Encouraging Vaccines for Your Employees

April 12, 2021

It’s April, and we have been stuck in the Corona Carnival entirely too long for my liking. Let’s face it, a person can only eat so many meals on a stick before using a knife and fork sounds exotic and fun. Now that the vaccine is here, we are all talking about what we are going to do when we get out, and it doesn’t involve another deep fried Twinkie. One possible way out is through herd immunity. Debate aside, let’s assume that you as a small business owner want to encourage your employees to get vaccinated. How can you do that?

Earlier this year I looked at some things you want to consider before implementing a mandatory vaccine policy. There are also ways you can encourage vaccination without making it a requirement.

First, provide your employees with information about the vaccine in all of the languages commonly spoken in your workplace. The CDC has many print resources available for free.

Second, you can make it easier for your employees to obtain the vaccine. Provide paid leave for them to get it during work hours, as losing time and pay can be a deal breaker for some. Also consider providing paid sick leave for anyone having an adverse reaction. 

You can also consider providing a small incentive for those who do get vaccinated. While it should be something of a small enough value to not be considered coercive, I don’t recommend anything deep fried or skewered after this past year! 

Want more information or resources? Check out this publication from the Wisconsin Economic Development Corporation. Want another ride on the Tilt-o-Whirl? You are on your own with that one, I had too many funnel cakes.

If you need help creating programs or policies for your business, I am happy to wipe off my greasy fingers and get to work! Send me a message or give me a call!

1. The information above does not constitute legal advice, nor does it create an attorney-client relationship. Please consult your attorney with specific questions.
2. As this situation is constantly changing, we will make every effort to stay current on this topic, however this information is provided as general guidance and may not apply to your situation, nor should it be relied upon exclusively. Please consult and confirm with your attorney if you have questions about these updates or their applicability.  
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