Close
Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials are available online within one business day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access to e-course materials available online within one business day from the date of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Close
Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Close
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
Price
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.
WORKSPAN
WORKSPAN DAILY |

Examining European Action and Sentiment Toward Vaccine Mandates

012122-europe-780x450-SM.jpg

Yakobchuk / iStock

Late last week, the U.S. Supreme Court issued a stay on the Occupational Safety and Health Administration’s (OSHA) COVID-19 vaccination emergency temporary standard (ETS).

The ruling effectively put an end to the Biden administration’s efforts to require private employers with more than 100 employees to ensure their workforce was vaccinated or tested weekly for COVID-19.

The court did, however, rule on a separate mandate case that required healthcare workers at facilities receiving federal money to be vaccinated. The vote in the healthcare case was 5 to 4, with Chief Justice John G. Roberts Jr. and Justice Brett M. Kavanaugh joining the liberal justices to form a majority allowing for the modest mandate to remain in place.

012122-KT.jpg

The court rulings fall mostly in line with what has taken place in Europe regarding vaccine mandates, with most legislation requiring healthcare workers to be vaccinated.

  • Austria: The Austrian Epidemic Law makes vaccination mandatory for those working in medical treatment or the nursing sector.
  • France: Vaccination is mandatory for all healthcare and care home workers.
  • Hungary: Government Decree 449/2021 (VII. 29) on mandatory coronavirus vaccination makes vaccination against COVID-19 mandatory for those working in the healthcare sector.
  • Italy: Vaccination is mandatory for healthcare workers working in healthcare facilities, whether in the public or private sector.\
  • United Kingdom: Vaccination is mandatory for those working or providing services in care homes in England that provide nursing or personal care to residents. Legislation to make vaccination mandatory for all frontline healthcare workers is currently being debated.

Countries such as France, Italy and Germany have gone further, noted Stephan Swinkels, shareholder in Littler Mendelson P.C.’s Amsterdam office. In France, unvaccinated civil servants were suspended from the workplace to encourage vaccination. In Italy, workers who attend the workplace without evidence of either vaccination, recovery from COVID-19, or a recent negative test can be sent home without pay. A similar measure is in place in Germany, as the government implemented a “3G principle,” meaning employees working in person are obligated to present proof of vaccination, proof of recovery or a negative test before entering the workplace.

With the emergence of the Omicron variant, many European Union (EU) member states are also placing an onus on employers to encourage booster shots.

“Several EU member states are requiring employers to participate or support the activities to increase vaccination rates,” Swinkels said. “Employers, for example, are required to provide paid time off for their employees to get vaccinated or employers are required to support company physicians in offering vaccinations at work.”

 

Bennet Bohnke, an attorney in Littler’s Hamburg, Germany office, noted that many private employers in Europe are still assessing whether to introduce vaccine mandates as a result of this government push. However, those that do must navigate existing employment law and data privacy frameworks, which is why many remain cautious in implementing vaccination policies.

 

Other European countries are implementing measures that encourage remote work when feasible. Ben Smith, attorney in Littler’s London office, notes that in England, for example, government guidance was re-implemented requiring employees work from home where possible. In Ireland, working from home is mandatory unless in-person attendance is necessary. France introduced a new requirement in December 2021 requiring that employees able to work remotely must do so at least three days a week.

 

Differing Attitudes

 

Though vaccination rates in Europe are typically higher across the board than in the U.S. (63% of the population), European employers are less proactive about implementing vaccination mandates or even strongly encouraging vaccination.

 

“European employers are much more cautious than their U.S. counterparts,” Swinkels said, “which is likely due to the complexity and variability of rules across Europe.”

 

The Littler European Employer survey found that only 38% of European employers were encouraging vaccination, compared to 91% of U.S. employers. Most European employers (64%) reported they did not have a COVID-19 vaccination policy (requiring or encouraging vaccination, asking about vaccine status, or requiring or offering tests to unvaccinated individuals).

 

“It remains to be seen how the spread of Omicron will impact European employers’ attitudes to vaccination,” Swinkels added.

 

Instead, many EU member states enforced more comprehensive occupational health and safety measures to minimize the risk of infection at work and to keep office sites open by varying levels of protective measures, instead of shutting down offices and expanding telework, Bohnke noted. Littler’s survey found that European employers were more likely than their U.S. counterparts to move forward with return to office plans. In August, 66% of U.S. employers surveyed anticipated delaying their return to office plans, compared to 52% of European employers.

 

Ultimately, Swinkels noted, European employers have similar issues to work through as U.S. employers. European employees prefer a hybrid work model significantly more than employers, which creates added tension. Additionally, employee mental health and well-being remains a concern for European organizations, as the COVID-19 pandemic continues to linger.

 

“The abiding lesson for employers from the emergence of the Omicron variant is that the pandemic is, unfortunately, far from over,” Swinkels said. “Employers will need to be prepared to react agilely as the COVID situation changes and governments across Europe react with new legislation and guidance to control the spread.”

 

About the Author

Brett Christie II.jpg Brett Christie is the managing editor of Workspan Daily. 


About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.