“Employers who wish to implement a vaccination policy will have to think of different options to allow those who are not vaccinated, whether by choice or because of medical conditions, to continue to work. There are also alternative solutions such as: maintaining remote work, planning the return to the office, but with conditions such as daily health screening tests combined with the wearing of a mask, the daily COVID-19 questionnaire, social distancing, etc. Of course, employers will be able to defend their management rights, but at the same time, workers’ rights must also be respected. To set up a great work environment this fall, you will have to use good judgment and know how to fulfill your duty as an employer while respecting your employees’ rights. Closely following the evolution of the pandemic and the health measures in place is also a must.” – Emily Goupil, Health and Safety Consultant
The return to the office will not be easy to plan, whether it takes place in the fall of 2021 or is postponed. The best tactics to deploy are caution, prevention, listening and raising awareness.
Engaging in a constructive and open dialogue with your employees will help you avoid frustrating situations for everyone involved while encouraging some of your staff to consider vaccination.