As an employer, you can create new policies and set up incentives to encourage and recommend your employees to get vaccinated. And find out why some employees don't want to get vaccinated – it could be due to a disability, other health conditions, religious beliefs or maybe something else. Do your due diligence and find out what's behind the denial.
There may be something you can do to help. Consider that they may not have time to drive to their vaccination center, or they may not have a car, or they may be afraid of the symptoms the next day and cannot not afford to miss a email list day of work, etc. . Maybe it's a logistical reason. If so, remind them that they are protected, just like you, by the American Rescue Act of 2021 . Alternatively, adjust your company's policy to encourage employees to get vaccinated, such as launching education campaigns to share with them, supporting them with logistics, offering an incentive to anyone who gets vaccinate, offer paid holidays to anyone who goes to be vaccinated during working hours, offer paid recovery time if they suffer from side effects, etc. Attorney Kevin Troutman recommends that you "communicate clearly and often with employees and help them understand how vaccinations will make the workplace safer.
Lead by example and make sure management takes vaccinations first." . Many assume that due to the Health Insurance Portability and Accountability Act (HIPAA ) this information is not available, but that is not the case. “People have the false impression that no one can ask you anything about your medical history or your current health, including your vaccination status,” says employment law attorney Kimberly Hall. Employers can only ask if their employee has the vaccine and nothing more regarding their medical information.