Thread by @MariyaFrost

BREAKING: After overwhelmingly denying accommodations to staff with approved religious exemptions to the vaccine mandate - WSDOT now changes its policy to ALLOW the fortunate few they did accommodate back into office/field work.

2/ Reality is finally overtaking politics. But at what cost? The consequences of WSDOT's 2022 firings are evident in WSDOT's inability to work on #waleg transportation projects, and reduced staff capacity and service on our roads when we need it the most. washingtonpolicy.org/publications/d…

3/ What about the ferries seamen and oilers, and road/bridge maintenance employees and technicians who were denied accommodation because their exemption was religious? If they reapply, do they go through the exemption process again? Can they get back-pay?
washingtonpolicy.org/publications/d…

4/ The new policy allows WSDOT to change and impose new accommodation requirements at will, based on county infection rates. This is bizarre. We know, thanks to CDC, vaccination does not impact local infection/transmission rates. Using this metric is outdated and unscientific.

5/ People like Steve Turcott should still have his job. But he was fired because WSDOT declined to allow him to continue teleworking, saying he needed to attend certain meetings in person - activities he'd done virtually for over a year. washingtonpolicy.org/publications/d…

6/Another WSDOT employee was w/ WSDOT for 30+yrs. His religious exemption was approved but accommodation denied, though he teleworked fully for 18 months w/ only one onsite visit. He should have been accommodated. He was only 6 mos. from retirement. washingtonpolicy.org/publications/d…

7/ These were needless, punitive firings of hardworking staff w/ approved religious exemptions - damaging livelihoods & WSDOT's ability to serve the public. They posed no greater threat than those who will be allowed back on-site on account of the new policy. An incredible loss.

8/ WSDOT should reach out to everyone they fired who had an approved religious or medical exemption, and offer them accommodation and backpay.