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Voluntary COVID-19 vaccination policy

It is important for you to ensure that your law office workers get vaccinated against COVID-19 to protect not only themselves but also co-workers, clients and others at your facility. But what if employees neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require workers to be vaccinated Option 2: Encourage workers to be vaccinated voluntarily Here’s a Model Policy you can use to implement Option 2.

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Model Social Distancing Policy

As the pandemic drags on, essential businesses that remain open must be scrupulous to ensure employees maintain social distancing both at and away from the workplace. Here’s a Model Policy you can adapt to accomplish that objective in accordance with your specific circumstances and the terms of the latest public health guidelines in effect in your state or city.

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Worker’s acknowledgement of decision to decline COVID-19 vaccination

It is important for you to ensure that law office workers get vaccinated against COVID-19 to protect not only themselves but also co-workers, patients and others at your facility. But what if workers neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require workers to be vaccinated Option 2: Encourage workers to be vaccinated voluntarily If you select Option 2, require workers to sign a form acknowledging that they were offered the vaccine and voluntarily declined to accept it and list the reasons for doing so. Here’s a Model Policy you can adapt.

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Mandatory COVID-19 vaccination policy

It is important to ensure your law office workers get vaccinated against COVID-19 to protect not only themselves but also co-workers, clients and others at your office. But what if employees neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require workers to be vaccinated Option 2: Encourage workers to be vaccinated voluntarily Here’s a Model Policy you can use to implement Option 1.

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Model Substance Abuse and Fitness for Duty Policy

Workplace substance abuse remains a major challenge for law offices. Although sound in principle, the traditional zero tolerance policy is ill-suited to the legal complexities of the modern world. This is especially true in states that have legalized marijuana. You can still take a clear and firm line on employee drug and alcohol abuse for the purpose of health and safety. But the policy also has to exhibit finesse and sensitivity to legal subtleties. One of the best ways to create an enforceable policy is to base it not on the legality of substance abuse but the undisputable fact that it renders employees unfit for duty to the detriment of safety. Here’s a Model Policy you can adapt.

WEBINAR RECORDING

What Employees Need to Know About Cybersecurity

In this 60-minute recording, cybersecurity experts Michael Maschke and John Simek of Sensei Enterprises, Inc. take a deep look at the current threat landscape for…


. . . click here to view


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