What Larger Employers Need To Know About OSHA Regulations and Mandatory Vaccinations

Posted: November 5, 2021
As you may have heard, OSHA has issued regulations regarding the mandatory vaccinations ordered by the White House earlier this year. These mandates apply to employers with 100 or more employees.

While the OSHA regulations do not clarify everything and are subject to change, here are some of the highlighted requirements that apply to these employers:

  • All employees (with limited exceptions) must either be fully vaccinated or must test weekly by January 4, 2022.
  • If employees cannot show proof of vaccination, do not show proof of a negative test weekly, or if they test positive for COVID, they must be removed from the workplace.
  • Any employee that is not vaccinated must wear an acceptable face mask at work.
  • Employers must provide paid time off for vaccination (up to four hours) and sick pay to employees to recover from the side effects of vaccination.
  • Employers must establish, implement, distribute and enforce a written mandatory vaccination policy, as well as other disclosures.
  • Employers must maintain an acceptable proof of vaccination record for all vaccinated workers.
  • Employers must report workplace-related COVID hospitalizations and fatalities.

Other than the provisions that go into effect on January 4, 2022, the other provisions must currently be complied with by December 5, 2021.

The regulations go into more detail regarding the above items, as well as other requirements; therefore, be sure to discuss this with your employment counsel, so you can be prepared to comply with this mandate.

For more information about this topic, please contact the author, Kevin M. Doherty, or your personal Greenwald Doherty attorney contact.