Written by Michael Corkery, Lauren Hirsch, Brooks Barnes and Kellen Browning
Some of the nation’s largest employers, for months reluctant to wade into the fraught issue of whether COVID-19 vaccinations should be mandatory for workers, have in recent days been compelled to act as infections have surged again.
On Tuesday, Tyson Foods told its 120,000 workers in offices, slaughterhouses and poultry plants across the country that they would need to be vaccinated by Nov. 1 as a “condition of employment.” And Microsoft, which employs roughly 100,000 people in the U.S., said it would require proof of vaccination for all employees, vendors and guests to gain access to its offices.
Last week, Google said it would require employees who returned to the company’s offices to be vaccinated, while Disney announced a mandate for all salaried and nonunion hourly workers who work on-site.
Other companies, including Walmart, the largest private employer in the U.S., and ride-sharing services Lyft and Uber, have taken a less forceful approach, mandating vaccines for white-collar workers but not for millions of front-line workers. Those moves essentially set up a divide between the employees who work in offices and employees who deal directly with the public and who, collectively, have been more reluctant to get the shots.
“We did not take this decision lightly,” Tyson’s CEO, Donnie King, wrote in a memo to employees announcing the company’s full mandate. “We have spent months encouraging our team members to get vaccinated — today, under half of our team members are.”
The moves brought praise from the White House.
An employee wears a face mask at an Amazon warehouse in Kent, Wash., on May 29, 2020. Amazon has encouraged employees to get vaccinated but says it has no plans to mandate that they do. (The New York Times)
“I want to thank Walmart, Google, Netflix, Disney, Tyson Foods for their recent actions requiring vaccination for employees,” President Joe Biden said in a press briefing Tuesday. “Look, I know this isn’t easy — but I will have their backs.”
“Others have declined to step up,” he said. “I find it disappointing.”
But most other big employers have avoided mandates entirely. Amazon, the second-largest private employer in the country, has not announced any plans to require immunizations, nor has Apple or many of the biggest banks.
“We are strongly working to get our employees vaccinated,” Amazon’s chief financial officer, Brian Olsavsky, said in a call with reporters last week, “and we hope everyone else gets vaccinated and this goes away.”
The coronavirus, however, shows no signs of going away. With vaccination rates stagnating in many parts of the country and the delta variant surging, a new wave of infections is forcing businesses to act.
Douglas Brayley, an employment lawyer at Ropes & Gray, said “the rise of the delta variant is on people’s minds.”
“I think they are looking around and seeing a greater number of employers start to mandate, and so they’re wondering whether they should reconsider as well,” he said.
But vaccine hesitancy remains an entrenched and emotionally charged issue inside many American workplaces.
Many companies, already facing staffing shortages, are worried that requiring vaccines could give employees another reason to quit. At the same time, companies are struggling for new ways to encourage workers to get vaccinated after efforts like offering cash bonuses did not boost immunization rates quickly enough.
Much of the remaining hesitancy to vaccines appears to be rooted in a complex mix of politics, cultural beliefs and misinformation that no cash payment or gift certificate from an employer can overcome.
“The reason many workers are refusing the vaccine has been for political and ideological reasons,” said Stuart Appelbaum, the president of the Retail, Wholesale and Department Store Union, which represents workers in food manufacturing plants in the Midwest, where vaccination rates are relatively low. “In places where we have the largest number of Trump supporters is where we are seeing a large number of vaccine resisters.”
But many unions are wary of mandates for a different set of reasons. They say many of their members are worried about potential health side effects or bristle at the idea of an employer interfering in what they regard as a personal health decision.
Marc Perrone, the president of the United Food and Commercial Workers union, representing 1.3 million employees in grocery chains like Kroger and at large meatpacking plants, said he would not support employer mandates until the Food and Drug Administration gave full approval to the vaccine, which is being administered on an emergency basis. “You can’t just say, ‘Accept the mandate or hit the door,’ ” Perrone said Monday.
After Tyson announced its vaccine mandate Tuesday, Perrone issued a statement that the union “will be meeting with Tyson in the coming weeks to discuss this vaccine mandate and to ensure that the rights of these workers are protected and this policy is fairly implemented.”
Asked whether he supported vaccine mandates, Appelbaum said, “I am not prepared to answer that yet.” But he did say that companies needed to closely negotiate the terms of any such requirements with workers and that they also needed to expand benefits, such as paid sick time, for workers during the pandemic.
Together, Perrone’s and Appelbaum’s unions represent more than 30,000 workers in Tyson plants, which complicates the meat company’s plans for a mandate.
