PREP Act Liability Protections worked, COVID-19 vaccines are safe and life-saving

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Attorney David BetrasAs Brad Pitt and J-Lo know only too well, being a celebrity, a status I achieved thanks in no small part to this column and the quite fetching full-color headshot that runs with it, can sometimes be a pain in the gluteus maximus. That pain has become excruciating in recent weeks as a growing number of incredibly intense people have accosted me in public because I believe everyone should receive the COVID-19 vaccine and I support vaccination mandates.

Look, I am more than willing to engage in a fact-based debate about the pandemic and the measures being taken to end it. But I run out of patience when someone shoves their smartphone in my face while I am sitting in a restaurant eating and screams DAVID, DAVID, look at this Facebook post—thanks for that Mark Zuckerberg—and then proceeds to tell me at the top of their lungs that the vaccines contain computer chips, are made from dead babies, will alter my DNA, and render me infertile.

Well, okay, none of those things are true, a detail that has exactly zero impact on the wild-eyed disbelievers who hover around me like buzzards circling roadkill until I give up and run for the door.

A couple of days ago, however, one of the vaccine resisters who has dedicated his life to disrupting my dinner made a relatively cogent point, albeit in a belligerent manner. “Hey, Mr. Big Shot Trial Lawyer, if the vaccines are so safe, how come the government passed a law that says vaccine makers and those who dispense it can’t be sued when their poison kills and maims people? Why did they leave victims out in the cold? They did it because they know the death toll is going to be in the millions, that’s why.”

COVID Vaccination Rates, U.S. and OhioSo, my tormenter is right about one thing: the federal government has extended nearly total liability immunity to manufacturers, distributors, prescribers, and dispensers of products developed to treat, diagnose, or prevent the onset of COVID-19.

But it is important to remember that the Public Readiness and Emergency Preparedness Act (PREP) which provides the immunity was not enacted specifically to protect the makers of COVID-19 vaccines. It was enacted by Congress and signed into law by George W. Bush in 2005 in the wake of a serious bird flu outbreak. The rationale for the law was simple: the liability shield would give drug makers the protection they needed to respond quickly and effectively to a public health crisis.

When Coronavirus hit, the law worked exactly as planned. On February 4, 2020, the Trump Administration declared COVID-19 to be a public health emergency and invoked PREP. Within months the first vaccines were ready for use. Today, 191 million Americans have been vaccinated, and due in large part to vaccine mandates imposed by employers, the spread of the Delta variant is easing rapidly.

While my anti-vax buddy was right about the existence of the liability shield, he was wrong when he said those hurt or killed by the vaccine would be left out in the cold. Anyone who believes they have suffered serious side effects from a COVID-19 vaccine is eligible to file for benefits from the Countermeasures Injury Compensation Program (CIPC), a special fund established to provide payments to anyone who was injured by any drug or treatment related to a PREP emergency declaration. To date, while 416 million doses of the vaccine have been administered only 296 COVID-19 related claims have been filed.

Now that is a statistic that should be all over Facebook.

Can employers ‘out’ unvaccinated employees?

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Attorney David BetrasRecently one of our Facebook followers messaged us this important and interesting question:

“Can an employer ask workers if they have been vaccinated for COVID-19 and are they allowed to ‘out’ those who have and have not?”

Like most employment issues related to the pandemic, the answer to that straightforward question is complicated, multi-faceted, and evolving. But I am certainly willing to take a shot at responding.

I want to preface the discussion by reminding everyone of two critically important facts: First, employers are generally permitted to require all workers to be vaccinated. Second, workers who refuse may be disciplined and/or fired unless they are protected by a union contract, have a disability or object to getting a shot due to sincerely held religious beliefs.

Employers must offer people who fall into the latter two categories “reasonable accommodations” that will enable them to continue to work.

Now let us consider whether the Americans with Disabilities Act (ADA) permits employers to ask workers if they have been vaccinated. According to guidance issued late last year by the Centers for Disease Control and Prevention as well as the Equal Employment Opportunity Commission, the answer is yes as long as inquiry does not elicit information about a disability that would trigger the ADA’s requirement that all inquiries be “job-related and consistent with business necessity.”

Tip for employers: You do not want to do that.

To avoid running afoul of the ADA, employers should do the following when requesting vaccination information:

• Design the request so it is not likely to elicit information about a disability;
• Do not ask why a worker was not vaccinated;
• Warn employees not to provide any medical information when providing proof of vaccination.

