, DEMSI looks to guidance issued by the governmental agencies that oversee laws regarding medical or religious exemption, as well as guidance provided by legal counsel.
If seeking an exemption due to a medical condition, it can be important that your medical provider convey that a medical condition creates a risk of obtaining the vaccination that is greater than the benefit, rather than describing personal preference. Note that the Federal Contractor Mandate specifies that covered contractor employees who have had a prior COVID-19 infection or a recent positive antibody test are still required to be vaccinated.
If seeking an exemption due to a sincerely-held religious belief, it can be important to: 1) thoroughly explain the specific tenets of your religion/religious practice that preclude vaccination and 2) demonstrate a history or consistency in the application of these tenets, such as rejecting other vaccinations or medical intervention. The Equal Employment Opportunity Commission has stated that "Social, political, or economic philosophies, or personal preferences, are not "religious" beliefs under Title VII."
If the application meets the requirements for approval, an exemption allows you to remain unvaccinated. In that case, DEMSI will work with you to identify the accommodations, meaning the changes or provisions, that will be implemented to enable the exemption. Specific accommodations will vary depending on the nature of the work performed, the way it is performed, and other job-related factors. The federal vaccination mandate has clarified that unvaccinated individuals with an exemption will be required to consistently wear a mask at work and maintain physical distancing. Other examples of accommodations to be considered might include: working for clients that will allow unvaccinated individuals onsite, driving to/from job sites alone in a vehicle, reconfiguring work spaces to enhance physical distancing, remote work, or even taking time off.