Category: Employee Benefits

EEOC Guidelines on COVID-19 Vaccines

On December 16, 2020, the Equal Employment Opportunity Commission (EEOC) issued its first direct guidance for employers regarding COVID-19 vaccines. The EEOC is responsible for enforcing federal laws against job discrimination and harassment.

As we stated in a previous blog post, employers can make the vaccine mandatory, subject to federally protected exceptions for disability and sincerely-held religious beliefs. The EEOC guidelines provided further explanations for employers regarding these exceptions, including documentation to support the request and how to manage a worker when an accommodation is not possible.  Continue reading

COVID-19 Vaccine: Distributing and Mandating

With the U.S. Food and Drug Administration’s emergency use authorization of the first COVID-19 vaccination, many organizations are wondering when their employees will be able to receive it and if it can be mandated as a requirement to work.

When Will the Vaccine Be Available?

Each state will determine its distribution strategy. Most state strategies are utilizing the COVID-19 Vaccination Program Interim Playbook for Jurisdiction Operations issued by the Centers for Disease Control and Prevention (CDC). This strategy includes priority population identification, vaccine distribution and supply-chain limitations.

Because of limited availability, the distribution strategies include broad categories of priority populations using a phased approach:  Continue reading

Addressing Employee Health Risk in Senior Living Provider Populations

In 2012, Scott Benefit Services formed a group health captive, the Heritage Group Health Plan, with several independently-owned Senior Living community employers representing approximately 2,500 total employees. …Continue Reading

CDC Announces Shorter Quarantine Guidelines After a COVID-19 Exposure

Edit 12/4/20: Please note that the CDC update indicates that local public health authorities make the final decisions about how long quarantine should last in the communities they serve, based on local conditions and needs. The CDC recommends that you follow the recommendations of your local public health department if you need to quarantine.

During a recent media briefing, the Centers for Disease Control and Prevention (CDC) announced an update to quarantine guidelines, offering options for shorter quarantine periods.

The CDC’s updated guidance allows for the following quarantine periods for those who may have been exposed to COVID-19 but are without symptoms:

• Ten-day quarantine period—An individual may end quarantine 10 days after exposure if the individual does not take a COVID-19 test.
• Seven-day quarantine period—An individual may end quarantine seven days after exposure if the individual tests negative for COVID-19.

While offering these shorter alternatives, the CDC still recommends a 14-day quarantine as the safest option.   Continue reading

What The COVID-19 Self-Test Kit Means for Employers & Employees

On November 17, 2020, the FDA issued emergency use authorization (EUA) for the first self-test kit for COVID-19 that can provide rapid results at home with 94%-98% accuracy.

While Lucira’s single-use test is currently only available at Sutter Health in Northern California and the Cleveland Clinic in South Florida, it is expected to be available nationwide in early 2021. The test kit – estimated to cost around $50 – will require a prescription and all results must be reported to health authorities. Individuals over the age of 14 who are showing symptoms of COVID-19 will be able to self-administer the test and get results at home within 30 minutes. The test is also authorized for use in doctor’s offices, hospitals, urgent care centers and emergency departments for patients of all ages.   Continue reading