With a clear understanding of workers' concerns on both sides of the argument, every company has a chance to maintain a tepid peace and a satisfactory level of productivity. (Photo: RedhoodStudios/Shutterstock.com)
There are hot button issues and then there are uranium-charged political footballs. And at the moment, there is no more nuclear topic than COVID vaccinations and, of course, the right to forego them. Although Corporate America always prefers to steer clear of these affairs, in this case it has no choice.
The growing politicization of vaccinations – which has expanded to include the recent "mandate" from Joe Biden's White House – has put companies at the center of a squabble that can't be won, and in which business itself is most likely to come out the biggest loser. But with a clear understanding of workers' concerns on both sides of the argument, and with a full view of the options available to them, every company has a chance to maintain a tepid peace and a satisfactory level of productivity.
Recommended For You
For members of the workforce, the lines are surprisingly clear: There are those who believe vaccination is strictly a matter of choice, and there are those who believe vaccination is a duty – an obligatory service performed to preserve both individual and public health. Because many businesses have operated on the honor system since re-opening their doors, confusion about protocols and anxieties over whether certain colleagues are vaccinated still remain.
The recent announcement of President Biden's corporate COVID vaccination policy, then, should be recognized by companies for what it is: a lifeline. Although it has been described as a mandate, the new policy for companies with 100 employees or more is explicit in offering a choice to workers: either get the jab or submit to weekly testing.
For some workers, even the testing concession will smack of government overreach and an infringement on individual freedoms. But what of the individual freedoms of every other employee? Shouldn't they have the right to show up every day to a safe working environment? In fact, they do: Not only is there plenty of legal precedent to be found to support the new corporate vaccination policy, it's simply common sense for large companies with teeming workforces – often operating in close confines – to protect their workers' health and do their part to avoid potential viral outbreaks.
Many employers that have relied on the honor system until now may be reluctant to mandate vaccines, testing or even masks, in an effort to respect a range of beliefs and feelings among employees. Companies have hoped to avoid alienating workers, some of whom begin looking for other work, quit or even file lawsuits based on their stance against the vaccine.
Still, standing pat poses exactly the same risks for businesses. Workers upset at the idea of sharing office space with unvaccinated co-workers will hold employers responsible. The result: disgruntled workers, an employee exodus, possible litigation. How does a company satisfy both sides?
One approach threads the needle: Humbly accept Biden's new corporate policy. Explain, with clear messaging, that while the company is legally bound to follow federal guidelines, workers still have a choice. No one will be forced into vaccination. Although it is encouraged and is understood to be the best defense against further outbreaks and future viral variations, employees' individual right to choose will be respected. From a workforce management standpoint, following the letter of the law – in this case, federal policy – provides companies with cover while meeting all but the strictest demands of the workforce on both sides of the vaccination issue.
With that said, there are costs involved. It's difficult for an employer to require unvaccinated workers to submit to weekly testing without bearing the direct and indirect cost of that testing. At the same time, they could encourage workers to get vaccinated by offering incentives that would be far less than the cost of weekly testing or having to find a replacement for a worker who quits.
In the end, companies must consider the health and safety of all their workers, as well as the impact on business continuity and drop in productivity in the event of an outbreak. The right to refuse vaccination remains an individual choice, but like it or not, the pandemic has implications that reverberate throughout a company and community. Business leaders are on the hook for the outcomes of their decisions, making the greater good a company's safest bet.
Tim Rowley is the chief operating officer and chief technology officer of PeopleCaddie, a digital talent network for highly skilled contractors. PeopleCaddie works with businesses in a variety of industries, matching employers with fully vetted, professional contractors as well as helping workers leverage their specialized skill sets into attractive contract work opportunities.
Read more:
© 2025 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
