Covid-19 vaccinations, but policies must comply with the Americans with Disabilities Act , Title VII of the Civil Rights Act of 1964 and other workplace laws, according to the EEOC.”The duration of the risk.The imminence of the potential harm.
It's a tough call for managers. If an employee falls into the category in which they don’t or can’t be vaccinated, but could potentially be a health threat to colleagues, the supervisor has to come up with solutions. This could include making reasonable accommodations, such as isolating the person from others, which isn’t too practical or polite. They may elect to ask the unvaccinated person to work remotely. It could get complicated and uncomfortable.
The issue gets even more complicated when companies require their customers to be vaccinated. Airlines, sporting events, restaurants and cruise lines may call for vaccine passports. Like many issues lately, the decisions become politicized. Some groups will claim that they don’t want their rights and privacy abridged and others may feel uncomfortable and put-upon to be in close proximity with someone who could potentially spread the virus.
As companies are planning to soon have people back in the office by May, June or July, executives have to quickly figure out how to navigate these difficult decisions. I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands ofI am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of professionals with top-tier companies over the last 20-plus years. I am passionate about advocating for job seekers.
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