Waterbury Regional Chamber
blog
Undoubtedly, one of the primary reasons businesses join their local Chamber of Commerce is for networking. Chamber events, such as Out For Businesses, Wake Up Your Businesses, Out for Health's, Business Connection Groups, programming for young professionals, and award dinners, the Chamber provides an excellent platform for connecting with fellow entrepreneurs and professionals. These interactions can lead to valuable partnerships, collaborations, and referrals that can significantly impact the growth of your business. But even if you can't attend our events, your membership is working for you and your business. Let's explore a few of those ways. 1. Advocacy We are known for advocating on behalf of local businesses, acting as the collective voice of the business community, representing your interests to local government bodies and policymakers. Your membership supports the advocacy efforts that can result in favorable policies, reduced regulatory burdens, and a more business-friendly environment. Each year, the Chamber produces a state legislative agenda and local municipal agenda to help guide public policy, based on member input. We also provide opportunities, such as our annual Legislative Summit, mayoral luncheons, and debates, to hear directly from elected officials. The Chamber employs a fulltime lobbyist and has on its staff a Director of Government Affairs and Economic Development to help have your voice heard at all levels of government. 2. Business Resources and Support Chamber memberships come with access to a wealth of resources and support. From our Human Resources Council, Healthcare Council, Young Professionals organization, Manufacturing Council, Business Women's Forum, and Leadership Greater Waterbury, the Waterbury Regional Chamber offers a wealth of programming, workshops, and business development tools that can empower you to grow and succeed. As a sitting member on many regional workforce development partnerships, the Chamber also has keen insights into the area's labor force through our annual Economic Workforce Survey. We also plan several regional job fairs each year, helping to bring 100s of job seekers in front of your business to fill your job openings. The Chamber also sends out frequent communications to our members, helping them stay-up-to-date on the latest regulatory changes, grant opportunities, and other business development initiatives. The Chamber is also the administrator for the Western Connecticut Tourism district, bringing opportunities for key partnerships. 3. Credibility and Trust Being a Chamber member carries a certain level of prestige and credibility within the local community. It signifies your commitment to the community and your dedication to ethical business practices. Consumers and other businesses view Chamber members as trustworthy and reliable, which can enhance your brand's reputation. The Waterbury Regional Chamber has been an active voice in the area's business community since 1890! One of our affiliate organizations, the Naugatuck Chamber, was established more than 100 hundred years ago: in 1922. 4. Marketing and Exposure A chamber membership includes marketing and promotional opportunities that can help boost your visibility. These can range from having your business listed in an annual Chamber directory and on our website to sponsorship opportunities at events. Additional opportunities include promotion in our monthly newsletters, on our social media channels, advertising discounts with a local newspaper, manufacturing and healthcare supplements that highlight member businesses, and more. Such exposure can help attract new customers and clients to your business. Through our strategic partnerships and sister organizations, the Chamber also provides its members with countless events throughout the year, such as Duck Day in Naugatuck and the Brass City Brew and 'Que, to give members the opportunity to showcase their products and get in front of thousands of new customers. 5. Access to Affinity Programs The Chamber provides member-exclusive discounts on services and products from office supplies and local theater tickets to to marketing tools and catering. These programs can result in cost savings for your business, effectively offsetting the cost of your membership. For businesses located in downtown Waterbury, the Waterbury Regional Chamber also offers a discount on monthly parking for your employees, potentially saving you hundreds of dollars each year. 6. Professional Development The Chamber frequently organizes workshops and since 1985 has run Leadership Greater Waterbury to help members develop their professional skills and stay updated on industry trends. These opportunities can help you and your team stay competitive in a rapidly changing business landscape. To learn more about the benefits of the Chamber or to join, click here.
6 Comments
Connecticut Governor, Ned Lamont issued a new Executive Order (EO 13G) this month that requires certain employees be vaccinated for COVID-19 by September 27, 2021. The mandate applies to: current and future state employees, state hospital employees, public and non-public pre-K to grade 12 school system employees and child care center, group child care home, family child care home, or youth camp employees, as well as certain contractors conducting business in state, school, or child care facilities (“subject employees”). The Connecticut Department of Public Health (“DPH”) recently issued a guidance that provides clarifications.
