A collection of answers to questions received by Odyssey HR staff on the ins and outs of where, when, and how to work and record your time while we’re on the current modified status. The linked FAQ page will be updated as the situation evolves.
Odyssey Policy—Compliance with Government-Mandated COVID-19 Vaccinations
In accordance with Odyssey’s legal obligation to comply with all Presidential Executive Orders, DoD and FAR implementation directives, and other federal and state laws, the document linked to below sets forth the Odyssey policy regarding compliance with government mandatory COVID-19 vaccinations for federal contractor employees…
FAQs Regarding Certification of Vaccination (DD Form 3150), Testing For Unvaccinated Personnel, and Mandatory Vaccination
These FAQs have been prepared as guidance to Odyssey employees based upon the latest information available pertaining to the September 7, 2021 Memorandum of the Under Secretary of Defense (USD) for Personnel and Manpower, “Force Health Protection Guidance (Supplement 23) – Department of Defense Guidance for Coronavirus Disease 2019 Vaccination Attestation and Screening Testing for Unvaccinated Personnel”, and the President’s September 9, 2021 Executive Order on Ensuring Adequate COVID Safety Protocols for Federal Contractors. All employees are encouraged to review the USD’s Memorandum. If there are inconsistencies between these official documents and these FAQs then the latest interpretation of the official documents will govern.
Are You Experiencing Burnout?
Updated: December 17, 2021
Hello,
If you will, allow me to pose a question to set the stage for this month’s ALCON: Do you think you are on the verge of or are experiencing burnout?
If your answer is yes, you are not alone.
Whether you are going into work or working from home, the COVID-19 pandemic has changed the way we all work. Fear and anxiety about COVID, its myriad mutations, and the seemingly constant debate about vaccines and boosters has been overwhelming (more on this topic later). How you cope with these emotions and stress can affect your well-being, the well-being of the people you care about, your workplace, and your community. It is critical that you recognize what stress looks like, take steps to build your resilience and manage job stress, and know where to go if you need help.
Recognize the symptoms of stress you may be experiencing:
- Feeling irritation, anger, or in denial
- Feeling uncertain, nervous, or anxious
- Lacking motivation
- Feeling tired, overwhelmed, or burned out
- Feeling sad or depressed
- Having trouble sleeping
- Having trouble concentrating
Know the common work-related factors that can add to stress:
- Concern about the risk of being exposed to the virus at work
- Taking care of personal and family needs while working
- Managing a different workload
- Feelings that you are not contributing enough to work or guilt about not being on the frontline
- Uncertainty about the future of your workplace and/or employment
- Learning new communication tools and dealing with technical difficulties
- Adapting to a different workspace and/or work schedule
Follow these tips to build resilience and manage job stress:
- Communicate with your coworkers, supervisors, and employees about job stress.
– Identify things that cause stress and work together to identify solutions.
– Talk openly with employers, employees, and unions about how the pandemic is affecting work. - Expectations should be communicated clearly by everyone
– Ask about how to access mental health resources in your workplace. - Identify those things which you do not have control over and do the best you can with the resources available to you
- Increase your sense of control by developing a consistent daily routine when possible
– Keep a regular sleep schedule
– Take breaks from work to stretch, exercise, or check in with your supportive colleagues, coworkers, family, and friends.
– Spend time outdoors, either being physically active or relaxing.
– If you work from home, set a regular time to end your work for the day, if possible.
– Practice mindfulness techniques.
– Do things you enjoy during non-work hours. - Remind yourself that everyone is in an unusual situation and everyone deals with stress differently. Do your best not to lash out because someone has a differing opinion
- Take breaks from watching, reading, or listening to news stories, including social media. Hearing about the pandemic repeatedly can be upsetting and mentally exhausting
- Connect with others. Talk with people you trust about your concerns, how you are feeling, or how the COVID pandemic is affecting you.
– Connect with others through phone calls, email, text messages, mailing letters or cards, video chat, and social media. - Check on others. Helping others improves your sense of control, belonging, and self-esteem.
– If you feel you may be misusing alcohol or other drugs (including prescription drugs) as a means of coping, reach out for help.
– If you are being treated for a mental health condition, continue with your treatment and be aware of any new or worsening symptoms
We have all been dealing with this pandemic for far too long and it has taken its toll on us all in some form or another. Please continue to take care of yourselves and your families, especially during the holiday season, rest and recharge for the coming year.
