If you are thinking of requiring staff to get the COVID-19 vaccination, be prepared. According to recent research, 28 percent of employees “said they are willing to lose their jobs if their employer requires the COVID-19 vaccine.”
So, What Should You Do?
- Educate staff on the vaccine.
- Listen to concerns.
- Determine if unvaccinated staff “pose a direct threat to the health or safety of individuals in the workplace.”
- ADA Exception: If they DO pose a direct threat, then you need to consider whether a reasonable accommodation can be made, such as working remotely.
- Civil Rights Act Exception: If a staff member has a sincerely held religious belief, practice or observance, again, look for reasonable accommodations. Even as a faith-based organization, this still may pose an issue.
- Think through other issues:
- If you require staff to be vaccinated, and they have a bad reaction to the vaccine, are you liable?
- Also, a number of states are considering laws saying that employers CANNOT mandate the vaccine, so make sure you know your rights and limitations.
- If you decide to require it…
- Educate staff
- Make getting the vaccine easy
- Cover the costs
- Provide incentives to get vaccinated
- Give paid time off for those who have a reaction to the vaccine
- Be equal in how you apply your requirements
The Bottom Line?
Unless there is a very specific reason you need to require it, think twice about making this a mandate.
We also suggest waiting to see what the public schools in your area decide when it comes to requiring teachers and staff to be vaccinated, as well as students.
This article provided by HR Ministry Solutions.