Are you trying to troll? A person with the common flu/cough/cold will not show symptoms for days. They will spread it to everyone around them during this time. Same principal with covid19. Once 1 person gets it, comes to work, and infects at least 1 person, IT'S TOO LATE.
4/20 just a few days away 
you lazy stoner employees ready to leave at the same time?
you lazy stoner employees ready to leave at the same time?It's always been a bluff. Watch. 24 hours from now there will be no quits. Tuesday: nobody will be talking about a walk out from any building. People will use the covid19 excuse. Why hasn't jesus come back yet? lol same reason. It's all stories and myths. Blah blah blah fear fear fear. Get back to work. Shush. Obey policy. Be quiet. Keep making us numbers. Or go away.
Shut it as if you have any knowledge of what was going on. I was apart of several of meetings . Sadly the Covid pandemic screwed all of us . It was about fairness and negotiation with ConMed then ended up people working from home and let go of. So the pandemic took the problems and made them worse for all of us .
Just quit. Stop making excuses. Nobody will give you the attention you think you deserve.
Yes unfortunately:
United States
On March 17, 2020, the U.S. Equal Employment Opportunity Commission (EEOC) issued an update to its guidance that now expressly acknowledges that employers may implement temperature screening measures in response to the current COVID-19 pandemic. The EEOC noted that “ecause the CDC [Centers for Disease Control and Prevention] and state/local health authorities have acknowledged community spread of COVID-19 and issued attendant precautions, employers may measure employees’ body temperature.” The EEOC did not condition its guidance on further or future assessments by health authorities, nor is the guidance specific to certain communities in the United States. Rather the EEOC appears to be acknowledging the propriety of implementing such measures nationwide. However, the EEOC cautions employers to “be aware that some people with COVID-19 do not have a fever.” In other words, implementing temperature screenings may identify some employees who have a fever (but not necessarily COVID-19) such that an employer may isolate them or send them home from work, but it is not a perfect screening device that will identify all persons who may be contagious with the virus.
This new EEOC guidance helps clarify uncertainty employers were facing on when temperature screenings would be permissible in their individual communities under the Americans with Disabilities Act (ADA). It is important for employers to recognize, however, that this guidance clarifies the ability to use temperature screening under the present circumstances of the COVID-19 pandemic, whereas normally such measures would be unlawful under the ADA. Specifically, the EEOC has previously noted that temperature screenings are considered a medical examination under the ADA, which may not be imposed on current employees unless the examination is job-related and consistent with business necessity. One circumstance meeting that criteria is where the employer has a reasonable belief, based on objective evidence, that the employee will pose a direct threat due to a medical condition. In the context of a pandemic, the EEOC previously stated that temperature screenings are justifiable under this “direct threat” standard where the pandemic symptoms become more severe than seasonal influenza or where a pandemic “becomes widespread in the community as assessed by state or local health authorities or the CDC.” This left employers with operations in less impacted parts of the country (but where community transmission is growing) uncertain of the legality of implementing temperature screening in the absence of direct assessments by state and local public health authorities.
The new guidance from the EEOC now alleviates those concerns and will allow employers to more confidently implement temperature screenings where appropriate for an employer’s individual sites and circumstances. The new guidance does not address or sanction broader health screenings beyond temperature checks and inquiring about COVID-19 symptoms, and employers may wish to carefully ensure any additional measures comply with relevant ADA restrictions or are based on public health authority guidance. In addition, employers should continue to monitor community-specific mitigation guidelines from the CDC, some of which specifically recommend screenings of employees and visitors in those communities.
I was going to be one of the walk outs but I was sent home before I could walk out ConMed had me work from home tsk tsk . Well maybe we can push this out after the virus hits again
Did all of you take the 12 week severance package? Then moonwalked out?
Then moonwalked out? Will someone just moonwalk out already?
heehee
Everyone already did
Nope. You're all still there. Moping around with misery, anxiety, resentment, no libido, drug addiction, etc etc
Kudos,
Capitalism at its finest. Why all the complaining? Show up and do what you are passionate about. You only have this one life to make a contribution to the world. Make it count because when you are long gone your friends, coworkers and family will remember you for this.
Capitalism at its finest. Why all the complaining? Show up and do what you are passionate about. You only have this one life to make a contribution to the world. Make it count because when you are long gone your friends, coworkers and family will remember you for this.