Executive Order 14042 and the COVID Vaccine Mandate
Last month I outlined President Biden’s executive order and the federal government’s COVID-19 vaccination mandate for federal contractor employees. I also mentioned the situation was fluid and our response would be the same. On December 7th, US District Court (Georgia) Judge Stan Baker blocked the federal contractor vaccination policy, and found that the President likely exceeded his authority under the Procurement Act when he issued the mandate because “in its practical application, it operates as a regulation of public health” and that Congress did not clearly authorize the president to use the Procurement Act to impose a vaccine requirement on contractors that will have “vast economic and political significance.”
The court held that the Procurement Act gives the President only the authority to “achieve a flexible management system capable of making sophisticated judgments in pursuit of economy and efficiency” in government procurement and contracting, but does not authorize the President to create rules and regulations that act, in its application, “as a regulation of public health which is not clearly authorized under the Procurement Act.”
Citing the U.S. Supreme Court, the district court held that “Congress is expected to “speak clearly” when authorizing the exercise of powers of “vast economic and political significance”. In this matter, the court found that plaintiffs have a strong likelihood of showing that Congress has not clearly granted the President under the Procurement Act the powers that the President exercised. The court further found that even if Congress did “speak clearly” in authorizing the President to exercise the powers that he did under the Procurement Act, that the plaintiffs have a likelihood of proving that EO 14042 “does not have a sufficient nexus [connection] to the purposes of the Procurement Act and thus does not fall within the authority actually granted to the President in that Act”. In other words, while the President has great deference to act under the Procurement Act, the President’s EO is not reasonably related to the purpose of the Procurement Act because the President used this act to promulgate a wide and sweeping public health regulation, that being the mandatory vaccination for all federal contractors and subcontractors.
There is a chance that an appeals court could resurrect the vaccine mandate on short notice, and there is no telling whether the current deadlines will be altered or whether federal contractors will have been expected to continue preparing during this temporary stay.
So, what does this mean for Odyssey?
Odyssey has established a workplace vaccination policy because of and in direct response to our compliance mandate with Presidential Executive Order 14042 and our contractual requirements. Many provisions of our policy will not now be implemented as the Government complies with the court-ordered injunction. However, while Odyssey will not be taking action for the time being regarding unvaccinated employees (who do not otherwise have a legal exemption), Odyssey may need to move quickly to enforce compliance deadlines if those are reestablished by an Appellate Court. We will continue to collect proof of vaccination from those already vaccinated. Should an employee refuse to provide proof of vaccination, Odyssey will, for now, stay any adverse employment action against the employee and simply report the employee as “not vaccinated” should a government customer request a list of unvaccinated employees.
The court order does not contain any language enjoining government agencies from taking necessary precautions to prevent unvaccinated contractor employees from being denied access to federal-controlled work sites or buildings come January 18, 2022. Accordingly, at this time, contractor employees who are not fully vaccinated, decline to provide proof of vaccination, or who decline to attest to their vaccination status will likely still have to:
- Take weekly COVID-19 tests and provide evidence of negative COVID-19 test from no later than the previous 3 days prior to entry to a federally controlled work site or building.
- Wear a mask at all times and socially distance; and
- Be subject to government-wide restrictions on official travel.
Personnel Announcements
At Odyssey’s recent Management Offsite, I announced a pair of Organizational realignments amongst the Executive Team. Effective January 1, Doug Emond will assume the new role of Vice Chairman and Chief Strategic Officer, and Kevin Connolly will assume the role of Chief Financial Officer. These changes in job titles will have little impact on Doug and Kevin’s daily activities but are made to better align with their areas of focus. Doug’s role will be to assist me with corporate-level strategic initiatives, and Kevin will continue to manage the corporate business operations staff and assume a greater role in managing the company’s relationship with our financial institutional partners. Matt Kasberg, as our COO will continue to lead our integrated Operations and Business Development activities.
I’d also like to take this opportunity to announce that Beth Adams, Odyssey’s Manager of Business Process Improvement, will report directly to Kevin after the New Year. This move is being made to appropriately align the role of Quality within the organization and continue to stress the importance of process improvement and standardization for the company.
A fourth recent change to the organization is the addition of Mr. Dan Gordon as Odyssey’s Executive Director of our Aviation Group. Dan is a former Colonel in the USAF where he was the SPM and Aircraft Sustainment Group Commander for the F-16. He also supported satellite communications and various staff functions in the Air Force. Since his military retirement, Dan managed the operations of a family-owned electronics manufacturer. Please join me in welcoming Dan to the Odyssey Team!
Lastly, Odyssey will be welcoming Mr. Dustin Hicks to our Business Development team on January 10th. Dustin hails from Huntsville, AL, and most recently served as the Senior Acquisition Advisor at Army Futures Command for the Future Vertical Lift Cross Functional Team. Dustin’s addition to the team addresses an area of long strategic interest to Odyssey and we look forward to his helping build the company’s presence in the Huntsville market.
