On April 2, 2021, the Centers for Disease Control and Prevention (CDC) released guidance entitled Interim Public Health Recommendations for Fully Vaccinated People. The guidance states that certain restrictions have been eased for fully vaccinated people — defined as receiving both doses of the Pfizer or Moderna vaccine, or the single dose of the Johnson & Johnson vaccine.
In terms of workplace-specific recommendations, the Interim Public Health Recommendations state that fully vaccinated employees of non-healthcare, high-density workplaces (e.g., meat and poultry processing and manufacturing plants) with no COVID-like symptoms do not need to quarantine the following exposure.
The Equal Employment Opportunity Commission (EEOC) and the Center for Disease Control and Prevention (CDC) still recommend following routine workplace screening programs and testing following exposure.
The Workplace Vaccinations Program guidance provides recommendations to employers for structuring vaccination programs for their employees and building confidence among employees in the vaccines.
Employers should be cautious of creating vaccine mandates or even voluntary mandates and encouragement that may conflict with EEOC disability and religious guidelines.
The guidance also suggests post-vaccination protocols. For example, the guidance recommends offering flexible, non-punitive sick leave options (e.g., paid sick leave) for employees with post-vaccination signs and symptoms. It also recommends encouraging employees to report possible side effects, specifically through a new smartphone-based tool called “v-safe,” which helps the CDC monitor people’s health after they receive a COVID-19 vaccine.
Why You Should Attend
After an employer determines that it is safe to reopen the workplace, and some portion of the workforce is fully vaccinated, they should follow the current science and workplace guidelines. This includes wearing well-fitting masks, making sure employees are staying at least six feet apart from each other, avoiding crowds and poorly ventilated spaces, and washing hands often. Based on the new updates, Employers are more than ever concerned about relaxing their policies as they mitigate vaccination programs, vaccine hesitancy, reasonable accommodations, and other options during COVID-19 in the workplace.
-How are the new administration guidance and CDC guidelines regarding masks impacting the workplace?
-How can Employers communicate updates effectively according to how their employees have reacted to vaccination in the workplace?
-Learn how the American Rescue Plan Act (ARPA) Family First Coronavirus Response Act New options can assist Employers in mitigating all the workplace issues around COVID-19 in the workplace.
-How have the EEOC & CDC recommended policies for vaccination in the workplace?
-How is OSHA’s perspective play into the vaccination in the workplace process?
-How can Employers mitigate the changes happening in the workplace when it comes to vaccines in the workplace?
-What vaccination guidelines need to be included in the employee handbook and which need to be excluded?
-What vaccination process needs to be established to be compliant with EEOC requirements & CDC guidelines?
-What are the religious protection implications about vaccines mandates?
-Pros and cons of mandatory vaccines
-How can Employers manage vaccine hesitancy?
-What are the job-related and consistent with business necessity when it comes to mandatory vaccination?
-What are some states focused on when it comes to mandated vaccines?
-What happens if employees refuse to be vaccinated?
-Are there consequences if Employers do not mandate vaccination?
-What should be included in a workplace vaccine policy?
-What are the best practices when it comes to vaccine policies?
Who Will Benefit
-Employers in all industries
-Small Business Owner
You may ask your Question directly to our expert during the Q&A session.
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance.
Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
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