The U.S. Food and Drug Administration (FDA) fully approved the Pfizer COVID-19 vaccine and the Moderna vaccine is expected to receive full approval soon, as well. Last week, the Pentagon said they are moving forward with mandating the Pfizer vaccine for the military, with other defined federal vaccination policies anticipated to follow as we watch the news during the delta variant.
With all these moving parts, especially amid the Delta variant and different guidance on boosters, some candidates may be asking about your company’s COVID-19 policy and what it may mean for them if they sign an offer.
It is important for employers to remind themselves that recruiters are the face of the organization (in a certain respect) and should be trained on how to answer these inquiries.
VACCINE MANDATES FOR CONTRACTORS
Maybe your employer brought up legal concerns that would be linked to a mandate or vaccine passport cards, especially since the approved vaccines only had emergency use authorization at the time. While the Biden administration has urged businesses to require employees to get vaccinated, there has not been a federal mandate coming for private businesses.
If candidates are inquiring to whether your company requires proof of vaccination, negative COVID-19 test results, or work from home if both are declined, ensure you know your company’s policy, but also ask your hiring managers / program managers what work looks like onsite at your different customers. Also question if government customers are flexible with remote work percentages – especially for those that were successful in work from home models but transitioned back to the office a few days a week (this can also give you leverage as you negotiate offers with candidates).
ENSURE YOU HAVE POLICIES IN PLACE DURING DELTA VARIANT SURGES
Most employers are still encouraging and not mandating vaccinations – there are usually other options.
The biggest worries that companies might have include resistance or backlash from its employees, a toxic culture or low morale that could follow, and potentially the loss of solid workers in an already tight market.
According to the U.S. Equal Employment Opportunity Commission (EEOC), employers can mandate COVID-19 vaccinations without violating federal anti-discrimination laws. But organizations that require vaccinations must consider religious or medical objections and explore accommodations, like offering remote work, changing the physical workspace to be socially distanced, revise current SOPs or provide a leave of absence option.
If you’re still on a week-to-week plan, especially as a small contractor, you’re probably not alone. First step is to have a discussion with the employees who request exemptions to determine if work from home is possible on their contract. Ensure policies are updated with guidelines followed and be sure your recruiters know what to say to candidates.
Above all else, if a candidate was to ask each recruiter at your company what the policy is, the communication should be consistent.
THE CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.
