Updated COVID-19 GUIDELINES (2022)
As of March 30, 2022, the following COVID-19 GUIDELINES will go into effect for all staff, clients, and guests of NCCC. The following updates reflect optional mask-wearing in the office. The significant changes to this policy have been highlighted below,. NCCC remains adaptable to the variations of COVID-19 and will reinstate mandatory mask-wearing if and when COVID cases begin to rise in our community. Staff, clients, and other guests are always encouraged to engage in the practices that feel most safe to them.
NCCC asks all staff, clients, and other guests of Nashville Collaborative Counseling Center to adhere to the following COVID-19 guidelines:
All in-person clients will need to review and submit NCCC’s COVID Informed Consent Form which can be found by signing into their Client Portal here.
Masks are no longer required inside the NCCC office and are therefore optional for staff, clients, and other guests. However, please note that if a staff person, client, or guest requests that masks be worn for a meeting or an appointment, we expect all parties to comply. Therapists seeing in-person clients are encouraged to talk with their clients directly regarding mask-wearing and to engage in practices that feel safest and kind for all involved.
NCCC seeks to remain adaptable to the variations of COVID-19. If and when cases begin to rise in our community, we will reinstate mandatory mask-wearing.
All staff, clients, and guests are encouraged to continue practicing social distancing when in larger groups and to stay home when they know they’ve been exposed to COVID-19 and/or when they do not feel well and show symptoms of illness. As always, meeting online remains a viable option.
All employees of NCCC who work in the office must provide proof of vaccination or a medical/religious exemption as outlined by the EEOC. If an employee chooses not to provide proof of vaccination, NCCC will require the employee to have a weekly COVID test performed (paid for by NCCC) with a result of negative before the employee is allowed to work in the office. It is the employee’s right to refuse to share vaccination status and/or to be tested, in which case the employee will commit to only working from home via telehealth, if and as their particular role allows.
