To mandate, or not to mandate?

Chriesman-Green discussed an issue many employers are dealing with, around developing a COVID-19 vaccine policy for employees. She said employers should consider many factors before issuing such a mandate:

Workplace environment. This may include the industry of the employer, the proximity of employees to one another-=-for example, their ability to social distance—risk of exposure in the office for clients or patrons, an employee's job function, the type of work necessary for the office to function normally and office culture.
State and local municipal laws pertaining to COVID-19. For example, mask mandates and prohibitions against mandatory vaccination policies.
Reasonable accommodation. Ability to provide a reasonable accommodation for those employees who are unable to receive the vaccine or who object.
Risk for litigation. Employer's risk for litigation brought by employees who suffer an adverse reaction from the vaccine.
Issues and possible consequences. Is the employer going to pay for the vaccine? Will they allow time off work to receive the vaccination? What consequences, if any, where an employee fails to comply with the mandatory vaccination requirement?

Hot topics for employers keeping employment attorneys busy

BenefitsPRO's sister publication, Texas Lawyer, asked Chriesman-Green via email about a vaccine mandate, as well as what other issues employers want help with from employment attorneys.

Instant Insights /

Masks and vaccines: To mandate, or not? As workplaces reopen, employment lawyers kept busy

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