By Kate Devine-Elkins
Update: On January 13, 2022, the Supreme Court blocked the OSHA vaccine mandate detailed below, but left in place the mandate for healthcare workers. See our updated blog post: The Supreme Court Has Ruled on Vaccine Mandates - Now What?
This podcast The HR Outlook for Vaccine Mandates - Who & How is part of a series around vaccine mandates and how they may impact many of your HR processes. In this episode, we discuss vaccine mandates and how they may affect your onboarding processes.
Our Onboarding subject matter experts discussed the recent OSHA Emergency Temporary Standard that came out on November 5, 2021 and affects every employer with more than 100 employees. Some of the details include:
All affected employers need to be in compliance with the regulations by December 5, 2021, meaning they know which of their employees are vaccinated or not.
By January 4, employers need to start collecting negative tests on a weekly basis from employees who are not vaccinated.
Employers need to provide four hours of paid time off plus paid sick leave for side effects.
Penalties will follow the OSHA standard, with a fine of $13,653 for a single violation, or up to $136,532 for willful actions.
Information was discussed around the following topics:
Whether litigation of the mandate should delay you from establishing your process
If you need to prepare for boosters shots being part of the mandate in the future
If attestations are acceptable, and if so what are the requirements
How to handle job applicants who may be applying for affected positions
Listen to the full podcast to hear about these topics and more. You can also download COVID-19 Vaccine Mandates: Onboarding and Tracking Considerations for a deeper dive on this issue.
The information provided is intended as general guidance and is not intended to convey any tax, benefits, or legal advice. For information pertaining to your company and its specific facts and needs, please consult your own tax advisor or legal counsel. Links to sources may be to third party sites. We have no control over and assume no responsibility for the content, privacy policies or practices of any third party sites or services.