Other Considerations

Sub-prioritization May Be Needed

Develop a plan to prioritize who gets vaccinated first if there is not enough vaccine supply for all workers eligible within a phase. Prioritization should be done according to risk, (such as job requirements), age, or underlying health condition, and not by work arrangement (i.e., employee vs. contractor). For example, an employer might prioritize workers who can’t maintain 6 feet of distance from others. See Sub-prioritization of Frontline and Other Essential Workers for more information.

Avoid Worker Shortages due to Vaccine Side Effects

Consider staggering employee vaccination to avoid worker shortages due to vaccine side effects.

Some employees may experience side effects, which are normal signs that their body is building protection. These side effects may affect their ability to do daily activities, but they should go away in a few days. Please note, some people have no side effects. For 2-dose vaccines, side effects are more frequent and severe following the second dose. At this time, we do not know how common these symptoms may be among employees. We expect that most employees who experience symptoms following vaccination will not need to miss work, but still encourage employers to provide flexible leave policies for those who may have post-vaccination symptoms. Please see post-vaccination considerations for workplaces for further information.

In addition, for employees who receive a 2-dose vaccine, staggering may be more important for the second dose, after which side effects are more frequent. To help ensure continuity of operations, facilities may consider staggering vaccination for employees in the same job category or who work in the same area of a facility. Staggering vaccination for employees may cause delays in vaccinating your staff, and the decision to stagger vaccination will need to be weighed against potential inconveniences that might reduce vaccine acceptance. Facilities should evaluate their specific situation when determining their best approach. Facilities that choose to stagger vaccine administration should also ensure all employees receive the recommended number of doses.

Vaccinations for Contractors and Temporary Employees

For workers employed by contract firms or temporary help agencies, the staffing agency and the host employer are joint employers and, therefore, both are responsible for providing and maintaining a safe work environment. The extent of the responsibilities the staffing agency and the host employer have will vary, depending on the workplace conditions, and should be described in their contract (Protecting Temporary Workerspdf icon).

If you plan to offer vaccination at your workplace, consider providing vaccination to all people working at the workplace, regardless of their status as a contract or temporary employee. What is most important is to encourage everyone at the work site to be vaccinated, no matter what their work arrangement is. If you do not plan to or are unable to offer work site vaccination, consider providing information to those at the workplace about how to explore options for vaccination in the community.

Reporting Requirements

CDC and FDA encourage the public to report possible side effects (called “adverse events”) to the Vaccine Adverse Event Reporting Systemexternal icon. Employers can also encourage employees to enroll in a new smartphone-based tool called “v-safe.” CDC is implementing v-safe to check in on people’s health after they receive a COVID-19 vaccine. When employees receive a vaccine, they should also receive a v-safe information sheet telling them how to enroll in v-safe. If they enroll, they will receive regular text messages directing them to surveys where they can report any problems or adverse reactions after receiving a COVID-19 vaccine. CDC also provides recommendations for people who have had allergic reactions to other vaccines and for those with other types of allergies.

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