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Overview

COVID-19 vaccines are now an only hope for many employers that their workplaces can slowly return to normal. To help speed that return, employers are considering requiring or encouraging workers to get vaccinated. That has allowed within certain limits, but there are employee relations hurdles and legal challenges in mandating or incentivizing vaccines that employers need to be aware of.
 

Before employers jump to requiring employees to get vaccinated, they should understand all the possible effects of that decision – both operational and cultural. As an example, if an employer makes COVID-19 vaccinations mandatory and excludes people from the workplace who haven’t gotten immunized, there may not be enough employees to keep the business running. There are moral issues that might materialize.
 

It’s possible that, despite the toll that the pandemic has taken on all of us, some employees may be reluctant, or even hostile, to a requirement that they get vaccinated. This reluctance could create an employee engagement issue that some employers may not want to provoke.
 

Join Clatid this summer to learn whether only the vaccinated workforce can rejoin their workplaces. What are the exemptions for COVID-19 vaccines? How incentivizing these vaccines would motivate people to get vaccinated? Can the government start requiringCOVID-19 vaccination certifications from the employees? What consequences would non-compliance to the vaccine guidelines result in?

 

Topics Discussed in the Webinar

-To mandate or not to mandate the COVID-19 vaccines?
-Do employers really need a mandatory program?
-May employers ask for proof of vaccination?
-Legal risks to be aware of: disparate impact, retaliation claims, claims of wrongful termination
-Implications of the Americans with Disabilities Act (ADA), Genetic Information Non-discrimination Act (GINA), the Age Discrimination in Employment Act (ADEA), and the Pregnancy Disability Act (PDA)
-Handling employee requests for an exemption based on a disability or due to a sincerely held religious practice or belief
-Offering incentives to getting vaccinated: tax consequences
-Administering COVID-19 tests to employees
-Can an employer ask employees physically entering the workplace if they have been diagnosed with COVID or have been tested for COVID-19?
-May an employer require proof of receipt of a vaccination?
-Repercussions of employees who suffer serious side effects from the vaccine
-Postponing start dates/withdrawing a job offer
-COVID-related Harassment and/or discrimination issues & how to address them
-EEOC considerations in planning furloughs or layoffs
-Role of the CDC
-Federal considerations regarding mandatory vaccinations: Title VII of the Civil Rights Act, Liability under worker compensation laws, OSHA, and the NLRA
-Disability & religious discrimination as a result of mandating vaccinations
-Inquiries as to why the employee ISN’T vaccinated
-Asking how the vaccination process went – a slippery slope

 

Why You Should Participate in this Webinar

The availability of COVID-19 vaccines has garnered massive attention. Perhaps the most pressing questions from employers are whether or not they can require their employees to be vaccinated and inquiries as to whether employees have already been vaccinated. These questions could aid in return-to-the-office planning or in determining continuing COVID-19 prevention strategies.

Before mandating vaccinations or proceeding with inquiries, employers need to understand their legal rights and obligations regarding this topic. Missteps can easily lead to legal complications.

Join this webinar to gain an understanding of the employee relation hurdles and legal challenges employers may face when mandating or incentivizing vaccines.

 

Who Will Benefit

-Senior Management
-Managers & Supervisors
-Operations Professionals
-Human Resources Professionals
-Compliance Professionals

 

You may ask your Question directly to our expert during the Q&A session.

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