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A new federal mandate will require COVID-19 vaccinations and/or regular testing in the very near future. The time to plan is now. Creating a strong strategy in advance will save you time, minimize confusion among employees and give your organization the ability to prepare to meet the new requirements. Many major companies are already implementing vaccination and/or testing requirements, and vaccination rates are starting to rise.
As a global leader in workforce solutions, Manpower is well positioned to help you plan for the future and what factors your company should consider to prepare a workforce strategy for the new next.
The Department of Labor’s Occupational Safety and Health Administration (OSHA) has developed an emergency temporary standard that will require all employers with 100 or more employees to ensure their workforce is fully vaccinated by January 4, 2022 or require any workers who remain unvaccinated to wear masks and produce a negative Covid-19 test result on at least a weekly basis. This rule would apply to everyone working for the company; however those who work from home, at a site with no other employees, or outdoors are not subject to the new ETS. (Note: This is in addition to the Executive Order requiring all federal employees and contractors to be vaccinated.) The order also stipulates that companies must develop, publish, implement and enforce a vaccination policy by December 5, 2021.
• Currently, 67% of individuals 12 and over in the U.S. are fully vaccinated.
• Location matters: As of August, 45.8% of adults in rural counties had been fully vaccinated, compared to 59.8% in urban counties.
• Lower income groups are less likely to be vaccinated according to Medicaid statistics.
In August 2021, Manpower conducted a survey of 6,644 workers in the U.S., of which the average hourly wage was at or around $16, and we found a sizable group (38%) showing vaccine hesitancy (see chart below). Of states with more than 30 total responses, Wyoming, Indiana, and Oklahoma have the highest percentage of respondents who reported that they would end their employment if required to get vaccinated or do weekly testing. We also found that employees working in wholesale trade, utilities and food services are more likely to end employment if a vaccine is mandated at their workplace.
We’re seeing the perfect storm of increasing demand and low labor force participation. Employers should expect labor disruptions to continue for the foreseeable future, and here’s why:
The content and opinions represented here should not be relied upon or construed as legal, financial and/or medical advice.
The law is changing literally every single day and can vary from state to state and even city to city. Please consult with your own Legal, HR and Finance resources and consider state and local law variations before making any policy or procedure changes.