Your Approach to the New COVID-19 Vaccination Requirement for Large Employers
On Thursday, November 4, the U.S. Department of Labor, Occupational Safety and Health Administration (OSHA) issued an emergency temporary standard (ETS) in response to President Biden’s vaccination mandate announcement on September 9.
According to the ETS, employers with 100 or greater employees will need to implement a COVID-19 vaccination requirement for their employees – and offer a weekly testing alternative to those who refuse or are unable to receive a vaccine – by January 4, 2022.
While appeals of the ETS are underway in federal court, in preparation of final rulings, we are asking how employers will manage compliance with the ETS and their overall approach to vaccine mandates and testing.
THIS SURVEY HAS NOW CLOSED
See our related Special Compliance Alert: OSHA Releases Emergency Temporary Standard Regarding COVID-19 Vaccination Mandate
Join EPIC and Guardian HR on November 18 to review these new rules and get answers to your questions, such as:
- Which employees are exempt from the requirement?
- What must be included in the employer’s written policy?
- What kind of tests are allowed for employees choosing not to receive the vaccine?
- Who pays for the tests?
- Can employers mandate vaccinations with no option for testing?