Q. “What if my employee refuses to get the vaccination?”
Answer:
So what do you do if an employee refuses a mandate of your organization? To complete required Workplace Harassment Training? To wear a mask? To get a COVID-19 vaccination?
First ask yourself: is this your organization’s personal mandate, or a government mandate all employees must legally comply with?
Once you determine if the policy is internal or government mandated, talk to your employee:
Ask Them to Explain Their Hesitation. Maybe they don’t understand the policy, or maybe their noncompliance is a money or time issue.
Explain the Why. Understanding the big picture for your organization might help put it in perspective.
Make Sure Your Policy is Written & Clear. Are they getting bad information from somewhere or confused about what was said.
Check If They are Requesting a Religious or Medical Accommodation. They might be able to request a religious accommodation even if your religious organization does not have a stance on the issue. The EEOC defines “religious” loosely, allowing for a wide range of definitions. If the employee takes this route, you may want to check with your legal counsel before taking further action.
Reiterate the Consequences. Whether it’s to wear additional protective gear, be prohibited from certain places/things, submit to disciplinary action, suffer a job change or hours cut, or even termination.
Follow Through. Do what you say and be consistent, even if it’s painful.
Communication and consistency are key, and helpful for any future legal implications. If you still aren’t sure about which policies you need to enforce or what consequences are appropriate, schedule a call which us to talk about your HR gaps and help fill them in.