Our staff comes in close contact with elderly clients in our business. Can we require our employees to get seasonal flu shots in order to protect the health of our clients? Generally speaking, if employees do not have employment or union contracts that alter the nature of their at-will employment, employers with a business reason to do so may mandate flu shots. In some industries, requiring flu shots may make the most sense. This is particularly true when employees work with sick people or have very close contact with vulnerable populations. However, other employers may want to consider whether they may be able to achieve similar rates of absenteeism while maintaining employee morale by encouraging, rather than requiring, employees to get the vaccination. It’s also worth noting that the flu vaccine will not completely eliminate the flu, even if every employee gets a shot. That being said, if an employee objects based on a reason relating to his or her protected class status, you will need to look into accommodations for that employee. For example, if an employee has a disability that prevents her from having vaccinations, or an employee has a religious objection to vaccinations, there must be an exception to the rule. While vaccine allergies and side effects are rare, such medical and health exceptions must be considered. The law has generally been on the employer’s side in these cases, but there has been recent litigation on this issue. Additionally, employees may react negatively to mandated flu shots and employers should consider the potential impact on morale prior to implementing the policy. To avoid potential litigation and morale issues, we recommend that employers explain the reason behind the flu shot requirement, set a deadline by which employees must receive a flu shot, and create a procedure for employees to bring up any objections. Employers should also communicate that they will pay for the vaccination. Any employee objections should be analyzed on a case-by-case basis. An approach in one scenario may not be best for another scenario. Depending on the objection, the job duties, and your business practices, it may be appropriate to have the employee wear a face mask or reassign duties so the employee does not come in contact with the vulnerable population if the vaccination is refused. Each objection and accommodation should be documented thoroughly to ensure that any action isn’t seen as discriminatory or construed as retaliation. Enroll in the Church HR Support Center for more great HR resources. Article Courtesy of HR Support Center. Legal Disclaimer: The HR Support Center is not engaged in the practice of law. This response should not be relied upon or construed as legal advice, and does not create an attorney-client relationship. If you have legal questions concerning your situation or the information you have obtained, you should consult with a licensed attorney. The Company can in no way be held liable for any actions taken as a result of this correspondence.

Clergy Financial Resources serves as a resource for clients to help analyze the complexity of clergy tax law, church payroll & HR issues. Our professionals are committed to helping clients stay informed about tax news, developments and trends in various specialty areas.

This article is intended to provide readers with guidance in tax matters. The article does not constitute, and should not be treated as professional advice regarding the use of any particular tax technique. Every effort has been made to assure the accuracy of the information. Clergy Financial Resources and the author do not assume responsibility for any individual’s reliance upon the information provided in the article. Readers should independently verify all information before applying it to a particular fact situation, and should independently determine the impact of any particular tax planning technique. If you are seeking legal advice, you are encouraged to consult an attorney.

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