“Am I required to get the COVID vaccine?”
If your employees haven’t started asking you this question yet, they will soon. Now that COVID vaccines are being administered, companies are deciding their approaches, and employees are wondering whether vaccines will be required. Many people are feeling a combination of emotions – excitement and hope, but also possibly some anxiety too. After all, it is a new vaccine. From a company’s perspective, there are a number of factors to consider, including how much exposure their employees have to COVID, whether their business can continue operating if an employee tests positive, and whether employees work in-person or remote.
Should employers require the COVID vaccine? Let’s start with whether you can. On December 16, 2020, the EEOC provided information allowing employers to mandate COVID vaccinations. Their guidance is very similar to that regarding flu vaccines, so employers must leave room for disability and religious accommodations.
The Best Answer (For Now)
As we know, just because you can do something doesn’t mean you should. The important question is – should employers require the COVID vaccine? Back in November, I said it wasn’t yet time to make this decision. Now, it’s time. Vaccines are here, leading to questions and opinions about vaccine mandates. So, it’s time to give an answer. Here you go:
“We’re encouraged and excited about the current and future availability of COVID vaccines, and we strongly encourage our employees to be vaccinated as soon as possible.”
You can even copy and paste this straight into an email. Why is this the best response? Why encourage and not mandate?
- It’s a much easier, simpler path. If you already require the flu vaccine, you know what a process that is. It’s certainly beneficial in many organizations, but I can tell you from personal experience that it’s a complex undertaking. It’s not as simple as just telling employees to get vaccinated. You have to explain why you’re requiring it, figure out whether you’ll offer it onsite, track your compliance, handle accommodation requests, and address noncompliance. Now, add to that the aspect of a brand-new vaccine. Imagine the amount of questions, concerns, accommodation requests, and noncompliance you’ll have on your plate.
- More employees vaccinated. A lot of people want to get vaccinated. In fact, there aren’t nearly enough appointment slots. And that’s with only a portion of the population able to be vaccinated right now! Chances are, most of your employees feel positively about getting vaccinated. Know what can change that? Instituting a mandate. There’s something about feeling forced into something, especially something medical. Let’s keep the train moving in a positive direction! More employees vaccinated is a great thing. It may even help any employees who haven’t wanted to return onsite!
- The vaccine isn’t yet “regularly” FDA approved. The FDA approved the COVID vaccines through Emergency Use Authorization. So, while they are approved, it’s not the regular type of FDA approval that the flu vaccine has. If you’re considering a mandate, it’s better to wait for regular FDA approval.
Certainly, you may decide in the future that it makes sense to require the COVID vaccine. If so, you can take that route. It’s okay to make a different decision in the future. This is your approach right now.
Communication Plan
In order for this approach to be successful, have a communication plan. Provide helpful, accurate information that strongly encourages vaccination.
- Explain your approach. We know what everyone’s big question is, so answer it upfront. Make it clear that you support the vaccine and are encouraging employees to be vaccinated.
- Include links to accurate information and vaccine locations. You want your employees to be reading accurate information from reputable sources, such as the CDC. Vaccines most likely won’t be offered onsite at your business, so provide information about where to go. If your state or local health department provides updates on vaccine locations, include those links.
- Offer paid time off for getting vaccinated. Allow employees to get their vaccines during the workday. Provide the schedule flexibility for both salaried and hourly employees. For hourly employees, pay them for the time they’re away getting vaccinated. Don’t make your employees choose between health and a paycheck.
- Celebrate vaccinations. Publicize the vaccinations of those who are influential in your company (with their consent, of course). Ask them to take a picture of themselves getting vaccinated or hold up a colorful sign celebrating the vaccination. Have fun with this! The goal is to encourage others to follow in their footsteps. You can even get everyone involved by asking employees to use a specific hashtag to celebrate their vaccination.
- Send out regular updates. Keep this topic in the forefront. Remind your employees to be vaccinated. Include any necessary updated information. Celebrate the progress thus far by sharing photos, the number of posts using your hashtag, etc.
Encouraging your employees to get the COVID vaccine is the best approach for now. Your employees are much more likely to have a positive experience with the vaccine and to appreciate your response. A rare win-win opportunity during this crazy pandemic!
Photo credit: By spukkato / Canva