Carmody’s Labor & Employment team has received many inquiries from covered employers. We share below some frequently asked questions. It is important to note that the following questions do not cover guidance for state agency or state hospital employees, which have more rigid requirements. Must all current employees be vaccinated by September 27, 2021? No. Subject employees may choose weekly testing in lieu of vaccination. Employees choosing testing must submit weekly PCR or antigen SARS-CoV-2 test results from a test administrated and reported by a licensed clinical laboratory, pharmacy-based provider, or other healthcare provider. The test results must be submitted within 72 hours of the test being administered. Subject employees, in the process of becoming fully vaccinated must provide documentation of a first dose (of a two dose vaccine) and proof of appointment to receive the second vaccine. Subject employees may also obtain medical or sincerely held religious belief exemptions. What must I collect from my current employees by September 27, 2021? On or before September 27, 2021, covered employers must receive from each and every subject employee proof of vaccination and a signed declaration of authenticity. Vaccination proof includes the valid CDC vaccination card, vaccine provider record, Vaccine Administration Management System certificate, or immunization record from CT WiZ. If a subject employee requests a medical exemption, the employer must receive a medical exemption form that is signed by either the employee’s MD, DO, PA, or APRN. A sincerely held religious belief exemption must also be documented in writing. If a subject employee chooses to be tested in lieu of receiving the vaccine, the employee must submit weekly testing results in accordance with the information in Question 1. Covered employers must develop a secure method for employees to submit their testing results, vaccination documentation, certificate of authenticity, and/or medical or sincerely held religious exemption documentation. Are employees subject to a medical or sincerely held religious exemption required to be tested weekly? Yes. The Executive Order requires that any subject employee who is not fully vaccinated as of September 27, 2021 complete weekly testing in accordance with the procedure described in Question 1. The DPH guidance further clarified by specifically stating that subject employees with medical or sincerely held religious belief exemptions must comply with testing requirements. Do the requirements change for employees hired after September 27, 2021? Yes. Employees hired after September 27, 2021 may not choose testing as an alternative. However, employees hired after September 27, 2021 with medical or sincerely held religious belief exemption remain subject to testing requirements. What happens if my current employee has not submitted required documentation by September 27, 2021 or fails to submit timely testing results? An employee bears the responsibility of providing required documentation. A covered employer may not allow a non-compliant subject employee on premises. If an employee chooses testing, who pays? While neither the Executive Order nor the DPH guidance directly address this issue, it appears that the employee would bear the cost of testing. This is a costly requirement as insurers are not required to provide free testing when an employee is not experiencing symptoms or has not been exposed to COVID-19. We anticipate further guidance on this issue to combat the potential conflict with wage and hour laws. There also is no guidance on payment for testing for employees subject to a medical or sincerely held religious belief exemption. Are there any testing requirement waivers? Yes. Unvaccinated subject employees who were diagnosed with COVID-19 in the past 90 days may receive a waiver from testing signed by their healthcare provider. Upon expiration of the waiver, the subject employee will immediately be required to complete weekly testing if not fully vaccinated. How am I required to document employee compliance? Employers are required to maintain a master roster of all subject employees and the vaccination status of each employee. If a subject employee has chosen the testing alternative, the master roster must contain the weekly results. Valid waivers and exemptions must also be documented on the roster. See Appendix A-E of the DPH guidance for sample forms. Is this requirement the same as President Biden’s requirement? No. President Biden’s “Path out of the Pandemic” vaccination requirement (only effective on the publication of an Emergency Temporary Standard) applies to employers with more than 100 employees. How long will this requirement last? At the time of this publication, Governor Lamont’s executive authority is scheduled to end on September 30, 2021, however, it is anticipated that this executive authority will be extended to February 9, 2022 pursuant to a legislative vote occurring in the Connecticut House of Representatives on Monday, September 27, 2021 and the Connecticut Senate on Tuesday, September 28, 2021. Carmody’s Labor & Employment attorneys are available to help you with developing policies, procedures and notices to address and comply with this executive order and any upcoming directives. Nick Zaino 203.578.4270 [email protected] Stephanie Cummings 203.575.2649 [email protected] This information is for educational purposes only to provide general information and a general understanding of the law. It does not constitute legal advice and does not establish any attorney-client relationship. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |
|