The CSU last week (July 27, 2021) announced it would unilaterally implement a vaccination mandate for all employees. CSU took this action without completing bargaining on a previous policy, announced in April, calling for a mandatory vaccine upon full FDA approval (projected to come by October). This latest imposed policy gives students and employees until Sept. 30 to provide vaccine certification. CSUEU objects to the unilateral change and is filing an unfair practice charge with the Public Employee Relations Board (PERB). We will demand the status quo be restored. The new vaccination policy has an exemption process for medical or religious reasons. Our Union asked for a third exemption – for those who have not been vaccinated because of its Emergency Use designation by the FDA – but the CSU rejected our request. CSU is announcing a garbled and improperly enforced health policy. Some campuses are requiring explanation of exemptions that are questionable, particularly in terms of religious beliefs. CSUEU is requesting copies of all vaccination mandate procedures and exemption forms. Because of the CSU’s hasty action, there is no standardized set of forms. We are also requesting campus union leadership to collect and forward information to CSUEU headquarters. The Chancellor’s Office has told us that no employee discipline will take place in connection with the unilateral policy until new bargaining is completed. While this allows employees to flout procedures with impunity, it is a ridiculous approach to public health policy. It is confusing to employees and managers alike and is misleading about the final policy requirements. The Union’s advice to employees is to act responsibly and stay informed about the status of negotiations. We encourage COVID-19 vaccinations for everyone except those who, for medical or religious reasons, cannot be vaccinated. For those who are reluctant to be vaccinated for other than medical or religious reasons, we encourage investigating medically authoritative information and making the best decision for your safety and the safety of others. If an employee has objections to the procedures of this policy, there is no punishment for non-compliance at this time. Nevertheless, the current state of the law is that an employer can require vaccination provided there are medical and religious exemptions. Yes, this is confusing and contradictory – this is why CSUEU demands that CSU complete bargaining before implementation. We hope that the CSU will correct this misstep and we can all see a reliable policy.