“The few that do remain relate to workers in aged care and health care.”Īn employer can still direct a worker to be vaccinated, he said, depending upon: the nature of the work performed the assessment of the work, health and safety risk to the worker and other workers and the risks to clients and customers of the employer. “There are now very few COVID-19 government mandates remaining in place in Australia,” Nick Maley, partner- workplace relations, Holman Webb Lawyers, said. But they are aware that there are legal issues that need to be taken into consideration with each employee. Most employers don’t want to speak publicly about their vaccination policy. “Most importantly, it has allowed me to provide a safe environment for my patients by reducing the risk of virus transmission.” Legal considerations in continuing vaccine mandates “The impact on our workforce with this policy has been positive, as it shows my staff members that I am committed to their safety and well-being,” he said. The dentistry can ask employees to provide proof of vaccination, he said, “but we also need to consider providing reasonable accommodations to employees with disabilities or sincerely held religious beliefs that prevent them from taking the vaccine.”ĭr Somana encouraged all staff to get vaccinated as soon as they were eligible. “We need to balance the need to protect the health and safety of our workforce and customers with our responsibility to respect the rights of employees and comply with applicable anti-discrimination laws.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |