Interested in viewing this valuable resource? Log in if you are an MRA member and click the download button to the right. If you are not a member, click below to fill out a short form and it will be emailed to you.
The labor shortage and continued increase in COVID-19 cases, impacted by the spread of the delta variant, have left employers looking for ways to improve the odds in finding and keeping talent. One area of focus comes on the heels of full FDA approval of the Pfizer-BioNTech COVID-19 vaccine for people 16 and older.
More and more employers are turning to mandatory vaccination policies as a way to keep employees healthy and reduce the amount of time and money spent on paid leave time and contact tracing, or just trying to keep up with demand when more and more employees are absent due to quarantine.
Mandatory vaccination policies are being implemented in more areas, primarily in the health care industry and with government workers and contractors; other businesses are following suit and are implementing strategies of their own. Still, not everyone is on board with vaccination, and mandatory policies are met with much controversy. The response by employers to mandate COVID-19 vaccination raises more questions and creative ways to respond to employee concerns and resistance.
NOTE TO EMPLOYER: Guidance surrounding vaccination mandates is constantly evolving. OSHA’s General Duty Clause states that employers “shall furnish to employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to employees.” This is the underlying theme for most COVID-19-related policies.
This is an emerging, continuously evolving topic and MRA will provide and update guidance as it becomes available.