Since the emergence of COVID-19, many employers have struggled to respond, wondering whether they should enforce mask mandates for staff and customers. These questions only became more complicated when the vaccine became widely available, and employers were forced to decide whether they would require staff to be vaccinated. Companies that are worried about enforcing corporate vaccine mandates aren’t alone. COVID vaccine workplace requirements are a major issue of contention for employers around the country. Here are four things you need to know about the vaccine mandate and its impact on employers.
The Vaccine Mandate is Now Law
On September 9th, President Biden issued an executive order mandating vaccination for staff of companies that employ more than 100 people. The order allows unvaccinated staff to bypass the requirement by submitting a negative COVID test weekly. This mandate has rocked employers, prompting questions about enforcement as well as funding for the vaccines and tests that are now compulsory. Though the logistics are yet to be ironed out, it’s clear that employers will need to ensure compliance.
Noncompliance Comes at a Cost
In addition to mandating these new requirements, the executive order outlines the consequences of noncompliance. These consequences include a $14,000 fine for every violation levied by the Occupational Safety and Health Administration. The question remains how enforcement of these standards will be carried out, but employers should begin taking steps to form their own corporate vaccine mandate compliance plan to ensure they don’t get caught with a fine — or worse, see COVID-19 spread throughout the workplace. COVID vaccine workplace requirements should be enforced with consistency in order to ensure efficacy.
Some Employers are Exempt
Employers that are worried about the implications of the vaccine mandate can benefit from the protections provided by staffing EPLI, but it is important to note that some employers are exempt from this requirement. Most notably, any company that employs fewer than 100 people will not be subject to the demands of the order. It is worth noting, too, that some federal employees are exempt from the mandate, too. The President does not have the authority to extend the mandate to the legislative and judicial branches of the government, so these employees may be able to elude the terms of the mandate.
Some Employees are Exempt
Just as some employers are exempt, some individual employees may be exempt, too. Employees whose employers attempt to enforce the mandate may be able to claim an exemption on the basis of a health condition or a religious belief. In both cases, though, the employee in question must be able to furnish documentation of their claim in order to be approved for vaccine exemption —and they will still need to submit to weekly COVID tests to prove that they are uninfected.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.