While some companies have become comfortable with continued remote work for some, or all, of their workforce, most continue to grapple with the inefficiencies and other issues presented by remote work or, conversely, the myriad challenges of bringing employees back to the workplace.
One return-to-work consideration is whether employers may require employees to be vaccinated. The short answer is yes, with a few caveats. There is, for example, the issue of availability of the vaccine. It is hard to condition return to work on a vaccine that is not yet widely available. There are also employees’ personal concerns and questions—some legitimate and others less so. Several years ago we referenced a similar storyinvolving a certified nursing assistant seeking a religious exemption from the influenza vaccine.
What are you doing, and planning to do?
Business Takeaway: As businesses continue to navigate employees’ return to work, and the future of workplace flexibility, there are so many variables to contemplate. Consider how your business might benefit from written remote work procedures, tangible metrics, and/or agreements to maintain productivity, security, and confidentiality. As you return to the workplace, consider what procedures might be implemented as both short-term and long-term solutions. Contact Mark at 414-446-8800 or firstname.lastname@example.org for additional information on return-to-work procedures, including mandatory vaccination policies.