As Connecticut employers enter this challenging phase of restarting work and reopening workplaces, many owners are looking for insights. It’s important to keep exploring and refining our approaches to find the best options for health, safety, and sensitivity.
Pandemic Laws Are Changing Rapidly
Employers are working tirelessly to stay up to date with the lightning-fast changes in legislation.
As you and your legal staff are noticing, as legislation evolves, many questions are coming into focus. While there are many areas of the law that are changing, we also know the importance of exercising caution and consideration for all employees.
The legal precedent for mandating COVID-19 vaccination has been confirmed by the Equal Employment Opportunity Commission (EEOC). However, many questions remain.
Because the vaccine was not fully approved by the Food & Drug Administration (FDA), there are legal concerns about whether employers can mandate vaccination right now.
Besides, employers must provide accommodations for employees who refuse vaccination for religious reasons and disabilities.
As we’ve just seen in Massachusetts, under the threat of lawsuits, the state repealed its flu vaccine mandate. It’s good to know that mandates come, and go. Let’s stay alert as the laws are rapidly changing.
Exercise Caution and Respect
Many Connecticut employers want to exercise caution and respect regarding mandates for vaccination. Employees may have a qualified disability and refuse to get vaccinated. Additionally, employees may have a sincerely held religious belief against vaccination.
To respect individual freedom and treat employees with dignity, many employers are steering away from mandated vaccination policies.
Communicate Policies Clearly
As an employer, you know how vital it is to consider employee rights and communicate company policies. This dedication to communication transparency extends to every aspect of employment from an employment background check to employee termination policy.
It is essential to communicate in ways that employees understand and can easily access. Many companies are taking extra measures to foster interactive dialogue around vaccination policies. This may include such forums as virtual town hall meetings, CEO video clips, and clear posting on company websites.
By making the extra effort to communicate new policies, employers can foster dialogue, listen to suggestions, and create a corporate culture of transparency.
Consider How To Encourage Participation
Many Connecticut employers are looking at options for incentivizing participation in vaccination initiatives. They are steering clear of mandates and acting in favor of encouragement.
Some experts are advising this is an approach of “using a carrot, instead of a stick.”
In terms of ‘carrots,’ many incentives seem to be attractive to employees. Paid time off and travel vouchers for vaccination appointments are a popular option. Some companies are offering cash incentives for employee participation.
According to a March 2021 Harris Poll, 69% of employees prefer incentives to mandates.
Many organizations have responded with a variety of incentives. Kroger offers employees a $100 bonus, paid with proof of COVID vaccination. Target offers paid time off, plus Lyft credits of $15 for travel required for vaccination shots. Lidl offers staff a $200 bonus. Whether you are looking at the paid time for vaccination appointments or cash incentives, employees may feel more motivated to participate.
In some states, such as New York, paid-time-off for COVID-9 vaccinations is now required, regardless of employer mandates or policies.
Exercise Discretion
If an employee is eligible for a vaccine but refuses to get it, what are your options?
As an employer, legal experts advise exercising discretion. Connecticut law offers guidance for employers that indicates you may permit employees to continue to work from home. Naturally, you’ll need to assess the potential benefits and pitfalls. You’ll want to evaluate the safety of the rest of your employees, the public, and service providers.
Exercise Caution
Without a doubt, we are in uncharted waters. As you navigate the start-up phase of returning to work, exercise caution. Check frequently with the CDC guidelines on how to maintain healthy business operations and work conditions.
In over 100 years, employers have never encountered these exact conditions. As you move ahead, keep the end in mind. You are making policy decisions, communicating with employees, and shaping the future.
Are your decisions in alignment with your organizational vision, mission, and goals? If so, you’ll be making the right steps to create a culture of respect, dignity, and inclusion.
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