While it has been a big question this year about whether organizations can mandate COVID-19 vaccines, the bigger problem to consider is, should we? Although employers can legally require the vaccine, there are many factors to consider in this decision.
Instead of mandating that employees receive a vaccine, many companies like Instacart, Target, and McDonald's have started to provide incentives like extra paid time off (PTO) and cash awards for those who opt to get the vaccine. There are many factors to consider when deciding to mandate or incentivize vaccines. Either way, it's critical to stay consistent and consider the exceptions and accommodations that may come into play.
It's essential to consider how incentivizing or requiring vaccinations will impact your workforce. Human Resources departments must be prepared to handle exceptions related to medical, religious, and disability-related reasons. What impact will mandating or incentivizing the vaccine have on your company culture? Is it a better option to incentivize it, and if so, what types of incentives will you consider?
HR departments should also consider providing employees with time off to get the vaccine. Additionally, there should be alternative incentives for employees who may have a valid exception or accommodation needed for not getting the vaccine. Gaining buy-in from your leadership and management team on your vaccination action plans will be necessary.
The information on COVID vaccines is continuously changing, and Wurk is committed to providing operators with the latest updates regarding Federal and State HR compliance. By partnering with our certified, experienced Human Resource Business Partner (HRBP) team, operators remain in regulatory compliance with Federal and State laws and reduce legal risk.
If your organization is considering mandating or encouraging employees to receive a vaccine, fill-out this form to download our recent webinar, "COVID-19 Vaccinations and Your Workplace."