Official website of the Social Service Employees Union Local 371
EMAIL

info@sseu371.org

PHONE

212 677 3900

VISIT

1501 Broadway, Suite 450, New York, NY 10036

VACCINE MANDATE DEADLINE IS TODAY

Share on facebook
Share on Facebook
Share on twitter
Share on Twitter
Share on email
Email to a friend
Share on print
Print

Please read the information below carefully in you are currently on Leave Without Pay (LWOP) due the vaccine mandate. In accordance with the dates outlined below be sure to respond to your respective agency immediately if you haven’t already.

 

  1. Separation

                                                     

A. During the period of November 2, 2021 through November 16, 2021 any employee who is on leave without pay due to vaccination status may opt to separate from the agency.  In order to separate under this Section and receive the commensurate benefits, an employee must file a form created by the agency which includes a waiver of the employee’s rights to challenge the employee’s involuntary resignation, including, but not limited to, through a contractual or statutory disciplinary process. If an employee opts to separate consistent with this Section, the employee shall be eligible to be reimbursed for unused sick leave on a one-for-one basis, up to 100 days to be paid following the employee’s separation with documentation including the general waiver and release. Employees who elect this option shall be deemed to have resigned involuntarily effective on the date contained in the general waiver as determined by the agency, for non-disciplinary reasons.  An employee who separates under this Section shall continue to be eligible for health benefits through June 30, 2022, unless they have health insurance available from another source (e.g., a spouse’s coverage or another job).

 

B. During the period of November 17, 2021 through November 30, 2021, any employee who is on leave without pay due to vaccination status may alternately opt to extend the leave through June 30, 2022. In order to extend this leave pursuant to this Section and continue to receive the commensurate benefits, an employee must file a form created by the agency which includes a waiver of the employee’s rights to challenge the employee’s voluntary resignation, including, but not limited to, through a contractual or statutory disciplinary process. Employees who select this option shall continue to be eligible for health benefits through June 30, 2022.  Employees who comply with the health order and who seek to return from this leave, and so inform the agency before June 30, 2022, shall have a right to return to the same work location as soon as is practicable but in no case more than two weeks following notice to the agency.  Existing rules regarding notice of leave intention and rights to apply for other leaves still apply. Employees who have not returned by June 30, 2022 will be deemed to have voluntarily resigned. 

 

C. If an employee submits a reasonable accommodation and an appeal under Section I(A) or I(B) above is pending on or after November 10th, the applicable “opt-in” period under Section III(A) and (B) shall be one week after conclusion of the appeal, i.e. the employee must “opt-in” by end of day on the 5th business day after the appeal decision is issued.

 

D. Beginning December 1, 2021, the agency will seek to unilaterally separate employees who have not opted into separation under Sections III(A) and III(B). Except for the express provisions contained herein, all parties retain all legal rights at all times relevant herein. 

STAY INFORMED

Subscribe to receive updates from your Union

About

Sections

Member Resources

Galleries

Contact Information

Choose Your Language »