Nathaniel M. Glasser, a Member of the Firm in the Employment, Labor & Workforce Management practice, in the firm’s Washington, DC, office, was quoted in HR Dive, in “Mandatory Flu Shots Are a Risky Proposition,” by Pamela DeLoatch.
Following is an excerpt:
When implementing a mandatory policy, organizations need to consider if it will apply to all employees within the organization, or to a subset, says Nathaniel Glasser, attorney for Epstein Becker Green in Washington, D.C.
“If the company is in the healthcare industry, whether it’s a hospital, or another organization like a long-term care facility, I would consider implementing a mandatory policy at least for those employees that regularly interact with patients or similar clients, and encouraging the rest of the workforce to get vaccinations,” he said.
Those companies also must be prepared to make sincere efforts to accommodate employees who refuse the vaccines for religious beliefs, Glasser adds. This may include requiring the employee to use a surgical mask when working with others or allowing telecommuting or a temporary reassignment. Employers must ensure, however, these measures are not punitive.
