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Mercy Urgent Care

Asheville, Brevard, Burnsville, Columbus, Waynesville & Weaverville NC

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COVID-19

Buncombe County Health Dept. Virtual Event

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Let’s Talk: COVID Treatment Options

Mercy Urgent Care is pleased to announce that Family Nurse Practitioner Grace Barnwell was a panelist for the “Let’s Talk: COVID Treatment Options” online event hosted by the Buncombe County Health Department on Thursday, March 31.

FNP Barnwell was one of four panelists discussing COVID treatment options available in Buncombe County. As therapeutic treatments are still a new intervention in the fight against severe illness due to COVID-19, this event was an opportunity for local medical providers to learn more about or discuss treatment options, eligibility requirements, and where to access treatments in the community.

Other panelists included Dr. Stephanie Call, Chair of Internal Medicine for MAHEC; Dr. Chris Parsons, Medical Director for Pardee Center for Infectious Diseases; and (Facilitator) Dr. Jennifer Mullendore, Buncombe County Medical Director.

The event was live streamed in English on the Buncombe County Government Facebook page, in Spanish on the Buncombe County Health and Human Services page, and in American Sign Language on both pages. Audience questions were fielded during the event.

Learn more about the COVID-19 therapeutic treatments offered at Mercy Urgent Care.

Greatest Gift to Healthcare Workers: Help Curtail COVID Spread

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After nearly two years of life within the confines of a global pandemic, I constantly find myself in awe of human resilience. For health care workers everywhere, it’s been a marathon — each day, fighting the same battle, with new and unpredictable twists. Yet through all the ups and downs, they show up. They carry on with compassion.

Make no mistake: Here at Mercy Urgent Care, our patients are not on ventilators. We’re neither an emergency room nor an overflowing ICU. Our role, as an urgent care organization, is to funnel patients with non-life-threatening injuries and illnesses away from the ER, freeing up hospital staff and resources for true emergencies, and to provide assistance when primary care isn’t available. Though we may be just one piece of the community’s health care fabric, each thread plays an important role in holding the structure together.

But the pandemic disrupted the system. When outbreak surges hit our community, it puts immense strain on health care workers across the spectrum — from hospitals to urgent care, primary care to public health organizations. The entire sector is put under more weight than it was designed to hold. There have been times, especially during these surges, that it’s felt impossible to care for everyone arriving at our doors, and I know we’re not alone.

I’ve seen firsthand the weight of this pandemic on our front line workers. Once widely celebrated as heroes, they watched that sentiment wane over time. They watched people move on.

Now, multiple years into the pandemic, health care workers are still picking up the pieces of a drastically changed world. They are tired, but they’re still here for the community. And they still need our support — perhaps now more than ever. The question is: How do you thank someone when “thank you” doesn’t seem like enough?

In all honesty, when surges do occur, what health care workers need is some of the burden lifted — and, to do so, they desperately need your help. For the last two years, the health of our community has relied on the choices its members make, and every individual has an opportunity to make a difference. At times when case numbers are on the rise, doing your part to curtail the spread of COVID-19 is the greatest “thank you” that you could possibly give to health care workers on the front lines. Help us reduce strain on the system, so that we’re all better able to provide you with the care you need, when you need it.

Mercy Urgent Care has a long history of caring for the people of Western North Carolina, and I can’t help but see a parallel between our 122-year history and the pandemic today. First arriving in Asheville during the tuberculosis epidemic of 1900, the Sisters of Mercy opened an 18-bed sanatorium on French Broad Avenue — the first iteration of St. Joseph’s Hospital — to serve the community in a time of crisis. Guided by the core principles of sacredness of life, human dignity, mercy, justice, excellence and service, they provided compassionate care to those most in need.

While much has changed in the century that’s passed since our humble beginnings, these foundational values still live on in Mercy Urgent Care today — and that’s never been more apparent as I’ve watched the pandemic unfold. For two years, I’ve witnessed the resilience of health care workers in a way that I’ve never experienced before. I’ve watched different health care organizations collaborate, for the benefit of the community, on an unprecedented level. Through all the hardships this pandemic continues to bring, I still find myself inspired by all the good that I’ve seen.

If the last two years have shown us anything, it’s that the strength and connectedness of our community makes us capable of great things — even when we’re physically apart. To all health care workers across Western North Carolina, at Mercy and beyond: Thank you. We stand behind you, united. We’re stronger together.

