“Stay Local Boat MA” is latest initiative of the Massachusetts Marine Trades Association to promote both the industry’s overall economic impact in the Bay State while also encouraging travel to its marinas.
A new MMTA video features the business of boating in Massachusetts along with the Stay Local Boat MA program that began back in 2009.
“This year is an extremely important one for boaters around the state to get out on the water and support our many destination locations,” explains Randall Lyons, MMTA’s executive director. “For example, every $1 spent for dockage equates to almost $4 for the local economy…a key statistic in promoting the program and the overall recreational boating industry in Massachusetts…boaters are spending money not only on dockage, but also on local shopping, dining, lodging and much more,” he emphasizes.
To date, 22 marinas throughout the state are participating in this year’s effort. Moreover, the program encourages group travel by offering discounts on dockage ranging from 10 to 20 percent. All participating marinas agree to offer these discounts to boaters from other registered marinas.
Lyons gives a big shout out to the Massachusetts Office of Travel & Tourism for the recovery grant funding MMTA was awarded to produce the Stay Local Boat MA video initiative. He also points out any marina can still register here and join the 22 marinas currently participating.
Yes, dealers can require employee vaccinations
While more people are getting Covid vaccinations and more states continue to fully open, there are still inherent risks and looming variants. Accordingly, businesses can legally require workers entering the workplace to be vaccinated, according to the most recent U.S. government guidance.
Federal laws do not prevent businesses from requiring an employee to provide documentation of vaccination, although that information must be kept confidential. Employers can also distribute information to employees and their family members on the benefits of vaccination. In addition, employers can offer incentives to encourage employees to get vaccinated.
If an employee will not get vaccinated because of a disability or a sincerely held religious belief, he or she may be entitled to an accommodation that does not pose an “undue hardship” on the business. Examples of reasonable accommodation cited in the official guidance include: asking the unvaccinated worker to wear a face mask; work at a social distance from others employees; get periodic Covid tests; or be given the opportunity to work remotely.
Still, the Equal Employment Opportunity Commission guidelines recommend employers keep in mind that some individuals or demographic groups may face more barriers to receiving a vaccine than others.
That said, a recent Rockefeller Foundation and Arizona State University survey of more than 1,300 medium and large companies in the U.S. and U.K. found that more than half said they would require employees to show proof of vaccination, and nearly nine out of 10 said they planned to encourage or require employees to get vaccinated.
