With the Delta variant surging across the country, many employers are implementing mandatory vaccine policies. But rolling out a vaccine requirement can be a delicate balancing act, so how should employers face this issue?
When inquiring about employees’ vaccination status, offering incentives, or implementing education campaigns are not sufficient, ultimately employers may mandate the vaccine. Employers wishing to mandate the vaccine should develop a clear policy that outlines:
Remember, communication is key, and employers should distribute a written communication to all employees stating the basis of the policy and their expectations. In implementing the policy, employers must keep proof of vaccination confidential, review and act upon requests for exemptions, and discipline employees who do not comply with the policy in a consistent manner.
Ulmer’s Employment & Labor Practice Group is available to provide strategic advice and counseling to employers navigating the challenges of the COVID-19 pandemic. Please reach out to our attorneys if you have any questions.
The information provided in this insight speaks only to the information and guidance we have available as of the date of publication and is subject to change. We will continue to follow further issued guidance and regulations and endeavor to post those updates via our website. Please continue to follow these updates at ulmer.com. This insight was created by Ulmer & Berne LLP, and is not intended as a substitute for professional legal advice. Receipt of this insight, by itself, does not create an attorney client relationship. For any questions, or for further information, please contact William D. Edwards at firstname.lastname@example.org.