The University of California issued a systemwide executive order that all students and employees - living, learning, or working - at any UC location must receive a flu vaccine before Nov. 1.

To support the health and well-being of the UC community, employees who do not certify that they have received the 2020-2021 flu vaccine or have an approved exemption or accommodation will not have access to university facilities.

Information Below is for Davis Campus Employees

Requesting an Exemption or Accommodation

Employees who require an exemption (medical or religious) from the flu shot mandate should first talk with their supervisor. 

• Religious Accommodations: expand for supervisor guidance
• Updated Oct. 10
  When an employee requests a religious accommodation in connection with the flu vaccine mandate:
  
  1. The supervisor should ask the employee to complete the Religious Accommodation Request Form.
  2. The supervisor should send the employee's completed form to their department's Employee Relations consultant.

• Medical Exemptions: expand for supervisor guidance

• Updated Oct. 10
  When an employee requests a medical exemption in connection with the flu vaccine mandate:
  
  1. The supervisor should ask the employee to complete a Medical Accommodation Request Form.
  2. The supervisor should send the employee's completed form to Disability Management Services (DMS) at reasonableaccommodationrequest@ucdavis.edu.
  
  After considering all of the facts, and consulting with DMS as necessary, supervisors will determine if an employee’s request for medical accommodation is granted or denied, and communicate that to the employee.

  Typically, medical exemptions are limited to people with:
     > Severe, life-threatening allergies to flu vaccine or any ingredient in the vaccine
     > History of Guillain-Barré Syndrome

  Note: an egg allergy is no longer a qualifying factor for a medical exemption.

When Considering an Exemption or Accommodation

Supervisors, in consultation with their HRBP and Human Resources (ELR and DMS) will generally first consider whether it would be reasonable to permit the employee to work entirely remotely during the 2020-21 flu season. This is generally the preferred accommodation.

Other possible accommodations might include:

• Requiring the employee to wear a mask (or a mask plus face shield) at all times, when in public areas.
• Implementing physical distancing measures (e.g., provide the employee private office, modify employee’s schedule to minimize contact with others.)

Online Resources

• University of California systemwide executive order on flu vaccines
• University of California flu vaccine FAQ for employees
• Campus Ready flu vaccination and flu clinic webpage

Top FAQs

• Is the flu vaccination requirement a permanent change to UC policy?
• No. The new requirement is based on the university’s assessment of the current situation and will be revisited as the situation demands.
• Will employees working remotely this fall need to document immunization by November 1?
• If employees working remotely need to access a UC facility at any time, they must certify by November 1 that they have received the 2020-2021 flu vaccine or have an approved exemption or accommodation.
• Will this requirement apply to union-represented employees?
• Yes. UCOP Labor Relations will be bargaining the effects of this new requirement with the systemwide unions prior to implementation.
• Is November 1 a firm deadline for employees to document they’ve received a flu vaccination or an approved exemption or accommodation?
• Yes, this is a firm deadline. Everyone is encouraged to obtain the 2020-2021 vaccine when it becomes available, consistent with CDC guidance.