Though there is a lot of ambiguity and debate surrounding the availability of COVID-19 vaccine for the common people but whenever, it happens, we must be prepared for it.
If you are an organization and if you are thinking about getting your employees vaccinated then you must develop a COVID-19 vaccination plan. It is extremely important that we have done all the ground work before the vaccine has finally become public.
In this post, come up few points that will help you create your plan for COVID-19 vaccine in your company.
Whether to make vaccination compulsory for employees?
This is the very first question that pops up that whether to mandate the COVID-19 vaccine for all the employees or not. It not only depends upon the kind of industry your company belongs to about also state laws and religious concerns that play an important part in taking this important decision.
Points to Keep in Mind While Planning COVID-19 Vaccine for a Company
Communicating with employees: It is important to communicate the reasons to your employees if you are planning to make the vaccinate mandatory for the staff. For instance, if your employees are involved in interaction with customers or travel then that should be presented as the reason.
Costs involved: In case the vaccine is not completely funded by insurance then you must work out how you should be bearing the cost of vaccines if you are making them mandatory.
Managing medical records: All the medical information of all the employees must be handled separately and must be kept confidential.
Maintaining safety: Having your employees vaccinated is not enough. It is important to make sure that the working environment is completely safe for your staff.
Place of vaccination: You must also take into consideration the location where the employees will get vaccinated.
Choice of vaccine: If there is more than one vaccine available in the market then you must know which one should be finalized for your staff.
Efficacy: It is important to know the effectiveness of the vaccine and make sure that all the guidelines are followed.
Priority of vaccination: In case there is limited supply or shortage of vaccine, you must have a list of priority employees made who must get vaccinated first based on valid and unbiased grounds.
Compensation to workers: In case of side effects from vaccine, can the staff be compensated also needs to be decided.
Consider religious and medical objections: You must clearly define cases where requests for accommodations can be accepted under religious and medical concerns.
In situation where employee refuses for vaccine
- Evaluate if the employee’s refusal for the vaccine is a threat to other employees or customers.
- Take into consideration the safety measures to control the spread of COVID-19
- Making the use of gloves, masks and PPE kits along with social distancing for employees who refuse to take the vaccination.
Planning encouraging vaccination
- Offering incentives to employees who take flu shots.
- Offering vaccines at subsidized rates is also a big motivation
- Encouraging vaccination over making it mandatory always receives fewer issues.