Employers also have the right to ask for any number of reasons: to verify compliance with a vaccine mandate; prove that an employee has qualified for a vaccination incentive; to determine if an employee can return to work on-site; to comply with a customer’s demands that a vendor’s workforce has been vaccinated; or to inform the public that workers at a restaurant, store or other type of business that involves interaction with patrons have received their shots.

In fact, I can envision “Guaranteed COVID-19 Free” becoming a popular advertising slogan in the months ahead.

Now that we have a basic understanding of what employers may do, it is time to address what they may not do: They cannot “out” or identify workers who have or have not been vaccinated.

While it is generally legal to ask the question, it may be considered a medical inquiry which would make each employee’s response confidential medical information protected under statutory and common law. The law also obliges employers to protect workers’ personal and health information including their vaccination status.

I urge employers to take all steps necessary to meet that obligation.

As I mentioned at the beginning of the column, COVID-19 employment law is evolving rapidly so businesses and workers should protect themselves by keeping up to date with their rights and obligations.

While the pandemic is, hopefully, coming to an end, it may take years to resolve the legal issues and lawsuits it has spawned. I will do my best to keep my readers informed.

YOUR LEGAL RIGHTS | Can a worker be fired for refusing to be vaccinated against COVID-19?

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Attorney David BetrasNews about the approval of COVID-19 vaccines has raised two things: hope that the pandemic will end in the not too distant future and lots of questions including the one I’ve been asked most: Can a worker be fired if their employer requires them to be vaccinated and they refuse?

The answer is, with limited exceptions, “yes.”  That’s because in “will-to-work” states like Ohio employees can be fired for a good reason, a bad reason, or no reason at all. Your boss doesn’t like the way you said “hello” when you walked in? You’re gone. Won’t be vaccinated? Hasta la vista baby, you’re out of there.

Professor Dorit Reiss of the University of California Hastings College of Law puts it succinctly: “Requiring a vaccine is a health and safety work rule, and employers can do that.” And they can show workers the door for failing to abide by the rule.

Some people have reacted with surprise and anger when told they can be canned for refusing to be vaccinated. “I’ll sue,” they say emphatically. “Forcing me to have that needle stuck in my arm violates my Constitutional rights!”

Well, not so much.

What most folks don’t know is that workplace vaccination requirements aren’t new and they passed Constitutional muster long ago. The health care industry provides a prime example. State and federal courts have repeatedly ruled providers can compel workers to be immunized against the flu and numerous other diseases. Don’t want to do it? That’s cool. Turn in your stethoscope, take off your lab coat, and don’t let the door hit you in the posterior on your way to a new career.

Doctor holding vial of Covid vaccineAbout the exceptions, I mentioned earlier. They exist, but they are incredibly difficult to secure.  Under Title VII of the Civil Rights Act of 1964 employers must make “reasonable accommodations” for workers who object to being immunized due to their “sincerely held” religious beliefs. Here’s a tip: personal or ethical objections like those harbored by members of the “anti-vax” movement generally won’t qualify as a religious belief.

In addition, people whose medical conditions could be worsened or impacted by the COVID-19 vaccine may use the provisions of the Americans with Disabilities Act (ADA) to force employers to make exceptions to a vaccine work rule. Here are some important points to ponder before seeking an exemption under these federal laws: the burden of proof falls squarely on the employee seeking the exemption, reasonable accommodations must not create an undue burden on employers, and in almost all instances the ADA’s “direct threat standard” trumps the reasonable accommodation rule. Oh, and you’re most likely going to need an attorney to assist in the process.

Finally, here’s the question that follows the question about vaccination requirements: If I’m fired for refusing to be immunized, will I be eligible for unemployment compensation (UC)? While the rules related to COVID-19 are unsettled, workers terminated for violating existing immunization mandates generally do not qualify for UC.

That’s another factor to consider as you decide whether or not to roll up your sleeve when the vaccine comes to a neighborhood near you.

Ohio inmates serving time in state prisons ravaged by COVID-19 may file for judicial release

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Ohio’s state correctional facilities are COVID-19 hotspots. If you have a relative or friend incarcerated at one of these dangerous facilities Betras, Kopp & Harshman may be able to help by securing their judicial release from prison.

Call us today at 330-746-848 or 800-457-2889 to learn more!