Tyson and others in the meatpacking industry were criticized during the pandemic’s early stages for not doing enough to protect workers as several meat plants became virus hot spots. Now, it is requiring its leadership team to be vaccinated by Sept. 24 and the rest of its office workers by Oct. 1. Front-line employees have until Nov. 1 to be fully inoculated, extra time the company is providing because there are “significantly more front-line team members than office workers who still need to be vaccinated,” a Tyson spokesperson said.
Throughout the pandemic, companies have treaded carefully in implementing public health measures while trying to avoid harm to their businesses.
Last year, when major retailers began requiring customers to wear masks, they quietly told their employees not to enforce the rule if a customer was adamant about not wearing one.
Companies like Walmart have tried a similarly tentative approach with vaccine requirements.
Walmart announced last week that it was requiring the roughly 17,000 workers in its Arkansas headquarters to be vaccinated but not those in stores and distribution centers, who make up the bulk of its 1.6 million U.S. employees.
In a statement, the retailer said that the limited mandate would send a message to all workers that they should get vaccinated.
“We’re asking our leaders, which already have a higher vaccination rate, to make their example clear,” the company said. “We’re hoping that will influence even more of our front-line associates to become vaccinated.”
Uber and Lyft last week both told their corporate employees they would need to show proof they had been inoculated before returning to company offices.
Requiring vaccinations “is the most effective way to create a safe environment and give our team members peace of mind as we return to the office,” said Ashley Adams, a spokesperson for Lyft.
But those mandates did not extend to the workers the companies contract with to drive millions of customers to and from their destinations. The drivers are being encouraged to be vaccinated, but neither Lyft nor Uber has plans to require them.
Public health experts warn that limited mandates may serve to reinforce the gaping divide between the nation’s high- and low-wage workers without furthering the public health goal of substantially increasing vaccination rates.
They also say it’s naive to think that workers who resisted vaccines for ideological reasons would suddenly change their mind after seeing a company’s higher paid executives receive the shots.
“Ultimately we want to ensure that they really have the broadest reach,” Dr. Kirsten Bibbins-Domingo, the vice dean for population health and health equity at the University of California, San Francisco, said of company directives. “Failing to do that, I think, will only cause others to be more suspicious of these types of mandates.”
Legally, companies are likely on solid ground if they mandate vaccines. Last year, the Equal Employment Opportunity Commission said employers could require immunization, though companies that do could still face lawsuits.
George W. Ingham, a partner at the law firm Hogan Lovells, said companies with mandates would potentially have to make difficult decisions.
“They are going to have to fire high performers and low performers who refuse vaccines,” he said. “They have to be consistent.” Reasons an employee could be exempted include religious beliefs or a disability, though the process of sorting those out on an individual basis promises to be an arduous one.
A sign warns visitors of requirements due to the pandemic at Walt Disney World in Orland, Fla., on April 27, 2021. Some of the nation’s largest employers, for months reluctant to wade into the fraught issue of whether COVID-19 vaccinations should be mandatory for workers, have in recent days been compelled to act as infections have surged again. (The New York Times)
Companies may also have to contend with pushback from state governments. Ten states have passed legislation limiting the ability to require vaccines for students, employees or the public, according to the National Conference of State Legislatures.
Disney is among the few big companies pursuing a broad vaccine mandate for its workforce, even in the face of pushback from some employees.
In addition to mandating vaccines for nonunion workers who are on-site, Disney said all new hires — union and nonunion — would be required to be fully vaccinated before starting their jobs. Nonunion hourly workers include theme park guest-relations staffers, in-park photographers, executive assistants and some seasonal theme park employees.
It was the furthest that Disney could go without sign off from the dozen unions that represent the bulk of its employees. Walt Disney World in Florida, for instance, has more than 65,000 workers; roughly 38,000 are union members.
Disney is now seeking union approval for the mandate both in Florida and in California, where tens of thousands of workers at the Disneyland Resort in Anaheim are unionized. Most of the leaders of Disney’s unions appear to be in favor of a mandate — as long as accommodations can be worked out for those refusing the vaccine for medical, religious or other acceptable reasons.
“Vaccinations are safe and effective and the best line of defense to protect workers, front-line or otherwise,” Eric Clinton, the president of Unite Here Local 362, which represents roughly 8,000 attraction workers and custodians at Disney World, said.
Clinton declined to comment on any pushback from his membership, but another union leader at Disney World, speaking on the condition of anonymity so he could speak candidly, said “a fair number” of his members were up in arms over Disney-mandated vaccinations, citing personal choice and fear of the vaccine.
“The company has probably done a calculation and decided that some people will unfortunately quit rather than protect themselves, and so be it,” the person said.
This article originally appeared in The New York Times.
Skinstitut Holiday Gift Kits take the stress out of gifting
Toronto, October 31, 2024 – Beauty gifts are at the top of holiday wish lists this year, and Laser Clinics Canada, a leader in advanced beauty treatments and skincare, is taking the pressure out of seasonal shopping. Today, Laser Clincs Canada announces the arrival of its 2024 Holiday Gift Kits, courtesy of Skinstitut, the exclusive skincare line of Laser Clinics Group.
