Employers will want to keep employees informed and over-communicate their plans, especially around cost coverage for the vaccine. (Photo: Shutterstock)
With a year behind us, we are still seeing the repercussions from the COVID-19 pandemic. However, some would say we are beginning to see some light at the end of a long tunnel thanks to the Pfizer/BioNTech, Johnson & Johnson and Moderna vaccines that are up to 95% effective. In fact, the CDC announced that people who have been fully vaccinated can start to do things that they had stopped because of the pandemic, including gathering indoors without masks with close family and loved ones and even traveling.
As the COVID-19 vaccination becomes more widely available to Americans, employers need to start thinking about and planning for how to best prepare and support their employees from a health and safety, educational and legal perspective.
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Throughout the pandemic, companies have looked for safety tools, including protective gear, increased cleanings and diagnostic testing to protect workers and give customers and staff more confidence in shared spaces. Today, their focus has shifted to vaccines. Vaccine prioritization has differed from state to state, but here are some questions employers should ask themselves as they prepare.
To mandate, or not to mandate?
First and foremost, company leaders will need to decide whether they want to enforce a vaccination requirement among employees or not. When making this important decision they will want to keep in mind legal considerations. Generally, employers can require employees to be vaccinated for COVID-19 in order to return to the office and they may be within their rights to terminate employees who refuse. The vaccination requirement, however, cannot be absolute. Employers, for example, must accommodate any employee disabilities or religious beliefs.
How much will the COVID-19 vaccine cost? Who will pay for it?
The Coronavirus Aid, Relief and Economic Security (CARES) Act mandates that all employer-sponsored health insurance plans provide coverage with no cost-sharing for all COVID-19 vaccines recommended by the Centers for Disease Control and Prevention (CDC). The federal government will purchase and distribute all COVID-19 vaccinations through state and local health departments, so it is likely that employer-sponsored plans will leave employers responsible only for payment of administration fees, rather than the entire cost of the vaccine.
Employers should cover administration fees through both the medical and pharmacy benefits of their group health plan to make it easier for members to get vaccinated. Employers will also want to keep employees informed and over-communicate their plans, especially around cost coverage for the vaccine so employees don't shy away from the vaccine due to concerns about potential costs.
Can incentives be offered to employees?
While most employers have not yet indicated that they will mandate vaccines, some are instead exploring alternatives. For example, employers can consider their company culture in determining the type and amount of incentives that will be most effective in encouraging vaccination. In fact, a recent survey found that although some 40% of workers are either unsure about getting the vaccine or do not plan to get it, certain incentives could boost vaccination rates. For as little as $100, one-third of employees would agree to get vaccinated against COVID-19, the survey of 1,105 employees finds. If an employer decides to offer incentives to employees, they will want to do their research on legal implications that could come along with it.
Immediate actions for employers
While vaccines may be the new priority focus, employers must also continue their efforts to keep employees safe until they get vaccinated. This includes maintaining remote work when possible and continuing compliance with public health efforts to distance and wear masks.
The COVID vaccine will eventually become a part of employers' health strategies, if not for the initial doses, then for the ongoing vaccination requirements, so it's beneficial to start planning for it now. Keeping employees healthy and the workplace safe in this manner is going to be a new part of health & benefits planning for many employers. While it may seem ambitious now, onsite vaccinations as a part of a wellness fair, perk, or safety badge will eventually become commonplace for employers.
