Preparing Your Company for COVID-19 Vaccines
UPDATED: March 31, 2021
Also available in Spanish.
This Guide was developed by the Health Action Alliance,
a unique partnership between leading business, communications and public health organizations to strengthen and accelerate the business community’s response to COVID-19 and help rebuild public health.
For more information, please visit healthaction.org.
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Special thanks to the following organizations that provided additional content for this resource:
COVID Collaborative, Husch Blackwell LLP, Metropolitan Group, National Safety Council
The COVID-19 pandemic has exposed deep vulnerabilities in our nation’s public health infrastructure. We’ve lost lives, intensified inequities and eroded years of progress across our economy. Getting back to life—back to seeing our loved ones, back to school and back to business—requires that we turn the tide against COVID-19 and create a stronger, healthier future for all people in America. Vaccines, highly effective and safe, are a bright spot, offering hope and protection that can help our country open back up.
But vaccines alone won’t do the trick. We must vaccinate a large majority of the American people, reduce health inequities and strengthen our public health infrastructure so we can be better prepared for the future. We’re on our way, but serious challenges remain, including a slow and inequitable start to vaccine rollout, the emergence of new strains of the virus and lingering public mistrust of government and public health institutions.
The good news is that there is a resource that a large majority of Americans trust—you. New research shows 72% of Americans trust their employer as the most believable source of information on a range of issues, including the pandemic. According to the 2021 Edelman Trust Barometer, Americans are looking to employers and brands to help them make sense of the pandemic and what comes next.
On February 26, the White House called on America’s businesses to help end the pandemic and improve the safety of everyone in America by:
Every company has a role to play in the vaccine response, and this guide is designed to help you get started.
Businesses can help strengthen and accelerate the nation’s vaccine response by:
As you consider how to educate, encourage and even incentivize your workforce to get vaccinated, you should be guided by:
This Quick Start Guide provides employers with recommended actions, key policy considerations and tools you can use to:
Establish a COVID-19 vaccination policy and plan.
Educate employees, workers and other stakeholders about the importance, efficacy and safety of COVID-19 vaccination, and encourage them to get vaccinated.
Encourage and accelerate the distribution of COVID-19 vaccines and vaccination efforts in the communities you serve, and engage with local public health departments to support vaccination efforts.
Each section of the toolkit contains:
We’ve also provided a comprehensive set of resources at the end of this Guide, including links to our full suite of communications tools and guidance.
As vaccines become more widely available, employers should develop a plan to remove barriers to vaccination and make it easier for employees and workers to get vaccinated when it’s their turn.
Whether you decide to encourage vaccination by removing barriers, providing paid time off or offering special incentives, you should start with a written COVID-19 Vaccine Policy and a Workforce Vaccination Plan to organize your efforts. You’ll need a person or a team to create the plan and execute it, working collaboratively with stakeholders across your enterprise.
Building your company’s COVID-19 Vaccine Policy and Plan will require navigating technical, logistical, organizational and communications challenges. For some employees and workers, choosing whether or not to be vaccinated may carry emotion and fear based on past experiences or beliefs; understanding and navigating these with care will be vital. Your coordinator or task force should be able to create a safe space for questions and lead with empathy.
Identify a leader within your company who’s adept at responding to employee, worker and stakeholder questions, and is well-positioned to coordinate with management, human resources, employee resource groups, workers and labor representatives, as appropriate. Leading your company’s COVID-19 vaccine planning is a complex and time-consuming assignment, so be sure to empower a leader who has the authority, trust, empathy, communication skills and capacity to serve in this role.
For larger companies, you may want to establish a COVID-19 vaccine “task force” with representation from each of the key departments. Input from a racially and ethnically diverse cross section of your company can help ensure you understand specific needs and questions within communities that have been hit hardest by the virus.
The distribution of COVID-19 vaccines is being managed by state and local public health agencies based on local laws and guidelines. CDC makes recommendations about who should receive vaccines as supply increases, but it’s up to each state to make its own plan. This can become challenging for companies that operate in multiple states. You can find links to state and local public health departments here.
You’ll want to review your state(s) vaccination plan with the assistance of legal counsel; every state has its own definitions of which populations are prioritized for vaccination.
The Biden Administration has directed states, Tribes, and territories to make all adults eligible for COVID-19 vaccines no later than April 19th. In order to meet the accelerated timeline, the Administration is expanding vaccine access across 20,000 retail pharmacies nationwide, doubling the number of federally-run mass vaccination centers, increasing the number of people providing and supporting vaccinations and providing new tools to make it easier for individuals to find vaccines. As this is quickly evolving, it’s important to closely monitor changes in your state(s) vaccine rollout plans, and how any changes might affect the availability of vaccines for your employees and workers.
As you develop your plan, make sure you proactively engage leaders of your company’s employee resource or affinity groups and other employee populations that may have unique needs, concerns or questions about COVID-19 vaccines. This isn’t about convincing workers to trust the vaccine; it’s about understanding their perspectives and concerns, and working together to identify solutions. Below are strategies you may consider:
Once you’ve identified a leadership team, consulted state and local health department plans and meaningfully engaged disproportionately impacted workforce populations, you can begin developing your company policy and plan.
The Biden Administration has announced that the United States is “on track” to have enough supply of COVID-19 vaccines for every adult in America by the end of May. Distributing those vaccines will take several months, so employers should start planning now. At a minimum, every employer can encourage vaccination, but at this time of national crisis, companies should challenge themselves to do more. Removing barriers to vaccination and even providing appropriate incentives may help more of your employees and workers get vaccinated when it’s their turn.
