Specifically, employers will need to determine policies around testing, tracking, exemptions, termination effects, and timelines unique to their company. Below are factors to consider within each category:

Testing: Consider whether you will choose to offer routine testing as an alternative to the vaccine and if the logistics are worth it to your company financially and decide who will pay for it (you or your employees). Offering a testing option could alleviate labor shortage concerns in the short term, though it could come with a very steep price tag.
Tracking: Determine a method of tracking who is and isn't vaccinated and get those data as soon as possible so you can confirm your population's vaccination status by January 4.
Exemptions: Legitimate medical and religious exemptions for vaccinations (not just COVID-19) are rather rare. Most employers are repurposing their standard HR exemptions processes for the vaccine mandate and are requiring either a note from a health care provider or a signed statement of religious beliefs against vaccines. You may want to attach your company's code of ethics to the exemption documentation to encourage honesty.
Termination effects: Determine how you will handle those who don't adhere to the mandate by the deadline. To avoid confusion or backlash, be transparent about what employees can expect on January 4 if they don't adhere. For example, will it result in termination? What details surrounding termination can you provide?
Unique timelines specific to your company: If your company already has its own vaccine mandate in place, ensure that you are maintaining or accelerating these company policies as needed to meet deadlines. For this, you may need to take into consideration various timelines for differing groups (i.e. remote, in-person, or unionized employees).

Finalized plans should be communicated to the entire workforce as clearly and swiftly as possible to encourage compliance. All communication should come directly from the CEO, president, or a senior HR leader.

Instant Insights /

3 tips to effectively and empathetically approach vaccine policies in your workplace

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