A Small Business Owner’s Guide to Successfully Navigating COVID-19 Employee Vaccinations
The COVID-19 pandemic is coming to a gradual end for many small businesses in the United States, yet problems arising from the vaccination of employees against the coronavirus are ramping up. While small business owners may finally be able to rejoice in relaxed social distancing and mask requirements, managing the vaccination of employees against COVID-19 presents new challenges. This article will cover the current legality of requiring employees to vaccinate before presenting several strategies for encouraging vaccinations and mitigating vaccine related risks for your small business.
What does the Law say about Employee Vaccinations?
Recent regulations allow employers to require their employees to be vaccinated against the coronavirus. A May press release from the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency in charge of enforcing discrimination laws, clarified the current regulations around COVID-19 vaccinations. According to the press release, employers can legally require any employee who works on premises to present proof of vaccination against the coronavirus. There are several legal exceptions to the rule.
According to the EEOC, employees can refuse to get vaccinated if they have a disability which prevents them from doing so or because of a sincerely held religious belief. In these cases, employees are entitled to accommodations unless said accommodations would “pose an undue hardship on the operation of the employer’s business,” (EEOC). The article cites accommodation examples such as requiring exempt employees to continue to social distance, wear masks, and take regular COVID-19 tests.
While employers can require their employees to be vaccinated on a federal level, several states have opposed proof of vaccination requirements. According to the New York Times, Texas Governor Greg Abbott has signed legislation barring employers from requiring digital proof of COVID-19 vaccinations. The move follows similar laws introduced in Arkansas and Florida. Small businesses should look to state legislation in addition to federal regulation before requiring proof of vaccination from employees. The difference in regulation on a federal and state level contributes to the controversy surrounding coronavirus vaccines.
The Controversy Regarding Vaccinations
COVID-19 vaccinations are controversial for many reasons. In addition to vaccine skeptics, there are a number of equity and political concerns which small business owners must navigate. Many Americans remain unvaccinated against the coronavirus because of doubt over its efficacy or fear of assumed side effects while other Americans remain unvaccinated because of difficulties receiving the vaccine. The EOCC addresses several of these concerns on their website by cautioning employers to remain aware of the barriers some demographic groups face in getting vaccinated. In combination, the controversy and divergence in opinions surrounding the COVID-19 vaccine means many communities may have different opinions about getting vaccinated. What follows are several strategies for navigating through the storm of COVID-19 vaccination controversy as a small business owner.
Strategies for Navigating Employee COVID-19 Vaccinations
1. Clear Communication
The most important strategy for navigating the controversies surrounding the vaccination of your employees is clear communication. Only by communicating frequently and clearly with your employees and your community can you make the best vaccine related decisions. The following strategies all depend on the interaction of your vaccination goals and those of your employees. If your employees are not opposed to receiving the vaccine, but have not done so, you may want to use incentive strategies. If they are hesitant about the vaccine, providing educational materials might be most effective. In every case, as the owner of your small business you are responsible for tailoring your strategy to best meet the combination of your and your employees’ needs. Schedule a brief phone call or send an email to find out how your employees feel and think about the vaccination. Clear communication is crucial for reaching your vaccination goals. What’s more, this article cites studies which show employers are the most trusted source of information for many Americans. Use this trust.
2. Education
Once you have communicated with your employees, you may decide education is the best path forward. Many Americans are hesitant to take the vaccine because they know little about it. Help your employees learn about the vaccine and what vaccination means for them and their communities. Provide them with infographics such as this one, or send them to Vaccines.gov to find a nearby vaccination center, or share the CDCs Key Things to Know found here. For more information on successfully educating your employees about the COVID-19 vaccine, look no farther than here. If your employees still have not gotten vaccinated after learning about the vaccine, you might want to consider using incentives to move them to action.
3. Incentives
Incentives have proven to be very effective in increasing vaccination rates as this medical article discusses. Many cities and states are creating vaccine lotteries or even giving out concert tickets to fully vaccinated residents. If your employees haven’t gotten vaccinated yet, it might be worth a Google search to see what vaccination incentives your city and state are currently offering.
As a small business owner, you too can incentivize your employees to get vaccinated. Some potential incentives are listed below.
a. Accommodation of vaccine appointments
b. Cash incentives
c. Paid time off
d. Free company products
e. Gift cards
If you’ve clearly communicated with your employees, provided them with opportunities and resources to learn about the COVID-19 vaccine, and given them incentives to get vaccinated but they haven’t done so, you may have to use the last strategy.
4. Vaccinate
Depending on your state, you very likely have every legal right to require employees to get vaccinated barring exempt groups. Requiring vaccination can be an unpopular approach, but it may be necessary. Don’t be afraid to put your foot down for the health and safety of yourself, your customers, and your small business.
As a social impact initiative, Rem and Company also offers free consulting services and resources to small businesses and nonprofits impacted by COVID-19. Our pro-bono consulting teams provide small businesses with the opportunity to identify and prioritize issues facing their business, propose innovative strategies, and facilitate execution. If you are a small business or nonprofit in need of assistance, learn more about how we can help.