In time for the busy shopping season, the limited-edition Holiday Gifts Kits are available in Laser Clinics locations in the GTA and Ottawa. Clinics are conveniently located in popular shopping centers, including Hillcrest Mall, Square One, CF Sherway Gardens, Scarborough Town Centre, Rideau Centre, Union Station and CF Markville. These limited-edition Kits are available on a first come, first served basis.
“These kits combine our best-selling products, bundled to address the most relevant skin concerns we’re seeing among our clients,” says Christina Ho, Senior Brand & LAM Manager at Laser Clinics Canada. “With several price points available, the kits offer excellent value and suit a variety of gift-giving needs, from those new to cosmeceuticals to those looking to level up their skincare routine. What’s more, these kits are priced with a savings of up to 33 per cent so gift givers can save during the holiday season.
There are two kits to select from, each designed to address key skin concerns and each with a unique theme — Brightening Basics and Hydration Heroes.
Brightening Basics is a mix of everyday essentials for glowing skin for all skin types. The bundle comes in a sleek pink, reusable case and includes three full-sized products: 200ml gentle cleanser, 50ml Moisture Defence (normal skin) and 30ml1% Hyaluronic Complex Serum. The Brightening Basics kit is available at $129, a saving of 33 per cent.
Hydration Heroes is a mix of hydration essentials and active heroes that cater to a wide variety of clients. A perfect stocking stuffer, this bundle includes four deluxe products: Moisture 15 15 ml Defence for normal skin, 10 ml 1% Hyaluronic Complex Serum, 10 ml Retinol Serum and 50 ml Expert Squalane Cleansing Oil. The kit retails at $59.
In addition to the 2024 Holiday Gifts Kits, gift givers can easily add a Laser Clinic Canada gift card to the mix. Offering flexibility, recipients can choose from a wide range of treatments offered by Laser Clinics Canada, or they can expand their collection of exclusive Skinstitut products.
Brightening Basics 2024 Holiday Gift Kit by Skinstitut, available exclusively at Laser Clincs Canada clinics and online at skinstitut.ca.
Hydration Heroes 2024 Holiday Gift Kit by Skinstitut – available exclusively at Laser Clincs Canada clinics and online at skinstitut.ca.
LONDON (AP) — Most people have accumulated a pile of data — selfies, emails, videos and more — on their social media and digital accounts over their lifetimes. What happens to it when we die?
It’s wise to draft a will spelling out who inherits your physical assets after you’re gone, but don’t forget to take care of your digital estate too. Friends and family might treasure files and posts you’ve left behind, but they could get lost in digital purgatory after you pass away unless you take some simple steps.
Here’s how you can prepare your digital life for your survivors:
Apple
The iPhone maker lets you nominate a “ legacy contact ” who can access your Apple account’s data after you die. The company says it’s a secure way to give trusted people access to photos, files and messages. To set it up you’ll need an Apple device with a fairly recent operating system — iPhones and iPads need iOS or iPadOS 15.2 and MacBooks needs macOS Monterey 12.1.
For iPhones, go to settings, tap Sign-in & Security and then Legacy Contact. You can name one or more people, and they don’t need an Apple ID or device.
You’ll have to share an access key with your contact. It can be a digital version sent electronically, or you can print a copy or save it as a screenshot or PDF.
Take note that there are some types of files you won’t be able to pass on — including digital rights-protected music, movies and passwords stored in Apple’s password manager. Legacy contacts can only access a deceased user’s account for three years before Apple deletes the account.
Google
Google takes a different approach with its Inactive Account Manager, which allows you to share your data with someone if it notices that you’ve stopped using your account.
When setting it up, you need to decide how long Google should wait — from three to 18 months — before considering your account inactive. Once that time is up, Google can notify up to 10 people.
You can write a message informing them you’ve stopped using the account, and, optionally, include a link to download your data. You can choose what types of data they can access — including emails, photos, calendar entries and YouTube videos.
There’s also an option to automatically delete your account after three months of inactivity, so your contacts will have to download any data before that deadline.
Facebook and Instagram
Some social media platforms can preserve accounts for people who have died so that friends and family can honor their memories.
When users of Facebook or Instagram die, parent company Meta says it can memorialize the account if it gets a “valid request” from a friend or family member. Requests can be submitted through an online form.
The social media company strongly recommends Facebook users add a legacy contact to look after their memorial accounts. Legacy contacts can do things like respond to new friend requests and update pinned posts, but they can’t read private messages or remove or alter previous posts. You can only choose one person, who also has to have a Facebook account.