Under Ohio law, qualifying inmates may ask their trial court judge to grant early “judicial release” from prison. The procedure is complicated and requires the preparation and filing of motions and court hearings, but it does offer a ray of hope for people trapped in the state’s COVID-19 ravaged correctional facilities.

An inmate is eligible if the following apply:

☑️He or she was sentenced in Ohio state court for Ohio state offenses.
☑️The sentence includes a “non-mandatory” prison term.
☑️The offender is not imprisoned for a felony related to and committed while he or she held public office in Ohio.

Eligible inmates may be granted judicial release according to this time-served schedule:

☑️Sentence of two years or less: eligible for immediate release.
☑️More than two years but less than five: must serve six months.
☑️Five years: must serve four years.
☑️More than five years but less than ten: must serve five years.
☑️More than ten years: the greater of half the time sentenced or five years.

Don’t delay, contact us today to learn more about the judicial release process. If your relative or friend is eligible Betras, Kopp & Harshman’s experienced criminal defense team will go to work immediately to secure their release from Ohio’s COVID-19 ravaged prisons.

Don’t delay. Contact us TODAY!

BKH’s new procedures for office visits will keep clients, employees safe

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As an essential business, Betras, Kopp & Harshman has been open and serving clients during the COVID-19 crisis. We will continue to be here for you throughout the emergency.

On Monday, May 4 we are instituting the following procedures for office visits:

Anyone visiting the office must schedule an appointment in advance by calling 330-746-8484 or 800-457-2889.

All visitors must enter and leave our office at 6630 Seville Drive in Canfield via the building’s lower entrance. To access that entrance please turn left just after pulling into our driveway from Seville.

All visitors must wear face masks while in the building.

Visitors will have their temperature taken upon entering.

Visitors whose temperatures are above normal will not be permitted to enter the premises.

Visitors will be asked to cleanse their hands with hand sanitizer before proceeding to their appointment.

Strict social distancing protocols will be observed during all meetings/conferences.

Only people who are meeting with an attorney or staff member will be permitted to enter the premises. No spouses, significant others, children, other family members, or friends will be permitted in the office during your visit. If you are accompanied by a companion(s), we ask that they wait in the car.

If you are not feeling well on the day of your meeting or are exhibiting the following symptoms please call us to cancel and reschedule your appointment:

We are taking these precautions to protect you and our employees as we continue to provide the legal representation you need and deserve.

Finally, we want to remind you that we are able to meet with you remotely via Skype, Facetime, or teleconference.

Be well, stay safe, and remember, we’re all in this together.

Betras, Kopp & Harshman is open, law firm will launch free, online Covid-19 legal clinic on Wednesday, March 25

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Betras, Kopp & Harshman Managing Partner David Betras announced today that the law firm, which has been designated an “essential business” under the Stay at Home Order issued March 22 by the Ohio Department of Health will remain open during the Covid-19 crisis. You may view the order here: DirectorsOrderStayAtHome

Attorney Betras also announced that as a public service, BKH will, for the duration of the emergency, conduct free, live Covid-19 legal clinics every Wednesday morning from 9:00 A.M to 11:00 A.M. via Facebook Live. “This is a confusing and frightening time,” he said. “We know people here in the Valley and across Ohio have lots of questions related to their jobs, health care, and finances. We’re going to do our best to answer their questions and provide sound advice that will help them cope with the crisis.”

The free clinics will be broadcast and archived on the firm’s Facebook page, https://www.facebook.com/BetrasKoppandHarshman. Questions may be submitted during the broadcast via Facebook messenger, by calling 330-746-8484, 800-457-2889, or via email to dbetras@tb5.ddf.myftpupload.com. The first session will be conducted on Wednesday, March 25.

Atty. Betras noted that BKH has established new protocols for in-person client meetings. “We will observe social distancing protocols at all times and the number of visitors who may be present in the office will be limited to ten or less,” he said. “We’re asking any client who has a previously scheduled appointment or may have a hearing or trial pending to confirm the day and time by calling 330-746-8484 or 800-487-2889.”

As an alternative to in-person meetings the firm’s attorneys and staff are prepared to conduct initial consultations, meetings, and conferences via telephone, Facetime, and/or Skype. “This situation is not going to prevent us from aggressively representing our clients. We’re prepared to take extraordinary measures to protect our clients during these extraordinary times,” Atty. Betras said.