Part 1 – Can an Employee be Required to Vaccinate?
We have put this Guide together for Employers to help navigate through the confusion and uncertainty around requiring vaccinations in the workplace, human rights grounds for refusals and what to do if an employee refuses on the basis of a personal preference, liability if an employee gets ill or dies from the vaccine, maintain an employee’s privacy and avoiding breaches of confidentiality, anti-gen testing as a safeguard against COVID-19 in the workplace, and common mistakes to avoid in creating policies.
This part of our Employer Guide examines how employers can avoid liability for requiring that their employees be vaccinated, whether other safety measures will suffice to protect workers under the OHSA, and how to ensure that privacy and human rights laws are not breached.
The following questions are answered and more:
- Are all employees required to be vaccinated?
- What is required to take “every precaution reasonable in the circumstances for the protection of a worker”?
- Is masking and social distancing sufficient?
- Are other less intrusive safeguards possible?
- Why then the need for vaccinated employees?
- Can you discipline or terminate an employee for their refusal to comply with the vaccination policy? Should you?
- Common mistakes to avoid in creating a policy.
DOWNLOAD: COVID-19 Vaccinations in the Workplace – Part 1
If you have any questions please reach out to us today. You can book a consultation on our website or contact us at contact@minken.com or 905-477-7011 | Toll free: 1-866-477-7011.
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