Of course, a number of factors must be weighed before implementing a vaccine mandate. A recent Inc. article did a good job of outlining key considerations for businesses:

Create a statement of need: The business should create a written statement that says it is implementing the mandate in order to keep its onsite employees and visitors safe.
Set a timeline: It's important to give employees adequate time to get their doses. According to , three months is reasonable.
Note exceptions: Businesses must comply with the Americans with Disabilities Act and exempt employees who have a medical condition that prevents them from receiving the vaccine. They must also exempt employees who cannot get it due to "sincerely held religious beliefs."
Determine consequences: Termination is the most obvious consequence a business can put in place for employees who refuse to get the vaccine. Alternatives can include submitting to regular COVID testing or paying a higher health insurance premium, but these options are less likely to keep the business a COVID-free zone. The article also recommended rewarding employees, including those who got vaccinated months ago, for complying.
Consult a local employment attorney. There may be other state and local laws to consider when creating the policy.

If credit unions are all about supporting their communities like they say they are, it's time for more of them to step up, demonstrate their concern for not just the financial health but the physical health of their communities, and say, "Get vaccinated or get out."

Instant Insights /

Credit Unions, Keep the Vaccine Mandates Coming

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