COVID-19 Requirements for On-Site Contractors & Volunteers
- Proof of Full Vaccination
- Exemptions & Accommodations
- COVID-19 Contractors and Volunteers Contact Us
On August 9, 2021, Governor Inslee issued Proclamation 21-14 COVID-19 Vaccination Requirement (pdf) which requires, among other things, the department’s on-site contractors, subcontractors, vendors, suppliers, and volunteers (collectively referred to herein as “Workers”) to be fully vaccinated against COVID-19 beginning October 19, 2021.
Since the issuance of the proclamation, Corrections has implemented additional measures at its facilities to ensure compliance with the proclamation and further reduce the transmission of COVID-19. If you perform work at a facility owned, leased, operated, or occupied by the Department (“Department Facilities”), you should be prepared to comply with these health and safety measures.
Proof of Full Vaccination
Workers should be prepared to show proof they are fully vaccinated against COVID-19 each time they enter any department facility.
Under the Governor's proclamation, a person is fully vaccinated against COVID-19 two weeks after they have received the second dose in a two-dose series of a COVID-19 vaccine (e.g., Pfizer-BioNTech or Moderna) or a single-dose COVID-19 vaccine (e.g., Johnson & Johnson (J&J)/Janssen) authorized for emergency use, licensed, or otherwise approved by the U.S. Food and Drug Administration (FDA) or listed for emergency use or otherwise approved by the World Health Organization.
Acceptable Methods of Proof
The agency will accept the following methods of proof of vaccination:
- U.S. Centers for Disease Control and Prevention (CDC) COVID-19 Vaccination Record Card or photo of the card;
- Documentation of vaccination from a health care provider or electronic health record;
- State immunization information system record; or
- For an individual who was vaccinated outside of the United Sates, a reasonable equivalent of any of the above.
Many workers have chosen to keep a photo of their CDC COVID-19 Vaccination Record Card on their phone in case they forget or misplace the original.
Failure to Show Proof of Full Vaccination
Workers that are unable to show proof they are fully vaccinated against COVID-19 will be denied entry to Department Facilities unless they have (1) an exemption approved by their employer and (2) an accommodation approved by Corrections.
Unsolicited Declarations will not Substitute for Proof of Vaccination
Due to the nature of their work, the department has elected to have certain employers assume the responsibility of verifying the vaccination status of their employees. The department has notified those employers and will only accept declarations from those employers. Unsolicited declarations from employers will not substitute for proof that a Worker is fully vaccinated against COVID-19 at Department Facilities.
Exemptions & Accommodations
Obtaining an Exemption
Workers are not required to be vaccinated against COVID-19 if they are unable to do so because of a disability or if the requirement to do so conflicts with their sincerely held religious beliefs, practice, or observance. A Worker may request an exemption from the vaccination requirement from their employer. A Worker seeking an exemption must provide their employer with sufficient documentation to substantiate the Worker’s need for an exemption. The Worker’s employer will then determine whether to approve the Worker’s exemption request in accordance with the Governor's proclamation and applicable laws.
Next Steps for Approved Exemptions – Accommodations
If a Worker has an approved exemption, the Worker and their employer should discuss reasonable accommodations that could be made to allow the Worker to perform the essential functions of their position in a safe and secure manner. The Worker’s employer should then contact the department’s contract manager to discuss whether a reasonable accommodation can be made.
The employer’s communication to the department should:
- Inform the department that it has granted a Worker an exemption in accordance with the Proclamation and applicable laws.
- Propose a reasonable accommodation that would allow the Worker to perform the essential functions of their position.
- State the probable duration of the need for the accommodation.
The employer’s communication to the department should not:
- Identify the exempted Worker.
- Identify the disability or religious belief, practice, or observance for which the exemption was granted unless it is necessary to provide an accommodation.
The department will review the proposed accommodations and provide for such accommodations where they do not present an undue hardship. In determining whether the proposed accommodations are reasonable, the department will consider, among other things, the impact the accommodation may have on the health and safety of department employees, visitors, and individuals under the jurisdiction of the department.
If the department approves the proposed accommodations, the Worker will be allowed to work at Department Facilities once the accommodations are implemented. To the extent permitted by law, Workers that receive an accommodation must comply with the department’s COVID-19 safety measures. It may take the department a significant amount of time to review and implement accommodations so please plan accordingly.
If you have any questions regarding the measures the department has implemented in response to the proclamation, please contact the department’s contract manager or email (email) your questions.