Close
Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Close
Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Close
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
Price
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.
WORKSPAN
WORKSPAN DAILY |

Most Employers Unlikely to Mandate COVID-19 Vaccination

As the COVID-19 vaccination rollout continues across the United States, a topic of conversation among employers and their legal teams is whether they should require their employees to be vaccinated.

There are, of course, levels to this debate, because not all employers are the same and not all workers are the same. An employee at a restaurant or retail store incurs greater exposure than, perhaps, an accountant who is able to work from home five days a week.

Image

Some employers, such as Target, Dollar General, Kroger and McDonald’s, have announced that they will provide their workers with financial incentives to get vaccinated. Other organizations are thinking through similar strategies.

However, according to a survey by Littler Mendelson P.C., most organizations have no plans to mandate COVID-19 vaccination. The “COVID-19 Vaccine Employer Survey Report” completed by more than 1,800 in-house lawyers, human resources professionals and C-suite executives across the U.S. found that less than 1% of respondents currently mandate vaccination for all employees and just 6% said they plan to once vaccines are readily available and/or the U.S. Food and Drug Administration grants full approval.  

Nearly half (48%) have already decided against requiring immunizations in their workplaces. It remains feasible that vaccine mandates will become more common in the coming months, as 43% of employers said they were still considering the possibility of such a policy, there are various concerns that make it unlikely.  

Top concerns around a mandate are fundamentally linked to employee relations issues: 79% cited resistance from employees who are not in a protected category but refuse or oppose vaccination generally, while 67% are concerned about a mandate’s effect on employee morale and company culture. Legal and administrative concerns added to the hesitancy, as 64% are worried about legal liability should an employee experience an adverse reaction, and 47% about administrative difficulties with implementing mandates.  

“Given the wide range of legal and practical considerations employers must balance in establishing COVID-19 vaccination policies, it’s not surprising that most are currently planning to encourage, rather than mandate, immunization,” said Barry Hartstein, leader of Littler’s COVID-19 Vaccination Working Group. “It’s also a telling sign of the unprecedented environment we’re operating in that employers’ top two concerns with requiring vaccination are not legal or liability issues, but rather focus on the personal perspective of employees grappling with an ongoing global crisis and the potential impact on company culture.”

Encouraging Vaccination

Despite the hesitancy around mandating vaccinations, the survey suggests employers are focused on encouraging employees to get the vaccine, as only 6% have no such plans. Nearly 90% of respondents said they would provide information to employees (such as the benefits of vaccination and how to get vaccinated) and 37% said they would offer vaccine administration at their own facility to increase convenience.

Employers highlighted other avenues of encouragement, such as offering paid time off to receive the vaccine or recover from its side effects (33%) and providing incentives to employees, such as cash awards or other monetary benefits (11%).

The latter option in particular is one many employers are likely considering, but the low percentage of those currently planning to offer such incentives likely reflects the complicated issues involved in administering such a policy — including employee benefits and wage and hour issues.

Remote Work Policies and Return-to-Work Considerations

For employers that elect not to mandate vaccinations — and even for those that do — there will inevitably become a split in the workforce among those who have and have not been vaccinated. The survey found that 72% of respondents expressed at least some concern about providing reasonable accommodations to those who cannot or who refuse to get vaccinated. 

This concern may explain why most respondents appear to be decoupling remote work policies from vaccinations. In reflecting on their plans to bring remote workers back to the physical workplace, just 7% said they would bring only vaccinated employees back once vaccines are widely available, and only 6% said they would bring all employees back (and keep unvaccinated employees separate). What’s more, 49% are extending remote work at least into the summer and 37% are allowing employees who wish to work on-site to do so on a voluntary basis.

“It’s tempting to see vaccines as a cure-all for the extreme disruption wrought by COVID-19. But the reality is they are just one arrow in the quiver for employers, who must continue existing safety protocols, including symptom screenings, travel restrictions, face masks and distancing,” said Devjani Mishra, a leader of Littler’s COVID-19 Task Force and Return-to-Work Team. “Especially in the transition period — when some workers are vaccinated, and others are not — organizations must remain hypervigilant in enforcing these policies as a matter of workplace safety, while being mindful of employee morale.”

To wit, a survey by Clever found that just 20% of American workers would feel safe working in an office right now, and most workers would fear for their health (59%) and their family's health (58%) if they returned to an office

Respondents identified a wide-range of pandemic-related precautions they plan to keep in place even after vaccines are readily available, including encouraging or requiring wearing face masks (81%), modifying physical workplaces to maintain distance between workers (66%), limiting or restricting employee contact in common areas (62%), increasing frequency and depth of cleaning (56%) and conducting employee temperature or symptom screenings (50%).  

Providing access to COVID-19 testing is another way to keep employees safe in the workplace: 36% of respondents are either currently providing testing, planning to test or considering it. While 49% said they do not plan to, this is likely mainly a reaction to the high cost and myriad legal issues raised by testing, including employee privacy and information security issues.

“Workplace testing is a critical part of the return-to-work conversation, especially given that symptom screening will not identify infected, but asymptomatic, employees,” said Philip Gordon, co-chair of Littler’s Privacy and Background Checks practice group. “The recent appearance of more infectious strains of COVID-19 make workplace testing that much more critical.”

About the Author

Brett Christie Bio Image

Brett Christie is the managing editor of Workspan Daily.


About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.