On August 23, 2021, the FDA approved the first COVID-19 vaccine. The vaccine has been known as the Pfizer-BioNTech COVID-19 Vaccine, and will now be marketed as Comirnaty, for the prevention of COVID-19 disease in individuals 16 years of age and older. The vaccine also continues to be available under emergency use authorization (EUA), including for individuals 12 through 15 years of age and for the administration of the third dose in certain immunocompromised individuals.
It's the first COVID-19 vaccine to receive full authorization from the federal government. Experts hope the approval will encourage more unvaccinated people in the U.S. to get the shot, especially as the country experiences a surge in COVID cases largely driven by the Delta variant.
While this and other vaccines have met the FDA’s rigorous, scientific standards for emergency use authorization, as the first FDA-approved COVID-19 vaccine, the public can be very confident that this vaccine meets the high standards for safety, effectiveness, and manufacturing quality the FDA requires of an approved product.
Research has indicated that more employees will take the vaccine now that the FDA has approved the vaccine. However, there are still challenges for Employers who want employees and stakeholders to be vaccinated but there are some state legislations in place and pending that prohibit Employers from mandating vaccines in the workplace.
Why is This Necessary to Attend?
More employers will likely require their workers to be inoculated against Covid-19 once federal regulators upgrade the vaccines from their current approval as emergency products, according to employment lawyers who counsel companies.
There is a potential for federal employees to be mandated to get vaccines and now that the FDA has approved the Pfizer vaccine, there may be other federal mandates for service members to be mandated to get the vaccine. It is critical that Employers check their state and local regulations when it comes to making decisions about employees who refuse to get vaccinated.
Some states are prohibiting Employers from mandating vaccinations in the workplace, leaving some Employers confused.
Free Training Tools?
To appreciate your participation, we offer you free informative training tools to help you further learn about the discussed topics.
Here's What You'll Learn
-How the FDA research determined the approval of the Pfizer Vaccine
-What can Employers and their stakeholders need to do to encourage vaccines in the workplace
-What is the federal response to the approval of the Pfizer vaccine?
-When will the other vaccines be approved?
-What other options are provided based on the FDA approval for doctors and the medical community?
-How is the Delta Variant impacting Employer’s efforts with safety in the workplace?
-What other options Employers can provide as reasonable accommodations for some of the EEOC and Disability exemptions
-What are the updates for Booster shots at this time?
-Should Employers change their policies based on the FDA approval?
-How Employers can easily get employee feedback on mandated or voluntary vaccine
-What Employers can do to encourage vaccines in the workplace
-How Employers can mitigate state prohibitions against mandating the vaccine
-How some states are managing the vaccine mandates
-What industries will be impacted on vaccine mandates
-Are incentives still the way to go when encouraging employees to get the vaccine?
-What is the impact for Employers when employees refuse to be vaccinated?
-How some states are mandating vaccines and requiring proof of vaccination to enter their establishments
The Training Will Benefit
You may ask your Question directly to our expert during the Q&A session.
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance.
Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
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