Healthy people and safe workplaces matter to our clients, colleagues, families, and communities. IFCG supports evidence-based vaccination and sensible measures to reduce preventable illness.
Vaccination expectations
IFCG expects employees and people representing the firm during in-person engagements to remain current with vaccinations recommended for their individual circumstances by applicable public-health guidance, including seasonal influenza, COVID-19, and other routinely recommended immunizations where appropriate.
Because eligibility, recommendations, and individual circumstances change, this statement does not impose a single fixed vaccine schedule on every person or require every vaccine for every assignment. Any specific condition of in-person work will be communicated in advance and applied consistently, subject to applicable law and accommodation obligations.
Client-site safety and illness prevention
People working onsite are expected to follow applicable public-health rules and reasonable client-site health and safety measures. We encourage staying home or working remotely when ill, appropriate hygiene, and practical adjustments that help protect people at greater risk. In-person services may be rearranged where sensible without abandoning client obligations.
Privacy, accommodations, and fair administration
IFCG respects medical privacy and does not ask people to publish their vaccination status. When documentation is legitimately required for an engagement, it should be handled confidentially, with access limited to those who need it. IFCG will consider disability-related, medical, and sincerely held religious accommodation requests as required by applicable law; alternative measures will be assessed individually, taking account of genuine health, safety, and client requirements.
Personal beliefs and religious practices are treated respectfully. This policy is a workplace health expectation, not a requirement that people share the firm's broader beliefs.
Who this covers
These standards govern IFCG's own conduct and expectations for in-person representation. Employee leave and accommodation rights follow applicable law; requirements for independent contractors or collaborating advisors are established through their engagement terms and relevant site requirements. The policy will be reviewed as guidance and working arrangements change.