The Review Magazine May / June 2021

VACCINATION CONSIDERATIONS FOR MUNICIPAL EMPLOYERS

By Carol Stone T he past year has been nothing short of extraordinary. Who could have imagined that as employers, we would have to create a workplace pandemic preparedness plan, survive a shortage of toilet paper and disinfectants, restructure work areas to achieve social distancing, require virtual meetings, and accommodate remote work arrangements? And we’re not done yet. Now it’s time to consider the COVID-19 vaccination—our best hope yet for some semblance of workplace normalcy. For the vaccine to be effective, it is important that as many people as possible get vaccinated. Estimates of vaccination rates vary, with some surveys reporting that 40-60 percent of employees intend to decline the vaccine. Do you know how your employees feel about the vaccine? So that you can plan accordingly, you may wish to survey your employees to get an idea of vaccination rates. Educate Employees for Informed Decisions There are many myths and misconceptions surrounding the vaccine that may impact how your employees view it. To improve vaccination rates, it’s important to educate your employees so that they may make informed decisions. Contact your county health department for assistance in providing information, Q&A sessions, and virtual training on the benefits of vaccination. Information that you can share with your employees is available from the Centers for Disease Control (CDC) and on the State’s coronavirus webpage. There are also many videos available online that can help. Both the Mayo Clinic and the University of Michigan Health System have produced webinars on vaccines for their employees and have made available on YouTube. Since protocols may vary by region, it is recommended that you consult with your county health department to determine the best way to provide vaccinations to your employees. Designate one employee to serve as a COVID-19 vaccine coordinator and facilitate communications with the

health department. Find out if the health department is able to accommodate on-site clinics or can recommend a pharmacy that will do so. An on-site clinic may be the most efficient way to vaccinate and may also help increase the number of employees accepting the vaccine. Determine if employees will be required to register for the vaccine on their own or if you will be able to register them as a group. Get frequent updates on timelines so you can advise your employees on when they can expect to be vaccinated. The U.S. Equal Employment Opportunity Commission (EEOC) has ruled that for job-related purposes, employers have the right to make COVID-19 vaccination mandatory especially when an employee’s “presence in the workplace poses a direct threat to others.” This would most certainly be the case with police, fire, transportation, senior services, child-related programs, and many other positions that interact frequently with the public. Before issuing a vaccine mandate, it is recommended that you consult with your labor attorney and consider the following: • Many unions have taken the position that mandated Can Vaccinations Be Mandated? Can you, and should you, make the vaccine mandatory?

vaccinations fall under mandatory subjects of collective bargaining. Engage with your unions before mandating vaccinations

and discuss such things as logistics of vaccination clinics, who pays, how exceptions will be handled, and consequences of refusal.

MAY / JUNE 2021

11

THE REVIEW