On August 22, 2021, the Federal Drug Administration (“FDA”) announced that it has approved the Pfizer COVID vaccine to be given to adults. This is the first vaccine to receive the FDA’s full endorsement. Prior to this approval, the FDA gave emergency approval (EUA) due to the urgency of the situation and as stated: The “FDA may authorize unapproved medical products or unapproved uses of approved medical products to be used in an emergency“.Now since there is official confirmation that the vaccine can be used, meaning that it is totally legal, employers can feel confident when formulating a COVID vaccine policy for employees without any serious retribution. The EEOC, CDC, and State agencies have previously approved the vaccine, but now that the FDA has approved it, its use is indisputable.
The Occupational Safety and Health Administration (OSHA) has recently issued guidelines from the most recent CDC updates for all places of business. With that said, there are a few contingencies that employers should be aware of.
Employers should establish mandatory testing on a frequent basis. Some businesses are instituting a weekly PCR test for non-vaccinated employees and they are advising individuals who fail to comply with these rules that they will be subject to unpaid leave until the results are provided. Additionally, the EEOC and CDC recommend that all employees wear masks in common or public areas and/or at any location on the company premises where there is a high COVID rate. Social distancing and PPP protocols are also recommended as part of the policy.
These federal agencies also recommend that employers expedite the process of getting their employees vaccinated by offering them paid time off if they require it. They also suggest that employees should get paid sick leave if they feel any side effects from the vaccine. For New Yorkers, this has already been policy.
For those who work in the medical field, there are additional, more specific requirements. One, in particular, is the mandatory policy that all healthcare workers be vaccinated.
Additional information can be obtained by contacting any of the attorneys below.
Sharon P. Stiller, Esq.
160 Linden Oaks, Suite E
Rochester, New York 14625
585.218.9999
Rachel Demarest Gold, Esq.
3 Dakota Drive, Suite 300
Lake Success, New York 11042
516.328.2300
Justin T. Kelton, Esq.
1 MetroTech Center, Suite 1701
Brooklyn, New York 11201
718.215.5300
Maureen T. Bass Esq.
160 Linden Oaks, Suite E
Rochester, New York 14625
585.218.9999
Joanna M. Topping, Esq.
81 Main Street, Suite 306
White Plains, New York 10601
914.607.7010
This email may contain attorney advertising. The material included is intended to be informational and the content should not be interpreted as legal advice.
Abrams, Fensterman, LLP
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