Hello Members: Can we force our employees to take the COVID vaccine? We are reopening our office and allowing employees who has already got both their doses. Can we take corrective action if they don't comply - like terminate their service?
You can bar the non-vaccinated employees from entering the office and mark them as absent. Depending on the length of absence, you can take disciplinary action.
The employer has a right to impose reasonable restrictions on the employees allowed to be at work place, it is not only the right of such employees involved but also the safety and health of the other people present. So it cannot be risked and the action taken to ensure that only twice vaccinated employees are allowed entry inside the office is a reasonable restriction imposed for common good.
From India, Mumbai
1534The employer has a right to impose reasonable restrictions on the employees allowed to be at work place, it is not only the right of such employees involved but also the safety and health of the other people present. So it cannot be risked and the action taken to ensure that only twice vaccinated employees are allowed entry inside the office is a reasonable restriction imposed for common good.
From India, Mumbai
Agreeing with above comment by KK. It is the responsibility of employer to protect employees and organization cannot run with whims of employee. Employer can impose such restrictions or frame rules as per situation warranting health and safety of employees. You can not put the others life at risk.
From India, Hyderabad
From India, Hyderabad
Yes, you have the right to enforce vaccination.
Please refer to the Disaster Management Act and its rules.
The most important argument is that it is necessary for the safety of your (vaccinated) workers.
From India, Mumbai
Please refer to the Disaster Management Act and its rules.
The most important argument is that it is necessary for the safety of your (vaccinated) workers.
From India, Mumbai
Yes, safety of employees is responsibility of employer. However, employer should make provisions for vaccination. Then if employee does not submit to vaccination, it is at his own risk.
Vibhakar Ramtirthkar, Pune
From India, Pune
Vibhakar Ramtirthkar, Pune
From India, Pune
You can restrict the non-vaccinated employees from entering the office.
You can not take disciplinary action amounts to termination directly.
The employer has a right to impose restriction for safety and security of life of its employees. It is the responsibility of employee to adhere the norms and guidelines of the office.
You need to circulate an implied circular : Employee without both dosages of vaccination shall not be given entry since people without vaccination stands threat to life of other people at work in office and a precaution under ongoing pandemic as a safety & security measure. The employee without the vaccination shall be marked as absent and abstaining from the services at own will & wish. The employee's remain absent for the reason beyond the period of one week/two weeks shall be treated self abandonment of services.
From India, Mumbai
You can not take disciplinary action amounts to termination directly.
The employer has a right to impose restriction for safety and security of life of its employees. It is the responsibility of employee to adhere the norms and guidelines of the office.
You need to circulate an implied circular : Employee without both dosages of vaccination shall not be given entry since people without vaccination stands threat to life of other people at work in office and a precaution under ongoing pandemic as a safety & security measure. The employee without the vaccination shall be marked as absent and abstaining from the services at own will & wish. The employee's remain absent for the reason beyond the period of one week/two weeks shall be treated self abandonment of services.
From India, Mumbai
You can ask employees not to attend office till the time they get vaccinated and those days can be treated as Personal Leave.
You can take action against the employee also by referring to the Code of Conduct applicable to the employee (Safety Clause).
From India, Mumbai
You can take action against the employee also by referring to the Code of Conduct applicable to the employee (Safety Clause).
From India, Mumbai
Termination seems to be an extreme action. It is advised that one should check with doctor before getting vaccinated, which means there could be people with health conditions who can't take vaccine and it's not 100% true that only not vaccinated employees are a threat because even a vaccinated employee can be infected with Covid and he/she can still transmit the virus if Covid protocol is not followed. With respect to spreading of the virus, even vaccinated employees are also a threat. This cannot be ignored.
From India, Bangalore
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
3 Things You Should Never Force Employees To.pptx
Force-field_189 .jpg
Job Work-outwork employees.docx