Introduction
On March 22, 2021, I got my first COVID-19 shot. So, I am now a proud half-vaccinated Pfizer card-carrier. God willing, I will soon get my second shot and become fully vaccinated.
I am also excited because, on April 6, 2021, President Biden declared that everyone sixteen years old and up is eligible to get the COVID-19 vaccination. The news has also reported that the clinical trials for those twelve to fifteen years old have been successful. So, Pfizer has asked the FDA’s to authorize vaccines for teens. Needless to say, I am happy that our son will soon join the vaccine card-carrying club.
Not surprisingly, as happy as I am, though, I acknowledge that some people feel differently.
The increased eligibility have brought increased attention to the workplace by way of questions about whether or not employers can require employees to get vaccinated.
So, we’re sharing with you today some perspectives expressed via several recent news articles. They have taken the pulse of arguments for and against employers’ right to mandate COVID-19 vaccines.
Stat News
Lets begin with a recent State News article, which says that employers can mandate that their employees get the COVID-19 vaccine. This article reports that Rutgers University has become the first University to mandate that their employees and students get vaccinated. Some argue that such mandates under Emergency Use Authorization (EUA) is illegal. Meanwhile, two parties have reportedly filed lawsuits opposing vaccine mandates. The full article provides more details.
Centers for Disease Control (CDC)
The CDC’s Workplace Vaccination Program guidance clearly states, “The Food and Drug Administration (FDA) does not mandate vaccination. However, whether a state, local government, or employer, for example, may require or mandate COVID-19 vaccination is a matter of state or other applicable law.”
Understandably, the above guidance has resulted in two types of exemptions. One is medical. The other is religious. Only time will reveal the outcome of the arguments presented.
San Diego Union Tribune
The San Diego Union Tribune appears to agree with State News. Its article states that questions over vaccine-related civil liberties, privacy, and discrimination, are likely to be answered by courts as parties file anticipated lawsuits around arguments for and against vaccine mandates.
Society for Human Resources Management (SHRM)
SHRM, neither endorses or opposes vaccine mandates in its article. It acknowledges that vaccine could benefit both employers and employees by decreasing the spread of COVID-19; reducing employee absenteeism; increasing productivity; and, ultimately reducing healthcare costs.
SHRM also offers suggestions on how employers may be able to help their employees feel more comfortable with getting vaccinated.
First, SHRM advises employers to educate employees develop and implement a written policy; and consider granting certain accommodations for getting vaccinated. These initiatives can include paid time off for their vaccine appointment. They can could also offer paid recovery needed when employees experience any side effects or adverse reactions to the vaccine.
These types of incentives might potentially reduce the number of anticipated medical and/or religious-based discrimination allegations.
In Conclusion
So, currently, the general feel is that employers can mandate COVID-19 vaccinations for their employees. The remaining question is, how long will this last.
I think we all agree that we all have cabin fever and are ready to return to some sense of normalcy. We are ready to hug our loved ones again and to enjoy family gatherings again. We also want to pay proper tributes to those lost by gathering together to celebrate their lives. Then finally, lets not forget those coveted vacations. Vaccinations just may be the starting point to put the memories of the pain and suffering that COVID-19 caused, behind us. Then, we can create more happy memories together…not apart.
I hope that this post has provided you with a healthy dose of food-for-thought. So, where ever you’re viewing this message, do me a favor. Scroll down and leave me a comment or your very own human resources question. It just may be featured in one of my future posts. I would love to hear from you.
So, until next time…
Stay Healthy. Stay Safe.
