Web Desk 
There is a lot of talk in the business community about whether or not to make COVID-19 vaccination mandatory now under Emergency Use Clearance, or later when they have it. official FDA approval.
“We don’t have specific guidelines that you can mandate,” said Loren Speziale, business attorney and partner at Gross McGinley.
Speziale was one of the presenters at a Greater Lehigh Valley Chamber of Commerce seminar on Tuesday on employers’ vaccination strategy. Speziale said little is known about the kind of responsibility an employer can shoulder by mandating vaccines. She said lawsuits could be brought if an employee is fired for not getting the vaccine or becoming seriously ill or dying if they receive the vaccine.
For most companies, she recommends encouraging vaccines instead of mandating them.
“There has been quite a bit of talk about what kind of incentives employers can push to try and get their employees to choose to be vaccinated,” Speziale said.
According to Speziale, too much incentive could be seen as a constraint.
However, employers can ask for proof of vaccination because it does not share health information.
While there are many unknowns, attorney Thomas Reilly, Jr. said it is clear that employers currently cannot offer themselves as a vaccine. sites. Currently, vaccines can only be administered in hospitals, doctor’s offices, emergency care, and pharmacies.
Even if that changes, Reilly said it might not be wise for employers to offer vaccines on site.
“Just exposing the installation can expose you to some liability,” he said.
Ultimately, experts said vaccination policies should be considered on a case-by-case basis.
“Decide if the direct threat of infection in the workplace outweighs the downsides of having a warrant in place,” Speziale said.
Via: www.wfmz.com
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