You can also ask Facebook or Instagram to delete a deceased user’s account if you’re a close family member or an executor. You’ll need to send in documents like a death certificate.
TikTok
The video-sharing platform says that if a user has died, people can submit a request to memorialize the account through the settings menu. Go to the Report a Problem section, then Account and profile, then Manage account, where you can report a deceased user.
Once an account has been memorialized, it will be labeled “Remembering.” No one will be able to log into the account, which prevents anyone from editing the profile or using the account to post new content or send messages.
X
It’s not possible to nominate a legacy contact on Elon Musk’s social media site. But family members or an authorized person can submit a request to deactivate a deceased user’s account.
Passwords
Besides the major online services, you’ll probably have dozens if not hundreds of other digital accounts that your survivors might need to access. You could just write all your login credentials down in a notebook and put it somewhere safe. But making a physical copy presents its own vulnerabilities. What if you lose track of it? What if someone finds it?
Instead, consider a password manager that has an emergency access feature. Password managers are digital vaults that you can use to store all your credentials. Some, like Keeper,Bitwarden and NordPass, allow users to nominate one or more trusted contacts who can access their keys in case of an emergency such as a death.
But there are a few catches: Those contacts also need to use the same password manager and you might have to pay for the service.
___
Is there a tech challenge you need help figuring out? Write to us at onetechtip@ap.org with your questions.
The Canadian Paediatric Society says doctors should regularly screen children for reading difficulties and dyslexia, calling low literacy a “serious public health concern” that can increase the risk of other problems including anxiety, low self-esteem and behavioural issues, with lifelong consequences.
New guidance issued Wednesday says family doctors, nurses, pediatricians and other medical professionals who care for school-aged kids are in a unique position to help struggling readers access educational and specialty supports, noting that identifying problems early couldhelp kids sooner — when it’s more effective — as well as reveal other possible learning or developmental issues.
The 10 recommendations include regular screening for kids aged four to seven, especially if they belong to groups at higher risk of low literacy, including newcomers to Canada, racialized Canadians and Indigenous Peoples. The society says this can be done in a two-to-three-minute office-based assessment.
Other tips encourage doctors to look for conditions often seen among poor readers such as attention-deficit hyperactivity disorder; to advocate for early literacy training for pediatric and family medicine residents; to liaise with schools on behalf of families seeking help; and to push provincial and territorial education ministries to integrate evidence-based phonics instruction into curriculums, starting in kindergarten.
Dr. Scott McLeod, one of the authors and chair of the society’s mental health and developmental disabilities committee, said a key goal is to catch kids who may be falling through the cracks and to better connect families to resources, including quicker targeted help from schools.
“Collaboration in this area is so key because we need to move away from the silos of: everything educational must exist within the educational portfolio,” McLeod said in an interview from Calgary, where he is a developmental pediatrician at Alberta Children’s Hospital.
“Reading, yes, it’s education, but it’s also health because we know that literacy impacts health. So I think that a statement like this opens the window to say: Yes, parents can come to their health-care provider to get advice, get recommendations, hopefully start a collaboration with school teachers.”
McLeod noted that pediatricians already look for signs of low literacy in young children by way of a commonly used tool known as the Rourke Baby Record, which offers a checklist of key topics, such as nutrition and developmental benchmarks, to cover in a well-child appointment.
But he said questions about reading could be “a standing item” in checkups and he hoped the society’s statement to medical professionals who care for children “enhances their confidence in being a strong advocate for the child” while spurring partnerships with others involved in a child’s life such as teachers and psychologists.
The guidance said pediatricians also play a key role in detecting and monitoring conditions that often coexist with difficulty reading such as attention-deficit hyperactivity disorder, but McLeod noted that getting such specific diagnoses typically involves a referral to a specialist, during which time a child continues to struggle.
He also acknowledged that some schools can be slow to act without a specific diagnosis from a specialist, and even then a child may end up on a wait list for school interventions.
“Evidence-based reading instruction shouldn’t have to wait for some of that access to specialized assessments to occur,” he said.
“My hope is that (by) having an existing statement or document written by the Canadian Paediatric Society … we’re able to skip a few steps or have some of the early interventions present,” he said.
McLeod added that obtaining specific assessments from medical specialists is “definitely beneficial and advantageous” to know where a child is at, “but having that sort of clear, thorough assessment shouldn’t be a barrier to intervention starting.”
McLeod said the society was partly spurred to act by 2022’s “Right to Read Inquiry Report” from the Ontario Human Rights Commission, which made 157 recommendations to address inequities related to reading instruction in that province.
He called the new guidelines “a big reminder” to pediatric providers, family doctors, school teachers and psychologists of the importance of literacy.
“Early identification of reading difficulty can truly change the trajectory of a child’s life.”
This report by The Canadian Press was first published Oct. 23, 2024.
