Many employers have tried the carrot approach with more combinations of strategies to encourage employees to be vaccinated with COVID-19.Now, with a radical new order from President Joe Biden It would require employers with over 100 workers to require shots or weekly tests, stick tactics just won.
- President Biden announced on September 9 that vaccines will be mandatory for private employers with more than 100 employees.
- Many large US employers planned to turn Nudge into a shab when it came to vaccination policy. Steady alternatives included an additional health insurance premium for unvaccinated workers.
- Early results from trendsetters were promising, but it remains to be seen how the announcement of the new federal vaccine obligations will be implemented and whether further measures such as additional health insurance premiums are still needed.
September 9th Announcement Confirms Recent Enterprise CascadeVaccination Obligations-After the Food and Drug Administration fully approved the BioNTech SE vaccine with Pfizer last month. And it covers what was still in the middle of decision making. Meanwhile, others who stopped demanding full obligations began to consider penalizing unvaccinated workers in the form of additional health insurance charges.
“This is the first vaccine obligation that applies to private employers,” said Kathryn Bakich, Health Compliance Practice Leader and Senior Vice President of employee benefits consulting firm Segal, Society for Human Resource Management (SHRM). Told to. “Employers are moving very quickly towards compulsory vaccination policies. Non-vaccinated people implement premium differentials on their health insurance to penalize non-vaccinated employees. I’m considering whether I can do it. ”
Bakichi says wellness regulations now allow incentives and penalties for taking legitimate health-related measures. “The Biden administration expects to work to assist employers by explicitly issuing guidance to allow these incentives.”
Take a stricter stance
Even before the mandate, many companies were developing incentives and more were considering incentives. According to a survey of 961 US employers from August 18-25 by advisory firm Willis Towers Watson, 2% of employers offer discounts or vaccinations to vaccinated employees. While imposing a surcharge on employees who have not received another 18%, one or both approaches.
Delta Air Lines talks about results
Delta Air Lines announced in a memo to employees on August 25 that it would impose a monthly health insurance premium of $ 200 on employees who had not been vaccinated by November 1st. It was considered the first major company to start. .. The experiment returned some early results.
Since then, the number of vaccinated workers has increased five-fold per day, according to the company, recently said Peter Carter, executive vice president and chief freegull officer of Delta. Bloomberg method..
In addition, the company’s chief health officer, Dr. Henry Tin, said at a media briefing at the Infectious Diseases Society of America on September 9, nearly 20% of the remaining 20,000 Delta workers started the vaccination process. I reported that I did. So far, he says, there have been no employee turnovers as a result of the policy.
Dealing with financial risks
In addition to ensuring a safe workplace and taking steps to protect employees from major health risks, employers have the financial impetus for stricter rules. According to a recent report by the Centers for Disease Control and Prevention, unvaccinated people have 29 times more COVID-19 hospitalizations than fully vaccinated people.
In its announcement, Delta acknowledged that the newly charged charges are intended to address its financial risk. Airline CEO Ed Bastian said that the average length of stay for COVID-19 patients is $ 50,000 per person, and since the advent of Delta, “all Delta employees hospitalized with COVID are fully. It wasn’t vaccinated. “
According to a recent report by the Centers for Disease Control and Prevention, unvaccinated people have 29 times more COVID-19 hospitalizations than fully vaccinated people.
Changes may be the only immutable in the short term, as employers are working on new missions amid the current surge in delta variants, labor concerns, and vaccine evasion.
The Associated Press-NORC Public Relations Center poll shows that half of US workers are in favor of workplace vaccine requirements. Still, the level of vaccine hesitation varies among workers. For example, according to a SHRM survey, 28% of US workers say they don’t get the COVID-19 vaccine at the expense of their work.
“We are also looking at approaches that make it more difficult for employers, who have worked hard to make their employees more vulnerable, to stay unvaccinated.” “We have reached that stage,” says Jeff Levin Sheltz, MD, MD, Willis Towers. Watson’s artificial health leader. “At this point, the sure thing is that the employer will continue to adjust the plan until the rest of 2021.”