Rachel Sossoman is the president and CEO of Mercy Urgent Care, a nonprofit health care organization based in Western North Carolina. With a mission to provide high-quality, affordable and convenient medical services to all, Mercy Urgent Care treats patients with non-life-threatening injuries and illnesses from its eight urgent care centers across the region, with three locations in Asheville and one each in Brevard, Burnsville, Columbus, Waynesville and Weaverville.

Supreme Court Blocks OSHA ETS

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UPDATE 2/4/22: Effective as of January 26, 2022, OSHA has withdrawn the vaccination and testing emergency temporary standard. Although its withdrawing it as an enforceable ETS, the agency is not withdrawing it as a proposed rule. The agency is prioritizing its resources to focus on finalizing a permanent COVID-19 Healthcare Standard. OSHA strongly encourages vaccination of workers against the continuing dangers posed by COVID-19 in the workplace.

The long awaited and much debated OSHA Emergency Temporary Standard concerning vaccine and testing mandates has been struck down by the U.S. Supreme Court. So, what does this news mean for employers? Experts suggest that, while companies can relax on implementation of the OSHA ETS, they should continue to prepare policies and procedures for employees, including the following:

1. Complete your administrative obligations
The Supreme Court technically didn’t kill the OSHA ETS altogether, but rather reapplied the temporary injunction on implementation while lower courts continue to battle its validity.

If the lower courts rule that all or part of the ETS can proceed to implementation, OSHA likely will begin that implementation immediately, so having your company’s administrative tasks in hand will be helpful. These would include creating an employee roster and collecting vaccination status for your employees, which is lawful under EEOC and HIPAA regulations.

Also, begin developing vaccine and testing policies of your own, making sure those policies are adapted to your unique workplace.  At a minimum, the policies should include:

  • a mechanism for employees to report positive COVID-19 tests.
  • policies regarding positive COVID-19 employees in the workplace.
  • paid leave for employees to get vaccinated.
  • ensuring unvaccinated and not fully vaccinated employees wear face coverings when indoors or when occupying a vehicle with another person.
  • developing educational sessions for employee compliance with company policies.

2. Determine if your company will impose its own mandates
Regardless of the SCOTUS ruling, it is legal in most states for companies to apply their own mandates regarding vaccinations and testing for COVID-19. Consult your company’s legal counsel prior to implementing these types of policies and exemptions.

3. Consider safety obligations for unvaccinated employees
You may want to consider requiring unvaccinated employees to comply with additional safety measure protocols, such as masking requirements or other PPE, physical distancing, or office and travel restrictions. Consider establishing these policies ahead of time to avoid disruption in your workforce.

4. Testing requirements
You can require unvaccinated employees submit to COVID-19 testing on a regular basis. However, you may want to consider the following before implementing this type of policy:

  • Communicate the new policy with your workforce in a clear and direct manner.
  • Determine how often you will have employees submit to testing. It should be frequent enough to catch potential outbreaks of COVID-19, but not so frequent as to seem punitive.
  • Ensure testing protocols comply with applicable wage and hour laws.
  • Consider the ability of your workers and your organization to obtain COVID-19 tests in your community before instituting your policy.

Mercy Urgent Care can help employers with testing on a companywide scale. Please contact us at mom@mercyurgentcare.org or (828) 254-7576 to discuss options for your employees.

5. Health insurance surcharges
Similar to a nicotine surcharge that some employers already have in place as part of their wellness programs, you may consider imposing an additional surcharge on health insurance premiums for those who are unvaccinated. This type of policy needs to be discussed with your company’s legal counsel to ensure compliance with state and federal laws

6. Incentives for vaccination
The most common incentives employers offer to workers who can prove full vaccination status include cash, gifts or paid time off. If employees voluntarily provide documentation confirming they have been vaccinated on their own, you can offer incentives with few limitations. However, if your company (or an entity acting on your organization’s behalf) administers the vaccine, incentives cannot be so substantial in value, as it could be considered coercive.

Experts encourage businesses to start planning and implementing company policies as early as possible regarding COVID-19. Planning ahead and ensuring that your company has solid policies and procedures in place helps create stability for workers during uncertain times and may help ensure your compliance should OSHA instate additional COVID-19 policies.

