The CDC recently released guidance regarding workplace vaccination programs. The guidance assists employers in navigating options for encouraging immunization among employees, taking into account factors such as industry and resources. It also provides several best practices, including:
- Employers who offer the vaccine on-site should not ask employees to pay any fee, including a vaccine administration fee. Employees who will receive the vaccine elsewhere in the community should know that they can do so free of charge.
- Employers are encouraged to allow employees to obtain the vaccine during work hours, or to take paid leave to get vaccinated.
- Employers should offer flexible, non-punitive sick leave options (e.g. paid sick leave) for employees with signs and symptoms after vaccination. This could be accomplished through a continuation of FFCRA leave.
- To avoid worker shortages due to vaccine side effects, employers should consider staggering employee vaccinations.
- Employers should take steps to build vaccine confidence, such as through creating a communication plan with regular updates and encouraging leaders to be “vaccine champions.”
Please note this current global emergency and applicable laws, regulations, proposals, guidance, advice, and responses change rapidly. We strive to keep you up to date as much as possible, but this blog article is intended for general informational purposes only and should not be construed as legal advice or opinion. Contact myHRcounsel with questions concerning specific facts and circumstances.
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