Key Considerations for Employers Offering Vaccination Incentives

In a bylined article published in LegalNews.com, Stephen Scott provides some key considerations for employers that are offering COVID-19 vaccine incentives for their employees. He explains that the Equal Employment Opportunity Commission (EEOC) has given employers “a binary choice in regard to incentivizing vaccines, by drawing a key distinction based on who administers the shot.” And Stephen describes the two choices available to employers as follows:

1. If employees voluntarily provide documentation confirming they have been vaccinated and got the shot on their own from a pharmacy, public health department or other health care provider in the community, then the employer can offer them any incentive it would like with no apparent limitations.
2. If an organization (or an entity acting on the organization’s behalf) administers the vaccine, it can still offer incentives – but they cannot be so substantial in value as to be considered coercive.

Stephen explains that no matter which of these two paths is followed there are still several considerations that employers must keep in mind when offering vaccination incentives based on voluntary inoculations, and the article goes on to describe these considerations in detail.

To read the article visit LegalNews.com.