Legally Use Covid-19 Vaccine Incentives to Boost Employee Consent

Date: Wednesday, May 19, 2021 1:00PM ET Length: 60 Minutes Expert: Allison Anderson, JD
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Getting your practice employees to consent to be vaccinated for COVID-19 is tricky, but it is ultimately what will make your patients feel safe.

Providing a vaccination incentive can work, but do it wrong, and you can violate multiple federal and state employment laws (i.e. OSHA, ADA, EEOC, GINA, FLSA). What and how much of an incentive you offer makes a big difference. Offer too much or make the rules inflexible and you could be hit with allegations of coercion and discrimination. vaccine incentives.

So, what should you do?

Labor and employment attorney and discrimination law expert, Allison Anderson, JD, can help. On Wednesday, May 19th at 1pm ET, Allison is presenting a live, 60-minute online training to walk you through the legal risks and practical solutions of how to utilize vaccine incentives at your practice. vaccine incentives.

This online training will use real workplace scenarios to help you implement a vaccination incentive program that meets your obligations to both your employees and federal and state laws.

Here are just some of the COVID-19 vaccination incentive questions you’ll get answered by attending this upcoming live, 60-minute session:

  • What does the US Equal Employment Opportunity Commission (EEOC) consider an acceptable incentive?
  • What parameters can you use to comply with de minimis incentive requirements?
  • Can you offer cash incentive without being considered coercive?
  • Can you legally give an employee a bonus contingent upon them getting vaccinated?
  • When paying financial incentives should they be added to an employee’s regular rate of pay?
  • How do you avoid American with Disabilities Act (ADA) violations for wellness activities coercion?
  • Are there added legal risks to inoculating your own employees?
  • How can vaccine prescreening violate the ADA or Genetic Information Nondiscrimination Act (GINA)?
  • What is the best way to ensure that employees know the incentive program is voluntary?
  • What considerations are important for medically or religiously exempt employees?
  • How can you avoid ADA discrimination allegations from disabled employees?
  • Which of your employees qualify for vaccine alternatives (i.e. testing, working remotely)?
  • How should you handle employees who distrust the vaccine?
  • Should employees have to sign something to be included in your vaccine incentive program?
  • If an employee opts out of being vaccinated, will that violate OSHA safe workplace rules?
  • Can you legally require proof of the vaccination before you pay the incentive?
  • And so much more…

Who should attend? If you manage or own a practice with employees, regardless of your practice’s size or specialty, and currently have or are considering implementing a COVID-19 vaccine incentive program, then this upcoming training is a must-attend. This upcoming training will walk you through the practical and legal considerations of offering a vaccine incentive program to help you stay out of serious legal hot water.

Your vaccine incentive program can either help you protect your practice and your patients, or it can result in expensive employee discrimination lawsuits or regulatory penalties.

This upcoming, attorney-led online training will provide you expert advice to help you weigh your choices for a vaccine incentive program that protects your staff, makes your patients feel safe and reduces your liability.

Don’t wait. Sign up today! vaccine incentives.

Meet Your Expert

Allison Anderson
JDAttorney at Foley Hoag

Allison Anderson is an attorney in the Labor and Employment group at Foley Hoag, a Boston, MA law firm. Allison’s practice focuses on representing and advising employers (including healthcare) in a wide range of labor and employment matters. She also serves on the firm’s COVID-19 Task Force. Allison defends clients against discrimination, harassment and wage and hour lawsuits. She represents clients in federal and state courts, before administrative agencies, such as the National Labor Relations Board and the Massachusetts Commission Against Discrimination, and before the American Arbitration Association. Allison is a graduate of Boston College Law School.