Mercy Urgent Care can help companies navigate compliance challenges and get set up for employee testing procedures. Please contact our Occupational Medicine staff at mom@mercyurgentcare.org or (828) 254-7576.

Source: OSHA, JD SUPRA

Bulk COVID-19 Testing

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With the recent increase in COVID-19 cases across the country, more and more companies are looking for a reliable way to test employees for the virus. Mercy Urgent Care is offering companies a convenient and accurate way to test workers, companywide.

Our bulk testing services are available every day of the week in both PCR and antigen varieties. These bulk tests can be utilized by companies of most sizes, with discounted testing rates for high volume businesses.

To talk with our Occupational Medicine staff about bulk testing for your company, call us at (828) 254-7576 or email mom@mercyurgentcare.org.

OSHA’s Anticipated Covid-19 Vaccine and Testing Guidelines for Large Businesses

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On Nov. 5, the Occupational Safety and Health Administration released its anticipated Emergency Temporary Standard concerning COVID vaccination mandates and testing for companies with more than 100 employees.

While the ETS is currently on hold by the U.S. Court of Appeals for further legal review, the verbiage of the ETS shows OSHA is serious about protecting Americans from COVID-19 in the workplace.

Employers should take this ETS seriously and begin planning to ensure compliance with the OSHA mandates. This may include: determining whether your company is covered under the ETS mandates, establishing protocols for employee vaccination records, and devising a system to conduct employee testing for those unwilling or unable to receive one of the COVID-19 vaccines. Although enforcement of the ETS is currently suspended pending court challenges, experts recommend that now is a good time to establish solid regulations and processes in the event the ETS is upheld in court and OSHA begins enforcement.

Mercy Urgent Care and Mercy Occupational Medicine can help companies navigate many of the questions around the OSHA ETS to ensure your company is compliant regarding testing protocols. To talk with our occupational staff regarding the OSHA ETS or other occupational health needs, contact us at 828-254-7576 or at mom@mercyurgentcare.org.

Sources: US Dept of Labor, White House.gov, OSHA

Proposed Covid-19 Vaccine and Testing Mandates for Businesses

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From the Mercy Occupational Medicine October eNewsletter

It’s likely you have heard about the Biden Administration’s proposed COVID-19 vaccine mandate for Federal employees and private companies that employ more than 100 workers. The proposed mandate requires unvaccinated employees to submit a weekly negative COVID-19 test to be eligible to report to work. The administration’s plan, announced on September 9, 2021, is expected to affect more than 80 million workers nationwide.

On October 12, the Occupational Health and Safety Administration (OHSA) submitted the ruling to the White House for final approval. In the coming days, OHSA will be issuing guidance on those mandates to employers via an Emergency Temporary Standard (ETS).

Here is what we know at this time:

  • President Biden directed OSHA to issue a mandate for businesses with 100 or more employees requiring their workers to either be vaccinated against COVID-19 or undergo weekly testing.
  • OSHA’s mandate will take the form of an ETS—a binding rule that OSHA may enact to protect workers against a “grave danger” in the workplace.
  • The ETS will have the force of law, take immediate effect, and last for six months, unless superseded by a permanent regulation.
  • The ETS will likely have only two exceptions: (1) a religious exemption for sincerely held religious beliefs (social and political beliefs do not qualify); and (2) medical contraindications. These exceptions will likely only apply to the vaccine mandate and not the weekly testing mandate. It remains unclear what exceptions, if any, will be made for individuals who work remotely.
  • Employers that don’t comply with the vaccine mandate or ETS requirements may face fines of up to $14,000 per violation.
  • Lawsuits are expected from state governments and large employers.

Currently, it remains unclear how the 100-employee count will be measured and who would be responsible to pay for the weekly COVID-19 tests. In the event OSHA requires the employer to cover the initial cost, it is unknown if subsequent costs can be passed onto the unvaccinated employee.

Whatever the final language of the ETS ends up being, it is advisable for larger employers—at or close to the 100-employee threshold—to begin planning for these types of binding regulations from OSHA and formulating actionable strategies to handle vaccination mandates and testing requirements for their employees.

Mercy Urgent Care is here to help local businesses with the testing requirements when those regulations become effective. If you would like to discuss COVID-19 testing for your business, please contact Mercy Occupational Medicine.