Remote working has been a massive success in the past year. But now that the vaccine is rolling out, employers are looking at ways to ditch Zoom calls and return to the office. There’s just one problem: not everyone wants to go back. And it’s causing tension at some companies.
The Covid-19 inoculation rollout is in full swing right now, with the federal vaccine policy aiming to protect every American by July. When we reach that finish line, business owners will undoubtedly breathe a sigh of relief as everything returns to normal. If only it were that simple. We live in an era of unusually high vaccine hesitancy, with intense public uncertainty about the safety of these shots. As it stands, around 39% of Americans say they don’t plan to get vaccinated, with almost half of that group saying that they definitely will not get a shot. Vaccine hesitancy creates a bind for employers. On the one hand, you have to respect each employee’s autonomy and their right to privacy. But you also have to ensure the safety of the rest of your team, as well as any customers that might interact with an unvaccinated employee. So, how can you create a vaccine policy that works for your business?
In a normal year, your employees’ holiday schedule wouldn’t be a big concern. You might politely ask where they’re going, but it’s not business-critical for you to discuss their travel plans.
Employee turnover is a natural part of any business. Contracts come to an end, employees move on, and you hire new people to replace them.
The McNamara-O’Hara Service Contract Act is governed by the U.S. Department of Labor and applies to contractors and subcontractors performing work on certain contracts with the Government. In my experience, I have worked with clients who have experienced difficulties understanding Service Contract Act employee exemptions.