Now that the COVID-19 vaccine is available, employers will need to decide if employees will be required to take the vaccine. Before making the vaccine a requirement, employers need to consider the following;
·      Religious Accommodations
·      Disability Accommodations
·      Union Contracts
·      Employees that refuse to get the vaccine
 
A thorough, objective policy should be communicated based on business necessity and the policy should be applied consistently. We will be glad to help develop a policy for your company. Contact us at info@humanresourcesolutionsllc.com
 
 

The mandatory Emergency Paid Sick Leave and the Emergency Family Medical Leave expired on December 31st. However, employers can continue to voluntarily offer Paid Sick and Family Medical Leave and still receive the payroll tax credit through March 31st. Additional time was not granted so the tax credit applies only to time not taken under the original 80 hours of Emergency Paid Sick Leave.  With the continuing increase in COVID-19 cases, employers may want to voluntarily continue to offer the Emergency Paid Sick and Family Medical Leave.  Just remember to maintain appropriate documentation so that the tax credit is received.
*Note: Under the American Rescue Plan, additional employee time off due to COVID-19 is under consideration.
 
 
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