By Nathanael M. Alexander, Esq. for AssuredPartners
Since we last blogged about the changes in the world of COVID-19 vaccines there have been plenty of headlining developments that are worthy of mention including the August 23, 2021 FDA approval of the Pfizer vaccine, a woman being arrested in Hawaii for attempting to skirt the state’s entry requirements via the use of a fake vaccination card, and various state law mandates for teachers, healthcare workers, etc. This is all coupled with much enthusiasm from employers hoping to follow in the footsteps of Delta Air Lines’ recent decision to add a $200 monthly health insurance charge for their unvaccinated staff members. This heightened enthusiasm has led many employers to explore the various ramifications (both legal and company culture wise) of implementing a vaccine mandate for their non-vaccinated employees and, taking it a step further, some have also considered their own spin on Delta’s surcharge requirement. In fact, as per Reuters, “More than half of U.S. companies are planning to impose COVID-19 vaccine mandates in the workplace by year end, with almost a quarter considering vaccination as a condition of employment, according to a national survey of nearly 1,000 employers.”
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