After what seems to be a decade, COVID-19 vaccinations finally rolled out across the world, rekindling Mandatory Vaccinations hope to a safer lifestyle while shielding against the many variants of the virus. As for employees and employers, the vaccine offers an opportunity to safely return to their workplaces however it is Mandatory Vaccinations in Abu Dhabi without overruling the guidelines.
Although vaccination programmes are active worldwide, there still exist many logistical and ethical challenges whereas a few countries are still in the trial phase. Before digging deeper into workplace vaccination and associated factors, let’s have a look into the priority list for whom getting vaccinated is mandatory!
- All those who are above the age of 80 years as well as their caregivers.
- For individuals above the age of 16 years especially those in their 40s as the risk of being a carrier or victim is higher.
The overall scope of the programme covers almost every individual which makes it clear that reaching out to each with two jabs would take years to complete. In the meantime, the many new variants of the virus would continue to Mandatory Vaccinations pose a certain threat to health and safety which means there may be additional booster shots to be made compulsory sometime later.
Impact On Employers & Employees
To all employers who are gradually reopening their offices and business, centres are responsible to take guarantee their employees’ safety and vaccination. With this, they should also consider how it would affect the workers in terms of productivity as well as other employees. Many organisations have undertaken COVID-19’s risk assessment and transmission prevention before reopening to ensure the safety of themselves and their employees.
Many corporations across the world are still having 50% of their workforce remain active from homes with permission to visit in-house locations only in extreme cases. Post-vaccination, it’s upon the employers to decide if they’re willing to call their employees completely or maintain the ‘Work from Home’ standard. Employer aside, the decision of whether to open or not is on the government.
Vaccination for Employees
To have the entire workforce vaccinated is surely a huge challenge from both legal and employee-relations perspectives whereas each individual has to decide whether to go along with the vaccination or not. The entire situation can be Mandatory Vaccinations quite tricky for employees whereas employers are likely to have their workers legally vaccinated. Also, note that foreign workers should always carry a valid and certificate issued by professional visa medical Abu Dhabi healthcare centre.
What About Employees Who Are Unwilling for Vaccination?
Then there’re employees who are either unwilling or somehow unable to have themselves vaccinated for many different reasons. Certain medical conditions and health issues prevent individuals from vaccination whereas other reasons can be based on different beliefs and cultural norms. That said, the world has yet to see the effectiveness of the vaccination whether it returns a positive outcome or not working at all.
If employers were to take disciplinary action against workers who aren’t getting vaccinated, it can raise a risk of massive downsizing or worse, discrimination. A different strategy is then considered like work from home to a certain time period but, those who directly refuses to pose a safety risk for both themselves and other colleagues at work too. If such is the case, employers can always take legal advice or approach the nearest visa medical centre for laws and standards being exercised.
Evidence or Proof of Employee Vaccination
Individuals who’ve received their two jabs are issued a certificate or vaccine card that they need to submit at their employer as well as other places with restricted entry for clearance. Whether vaccine passports or certificates are Mandatory Vaccinations to be issued or not to the individuals is a pending decision but it was earlier announced that such documents are to be made compulsory for travel as well as other public places being an entry ticket.
Other than data protection on which privacy concerns are already being raised, potential issues and compromised privacy would further raise the flag against biased treatment, discrimination and falsification to the document only to gain access.
Legal Steps to be Taken by Employers
And as the vaccination programmes are commencing across the world, there’re a few steps employers can take now. These are:
Workforce Audit – Employers can identify particular departments or individuals who can conveniently work from the safety of their home against those for whom in-house reporting is mandatory. This can help them maintain the social distancing and other COVID-19 related standards to be effective in the workplace. However, do remember that there will still be cases on an individual level that may require further investigation on whether to or not to have themselves vaccinated for many different reasons.
Review & Internal Communication Strategy – Communicating clear and precise information to employees is a duty of the employer on the effectiveness of the vaccination programme in their office. Encourage workers to opt for vaccination which is important for the overall safety of themselves as well as their family. To keep the workflow smooth and the environment optimistic and motivated, your internal, as well as external communication, matters most so make sure there’re clear policies to circulate thus guaranteeing a professional and happy office decorum.
Encouraging the Staff to be Vaccinated
The way you communicate can make a huge difference. Employers should talk to their workers about getting vaccinated, its benefits and listen to their queries and concerns calmly. Such a discussion session can be helpful with:
– The latest information or update on vaccine from the government
– Schedule the most convenient date and time to arrange vaccination
– Taking a day off or leave for a few hours to get vaccinated
– Medical reports, test results and records should be kept confidential; not to be shared with anyone.
Employers should always support the staff about what’s best for their health as well as for overall safe environment at the workplace however without forcing them. Should an employer feel a particular employee or all needs vaccination, it’s better to communicate the message professionally. In fact, an employer should take legal advice from government on the matter so as to proceed conveniently.
Regulations for Third-Party Contractors, Agency Workers & Visitors
It’s possible that your business model support internal employees to work in collaboration with third-party contractors, agency workers and corporate visitors. This might raise the risk of spreading the virus involuntarily which is why legal consent is a must. All safety protocols must be exercised for visitors like:
– All should wear face masks
– Completely avoid physical contact like shaking hands so on
– Before walking in the facility, sanitise each visitor by making them pass through specialised gates and tunnels (if you have such a facility installed at your place)
– If yours is a production facility like a factory, make sure you, your employees and visitors to wear a specialised uniform and facial shield for maximum safety.
Induction of the Vaccine
Forceful induction of the vaccination programme in the organisation is quite unrealistic unless it has already been communicated several times before taking such an action. For start-ups however, it’s necessary for employees and employers to be vaccinated and carry a certificate which is submitted to the government authorities.
How an employer would communicate the message across the organisation mainly depends on corporate model or hierarchy; which is obviously different for each. Some might prefer encouraging employees and issue a day-off typically for vaccination which can be on individual basis whereas employees that are hesitant in getting vaccinated or perhaps completely refuse due to some underlying health issue may discuss with their management.
Impact & Exceptions:
Rather than mandating vaccination forcefully, employers should also take into consideration every worker’s consent and proceed only if they agree to it. There can be many different reasons for each individual to avoid vaccination which is why employers should communicate the message via email or in written so that each worker may respond privately.
On the contrary, if the corporate policy is hampering with employee vaccination in any way, it must be amended temporarily; at-least till the pandemic issue has been completely resolved or government’s further guidelines.
Vaccination Disputes & Resolutions:
It’s possible that there may be issues, disputes and argument amongst the staff over vaccination. This is where human resource department come into play to end the conflict as well as to propose a solution that’s acceptable by both disputing parties. Other than health issues, employees may avoid getting vaccinated because of having needle phobia, blood clot as a consequence to certain vaccines and many others.
The Right Specimen for Vaccination
Individuals over the age of 18 years are considered safe for vaccination; that also include those having pre-existing health conditions such as auto-immune disorders, hypertension. Asthma, pulmonary diseases, asthma, compromised liver and kidney so on. Vaccination would not affect such conditions in any way whatsoever. Still, those who are doubtful may first consult with their general physician for a complete medical check-up.
Yet another possibility is that of limited vaccination supply in your area. If such is the case and you’re already going through certain health issues, get in touch with the nearest health centre. A few examples can be:
– Compromised immune system
– Expectant mothers
– A medical history of severe allergies, especially to certain vaccines
With all these details and strategies, it’s on employers now to decide how they can keep their organisation moving forward without compromising health and safety standards.