HR practitioners in Europe, America, and Australia are now in the process of formulating HR policies on the Covid-19 vaccine. The decisions they face are whether or not to:
1. Insist that employees be vaccinated i.e. make it mandatory for all employees to be vaccinated,
2. Recruit only those overseas and local candidates who have been vaccinated,
3. Take some form of action if an employee refuses to be vaccinated, and,
4. Provide incentives to employees who opt for vaccination.
There are legal implications associated with the above decisions which are related to the employer's duty of care.
The presumption is that an employer must provide a safe and healthy work environment for all employees.
And if an employee were to fall sick due to Covid-19 while they were at work, the company could be held legally liable if they breached their duty of care.
Some of the other challenges include planning workforce vaccinations and counseling those who are skeptical about the vaccines.
A vaccine policy is imminent. The question is whether HR professionals here will take the initiative or wait.
HR Poll: Does your organisation need a vaccine policy?
Not sure: 28.95%
REPLIES & COMMENTS
Subject to Singapore's government guidelines & legislations - Elaine
I don't think we have an issue to ask the employee to get vaccinated - Wendy
None at the moment - Alina
This vaccine for Covid-19 is on preference and personal. We would ensure or be obliged to keep our safety measures in place in the workplace. We have regulations and procedures for all employees who are infected with Covid-19 - Sarimah
As the Govt has not made the vaccination mandatory, it may seem discriminatory if we draft policies putting them in a difficult position. Also, there may be staff who for a valid reason cannot be vaccinated - Munjit
Post your reply or comment to this discussion using the form shown below. Please write the subject as "Vaccine policy"
Recent HR Community Posts
Secondments provide a way for organisations to share resources and expertise and can be a valuable opportunity for employees to gain new skills and experiences. Continue reading→
Employee Holding Two Titles
Allowing an employee to hold two job titles should be a case-by-case basis, based on performance, workload, compensation, and company's operations. Continue reading→
Sister Entity Employee
If an employee is going to hold another position in a sister entity, it is important to follow the proper HR procedures to ensure a smooth transition. Continue reading→
Increment Range Factors
To determine the range of increment, consider the financial situation, employee performance, industry standards, market competition, and the cost of living. Continue reading→
When and under what circumstances is severance pay given and can a company remove severance pay if it was given previously. Continue reading→