Patrick Rogan
Having a COVID policy can provide needed clarity for your employees but putting one in place can be tricky. Following are some tips to consider.
- Clarify why you need a COVID policy
If there is COVID-related confusion with your employees, customers, or suppliers, you should consider having a COVID policy in place which will typically relate to COVID vaccinations and/or the need to wear masks in the workplace. - Consider incentives vs. mandates
While the EEOC has provided guidance on how employers can require employees to take a COVID vaccine, many organizations have decided to implement incentives in place of mandates. This helps avoid violating reasonable accommodation provisions under the ADA, Title VII of the Civil Rights Act of 1964, and other applicable state and local laws. If you implement a vaccine incentive or mandate, keep in mind that asking for proof of vaccination is not a simple task. While some states encourage “vaccine passports” other states have implemented bans on requesting such proof.
Types of incentives many employers offer include paid time off, gifts, raffles, and direct payments. Be careful by offering too much since, under the ADA, excessive incentives can be considered to be coercive.
- Document and Communicate your Policy
If you develop a COVID policy, be sure to document it and make it available to all employees. As you roll it out, be sure to discuss it during staff meetings and assign a point of contact if employees have any questions.
If you need help developing a COVID Policy, IgnitionHR is here to help. Feel free to click HERE for an introductory call.
When deciding on when to bring your employees back to the workplace, keep in mind that this does not need to be an all-or-nothing decision. A hybrid model could give you some flexibility.
When deciding on when to bring your employees back to the workplace, keep in mind that this does not need to be an all-or-nothing decision. A hybrid model could give you some flexibility.