The CARES Act requires all non-grandfathered health plans to cover a COVID-19 vaccine or other preventive measure, within 15 business days of recommendation by the Advisory Committee on Immunization Practices of the Centers for Disease Control and Prevention or the U.S. Preventive Services Task Force. A summary is provided to help you stay on track of these organizations’s approval status.
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In December 2020 the FDA approved Pfizer and Moderna’s COVID-19 vaccines for use in the United States, with industry observers expecting additional vaccines soon to follow. Although widespread distribution of the vaccines won’t likely occur until the second quarter of 2021, it’s important for organizations to understand that implications of the COVID-19 vaccine on employer health plans.
The COVID-19 vaccine will play a primary role in prevention and be a significant factor in keeping employees healthy and at work. Through a series of FAQs, learn more about the vaccine’s impact on health and wellness strategies and how to best integrate a vaccine program into your organization.
The unprecedented timeline of the COVID-19 vaccine becoming available has raised concerns about its safety and efficacy. With the vaccine being widely available, employers have a responsibility to address employee concerns. Begin by learning more about what to consider when developing a COVID-19 vaccination program for your organization.
For employers seeking guidance on how to address a COVID-19 vaccination policy, this guide outlines key points when considering whether to go with a mandatory or voluntary vaccination policy. It highlights the EEOC’s position on a mandatory vaccination policy, allowance for reasonable accommodations under the Americans with Disabilities Act, potential privacy concerns, incentivization for getting vaccinated, and other legal risks under federal and state law.
With multiple states rolling out phased access to COVID-19 vaccines, many employers are considering whether they want to require employees to be vaccinated, how to encourage employee vaccinations, and the implications of vaccine policies for their businesses. Some top questions are answered to help employers address the issues surrounding the vaccination.
COVID-19 is exacerbating ongoing geopolitical and societal challenges, and the existential crisis of climate change looms large. In this 16th edition of the Global Risks Report, it highlights the implications of major risks, including the COVID-19 pandemic and an emerging risk landscape spanning from the digital divide to navigating global fractures to considering strategic investments to avoid catastrophic outcomes.
Before deciding on whether to mandate a COVID-19 vaccine at the workplace, there are a number of considerations that an employer should bear in mind. This includes costs from securing the vaccinations or side effects that may result in needing paid leave. There are also the financial and practical implications associated with a mandate.
The employer’s safety protocols are an essential tool to help reduce the community spread of COVID-19 in the workplace, prevent and defend against lawsuits, and demonstrate compliance with OSHA safety requirements. To help develop your organization’s written policies and protocols, use this self-inventory toolkit with best practices and tips as your guide.
As COVID-19 cases have spiked across the country, many businesses have adjusted certain operations with an eye on customer and employee safety, as well as to ensure compliance with recent changes to government orders. Some businesses have faced challenges that they have not seen since last spring. As the average daily death totals in the U.S. remain high, there a few things to consider when proceeding to re-open and establish new processes in the face a dynamic environment.