In a recent blog post, we talked about the many considerations that employers need to take into account when taking on an employee health care plan. One of these considerations is whether or not they want to mandate vaccines for their employees.
When it comes to legally mandating vaccinations, the U.S. government helps employers by offering them a number of pre-packaged options from which they can choose, depending on what vaccines they want their employees to receive and what state they’re in. While many of these options are under consideration by Congress, at the moment there are three that warrant mention here:
The Model State Vaccine Requirements set by HHS’ Immunization Action Coalition – This mandate would require all public employees to be vaccinated against: Diphtheria, Hepatitis B, and Tetanus. The Model School Requirements set by HHS’ Immunization Action Coalition – This mandate would require all public school students to be vaccinated against: Mumps, Measles, Rubella, Polio, and Hepatitis B. The “HHS Recommended Immunization Schedule set by the CDC – This mandate would require all public employees to be vaccinated against: Hepatitis B, Influenza, Measles, Mumps, Pertussis, Polio , Rubella, Tetanus and Varicella .
While the idea behind all of these mandates is to protect public health and prevent outbreaks, this approach clearly comes with its drawbacks: What happens if an individual doesn’t want to go through with a vaccine for whatever reason? Are they required to find new employment in order to maintain their personal freedom? If so, does that force some people into a situation where they have to choose between being vaccinated and choosing the career they love?
The Federal Mandate is a complex issue for Obamacare. While many employers are not yet ready to jump on board, it’s important to consider what you would do if forced by law to make this decision. If you’ve been struggling with this dilemma, you should know that there is a simpler solution that may be able to help you – and it doesn’t have to cost your business anything.
While federal mandates force employers into a corner as far as what vaccines they want employees to receive, state vaccination mandates offer a much more individualized and flexible approach. For instance, in New York state, businesses can implement any one of the following mandates:
A mandate that all public employees receive at least one vaccine to protect against Hepatitis A; A mandate that all public employees receive two vaccines to protect against Hepatitis B; A mandate that all public employees receive at least three vaccines to protect against Diphtheria, Tetanus and Pertussis (whooping cough); A mandate that all public employees receive at least one vaccine to protect against Measles; A mandate that all public employees receive at least two vaccines to protect against Mumps and Rubella; or A mandatory requirement that all employees be tested for tuberculosis.
No matter which option you choose, this flexibility ensures that your company isn’t forced to do anything it doesn’t want to do. This is especially helpful when it comes to offering benefits like health insurance. As an added bonus, many of these mandates allow public employers who already require certain vaccines because of their profession to be exempt from the mandate.
mandates allow public employers who already require certain vaccines because of their profession To put it simply, New York state vaccination mandates leave employers with plenty of options as far as what they want employees to receive. If this flexibility doesn’t make you feel any better, you should know that it’s also available in New York city.