As we near the end of 2021 and embark on the holiday season, I’d like to thank you all for your contributions to Odyssey’s continued success and wish you all a Happy and Healthy Holiday!
All my best,
COVID-19 Update, August 16, 2021
Updated: August 16, 2021
Hello,
When the US Government approved three COVID-19 vaccines for emergency use back in the spring, I was very hopeful that my COVID-related ALCONs would be a thing of the past.
Alas, I was wrong.
A worrying rise in coronavirus cases in the US and many other places in the world is fueling concerns that the pandemic has come back for another round. Cases are increasing in all 50 US states and some cities are once again considering or already imposing mask mandates. According to the Centers for Disease Control and Prevention, there’s been a 700% increase in the week-over-week average of COVID-19 infections in the United States since July 1st.
“There’s no doubt we’re seeing a surge in cases now,” said Dr. William Moss, a professor of epidemiology at the Johns Hopkins Bloomberg School of Public Health. “The United States was at a low point in new cases in late June, with an average of about 10,000 a day. Today the average is closer to 125,000 a day” he said.
“That’s when people in this country became really optimistic. The combination of the delta variant, susceptibility due to relatively low vaccination coverage, some relaxing of our public health measures, these all came together and we’re seeing this wave,” Moss said.
In the first 12 days of August, the United States reported more coronavirus cases than it did in all of July, according to a USA TODAY analysis of Johns Hopkins University data.
That’s 1.33 million cases. At this month’s average rate, the country would report some 3.4 million cases, making it the fourth-worst month of the entire pandemic.
“There’s bad news and there’s less bad news,” is how Andrew Noymer, a professor of population health at the University of California, Irvine, put it.
“We have a vaccine that works wonderfully now,” he said, “so our peak shouldn’t be five-sevenths as big as the previous summer.”
“The U.S. numbers parallel what was seen in the United Kingdom and in Israel when the extremely transmissible delta variant hit those nations,” said Dr. Monica Gandhi, an infectious disease expert at the University of California, San Francisco.
“The only small comfort is that in areas of higher vaccination in our country, hospitalizations are not following the trend of cases to the same degree as in prior surges without vaccination,” she said.
Immunity moving forward
The available data shows the persistence of protective antibodies eight months after an infection and six months after the second shot of either the Pfizer-BioNTech or Moderna vaccines and eight months after a single Johnson & Johnson shot. Protection against severe illness remains very high. For Pfizer, it is 97% and for Moderna it’s 93%, CDC said.
The CDC’s advisory committee will meet again Aug. 24 to discuss incoming data about the effectiveness of the COVID-19 vaccines, enduring immunity and the possible need for booster doses.
The pandemic, said Noymer, appears far from over.
How far from over? No one can say with certainty, but we all can, and should, continue to protect ourselves from contracting or spreading the virus by practicing good hygiene and following CDC guidance.
Also, as you likely know, President Biden announced on July 29 that all federal employees and onsite contractors will be asked to attest to their vaccine status and if they do not attest to being fully vaccinated then they will have to wear a mask, regardless of their location; maintain a social distance from others at work; comply with weekly or twice weekly coronavirus testing, and be limited on official travel.
To be clear, this is not a mandate to get vaccinated by either the Government or Odyssey. It does, however, mean those who are not vaccinated will have to adhere to additional safeguards when working on-site. We are following this development very closely, coordinating with local Government leadership where we provide on-site support and will share additional guidance as it matures.
In the meantime, please do everything you can to stay healthy and remain safe.
With sincerest regards
Massachusetts COVID-19 Emergency Sick Leave
Updated: June 17, 2021
Under the terms of Chapter 16 of the Acts of 2021 (An Act Providing for Massachusetts COVID-19 Emergency Paid Sick Leave), which was enacted by the Legislature and signed by Governor Baker, effective May 28, 2021, employers are required to make paid leave time available to employees for COVID-related illnesses, quarantine, and vaccinations, and then may apply for reimbursement from the state.
To learn more, visit https://www.mass.gov/info-details/covid-19-temporary-emergency-paid-sick-leave-program.
We Care About How You’re Doing!
Please share how you’re adapting to our new normal. We welcome your suggestions, requests, tips, and any thoughts you think might be helpful for others! In addition, we’d love to hear if you are giving back to your community—let us know!
We’d love to see photos of your WFH space, pictures of yourself powering through with your family, pets, and/or you helping your neighbors. Please email them to: catherineemond@odysseyconsult.dev. They might just be featured on this page soon!