Are you feeling the rising pressure to implement mandatory COVID-19 vaccination policies? It’s a bit of an odd position for an employer to take when we’ve asked employees to do their best to separate their personal and work lives for years. And during the COVID-19 pandemic, that hurdle for employees seems to have gotten higher and higher.
I got the “vaccine.” Doesn’t everyone want it?
Not really. Most likely some of your employees aren’t interested in the shot, even though you haven’t heard from them. Whether your employee prefers to keep personal life at home, or likes to avoid conflict, that doesn’t mean they don’t have strong opinions.
Recruiting and retaining great employees is a tough job. Perhaps it’s possible to run an efficient, profitable and productive business without forcing your employees to inject something into their bodies.
Support your Silenced Employees or Bully them?
Yes, you may think the COVID-19 “vaccination” resistors are wrong, but that is hardly the point. By now, if someone has not succumbed to all the pressure to get vaccinated, I’m betting they’re feeling bullied. Who is standing up for them? Are you prepared to be the vaccination bully?
Keep everyone safe and provide a neutral workplace.
Employers can support those who are “vaccinated” and those who are not. Here are some tips!
What are the elements of a free choice “vaccination” policy?
- Covid19 shot is not mandatory. Recognize that medical decisions should be made between employee and doctor.
- Confidential information. No inquiries. Leave medical decisions confidential. Why make this your business or encourage other employees to inquire as to vaccination status of fellow employees?
- Do not provide medical advice. We recommend against language like “ABC Company strongly recommends…” Do you think this is going to change one person’s mind at this point?
- Respectful workplace (Anti-bullying). Do not add to stress. If you don’t already have anti-bullying messaging in your handbook, maybe it’s time to consider adding some.
- Remain sensitive to needs of coworkers and different risk tolerances. People who have taken a shot may be pushing for everyone to follow suit. It’s important to listen and communicate with them and provide safety features for them as well.
- Keep the emphasis on safety measures and protocols.
Communicate your policy to leadership first, with a few hints and reminders:
- Leaders’ role is to provide inclusive, comfortable work environment for everyone.
- Managers should be sensitive to needs of employees and different risk tolerances.
- Do not ask about the status of someone receiving a vaccination.
- Refer potential accommodation issues to HR as always. Don’t start with no.
- Contact HR with any concerns or needs.
What about incentives?
- You can offer incentives, but a free choice or neutral policy is not neutral with incentives.
- Keep in mind that the more incentives provided, the more it looks like coercion.
- Paid time off for shots? Sure. It’s not necessary if you have a generous PTO policy, but this is a small way for you to support people who want to get a shot.
Don’t forget about employee-to-employee communication.
- Employers must ride the line between employees having friendly conversations and uncomfortable and bullying environments. The vaccination is a hot button issue with some. Managers should be on the lookout for potential issues that may arise so they can be addressed immediately.
- Manager intervention in conversations. If someone is asking another about an employee’s vaccination status, that is a confidential topic. Handle with care. If people are discussing the virus and vaccine in general that might be protected speech as a matter of public concern.
Wouldn’t it be more sensitive to all your employee needs to have a neutral vaccination policy? We can focus on safety and freedom and privacy with well crafted policies and an understanding and sensitive leadership team.
Be safe. Be neutral. And, Happy Policy Writing!
