Sample COVID-19 Vaccination Policy

In anticipation of the webinar, here is a sample mandatory vaccination policy:

COVID-19 Vaccination Policy

As many of you are aware, the COVID-19 pandemic has taken a toll on our business and our ability to work with our customers.  We are taking the step to mandate vaccination to best protect employees and their families unless a need for a reasonable accommodation is appropriate.

This policy requires three things:

1. All employees must notify HR of their vaccination status by December 5, 2021.
2. Unless a reasonable accommodation is appropriate, all employees must receive
   1. One dose of the Johnson & Johnson vaccine by January 4, 2022; or
   1. Both doses of the Pzifer-BioNTech or Moderna vaccine by January 4, 2022.
3. All vaccinated (including partial vaccinated) employees must provide a copy of their vaccination card to HR. You may upload this to XYZ or present their card to HR for photocopying.

Employees may receive up to four hours of additional paid time off to obtain their vaccine dose(s).  Employees must work with their managers to both account for scheduling their doses and accounting for time.

Employees who seek a request a reasonable accommodation on the basis of disability (including health-related exclusions or delay in vaccination) or sincerely held belief must do so by contacting HR by December 5, 2021. Employees will be asked to provide information sufficient to describe the employee’s need for an accommodation.  Providing false or inconsistent information may result in a denial of an employee’s request. 

Available accommodations could include unpaid leave or frequent COVID testing.  If testing is the accommodation, employees will be required to provide proctored tests through BionaxNOW at least weekly.  Any employee who tests positive will not be permitted to work unless they have met the requirements to return to work per the Centers for Disease Control.  Employees may use accrued paid time off during this time, but no additional paid time off will be provided.  Also, employees who receive a reasonable accommodation will be required to wear a face covering while in shared workspaces.

Employees who are not vaccinated by January 4, 2022 and have not been granted a reasonable accommodation will be disciplined and prohibited from working.  Termination will likely result if an employee continues to refuse to be vaccinated.

All new employees must provide proof of vaccination or request a reasonable accommodation prior to their start date.

If you have any questions or concerns, please contact HR.

Photo by Ashkan Forouzani on Unsplash