Employers who encourage, incentivize or even mandate vaccination should consider adopting a policy to clarify and organize these efforts. Below are key questions and considerations you’ll want to address in your company policy:
Many employers are offering modest incentives to encourage their employees and workers to get vaccinated. Here are a few strategies you might consider:
CAUTION: Some businesses may consider providing larger incentives and bonuses to employees and workers who get vaccinated. While these offerings may be well-intentioned, you should consider the tax and legal consequences of these benefits and determine whether the incentives offered can be perceived as coercive. Incentive programs also shouldn’t discriminate against employees or workers who aren’t able to get vaccinated for religious, medical or other reasons protected by federal or state law.
Before offering incentives, you should consider the culture of your own workforce—and seek input from employee resource groups or workforce populations that may have special concerns about vaccines—about what is likely to work best for your company. You should also refer to the U.S. Equal Employment Opportunity Commission’s (EEOC) COVID-19 resource hub for the latest information and guidance about what kinds of incentives employers can legally offer workers to encourage vaccinations.
Vaccine distribution is guided by each state’s unique distribution plan. Some states may ask or incentivize employers to assist in vaccinations; other states may handle vaccination centrally. As more supply becomes available, a larger number of employers may be able to provide vaccines onsite for their employees and workers.
Most employers that choose this option will opt to contract with a third-party, licensed medical provider to administer vaccines. As you explore this option, you should consider:
CAUTION: Some workers may be reluctant to get vaccinated as soon as it’s their turn if they think it will be more convenient to get vaccinated on-site at their worksite at a later date. Make sure you emphasize to employees and workers that they should get vaccinated at their first available opportunity.
The EEOC’s recent guidance indicates that employers are allowed to mandate vaccines for employees and workers. However, fewer than 1% of U.S. businesses have decided to do so, according to a recent survey. Employers that choose to mandate vaccines will have to respect exemptions for disabilities under the Americans with Disabilities Act (ADA) and sincerely held religious beliefs under Title VII of the Civil Rights Act. Those statutes also protect against retaliation for requesting reasonable accommodations. The Occupational Safety and Health Administration (OSHA) also protects employees against retaliation in case of certain health concerns, and your state and local authorities may have additional restrictions. Finally, some employees and workers may also claim exemption for reasons that are not protected by law.
In your company is considering a vaccine mandate for all or some of your workforce, you should engage your legal counsel, human resources teams, health insurance providers, employee representatives and other stakeholders to address key questions and issues, including:
The Biden Administration and public health officials at CDC continue to encourage all businesses to require masking and social distancing to protect workers, customers, and others on their premises. Even as local government officials remove or ease mask and distancing mandates, many businesses are choosing to require masks and distancing until public health officials at CDC advise otherwise.
CDC recommends that people wear masks in public settings, at events and gatherings, and anywhere they will be around other people. Effective February 2, 2021, masks are required on planes, buses, trains, and other forms of public transportation traveling into, within, or out of the United States and in U.S. transportation hubs such as airports and stations.
Over the coming months, you should monitor CDC’s latest COVID-19 prevention and vaccine guidance, workplace guidance, and reopening recommendations.
Chobani is offering 6 paid hours of time off to employees to get COVID-19 vaccines, and is also working with local public health officials to host on-site vaccination clinics as soon as food processing workers are eligible.
Keeping food processing workers safe is a high priority to ensure the safety of our food supply and the health of those who make our food.
It's uncertain whether moves like this factor into a consumer's decision to purchase a product, but for Chobani's workers it could stand out. The fact that their employer is taking an interest in their well-being during this health crisis could lead to a more dedicated, motivated workforce likely to remain at the company. For Chobani, that means less time and expense finding new skilled workers and training them.
Dollar General is offering 4 hours of paid time off to workers who get vaccinated for COVID-19.
By removing financial barriers, Dollar General is working to ensure its 157,000 employees across 17,000 retail locations don’t have to choose between their paycheck and their health.
Dollar General stores serve as crucial lifelines in rural communities, where 70% of their stores are located. Providing financial incentives for employees to get vaccinated improves employee health, reduces community spread and creates safer retail spaces for consumers.
Instacart is giving a $25 stipend to in-store shoppers and contractors who get vaccinated for COVID-19. (To be eligible, in-store shoppers and contractors must have completed at least 5 deliveries in the last 30 days). Additionally, Instacart is providing free PPE to any in-store shopper in need.
The CDC recommends that food service workers be prioritized for vaccination, after health care personnel and nursing home residents. Incentivizing Instacart shoppers contributes to keeping these essential workers, and Instacart’s customers, safe.
Those delivering food to Americans are part of our essential workforce, and with each additional dose of the vaccine administered, we get one step closer to safer public spaces.
Trader Joe’s is giving 4 hours of paid time off to employees who receive COVID-19 vaccines, and offering flexible scheduling so workers have time to get vaccinated.
Paid time off to get vaccinated eliminates employees’ need to choose between earning a wage and protecting their health and wellbeing. Since the pandemic began, 134 grocery store workers have died in the U.S. and tens of thousands have tested positive, so affording them time and financial relief to get vaccinated builds safer communities.
Retailers understand the benefits of having a healthy, protected workforce to keep their operations running and customers feeling safe.
Zippy’s restaurants, a Hawaii-based chain, will give its workers digital tokens that can be redeemed for paid time off if they choose to get vaccinated for COVID-19.
The move is a creative and fun way to incentivize employees to get vaccinated, especially in the restaurant industry with so many essential workers.
An increasing number of businesses are coming up with creative ways to incentivize employees to get vaccinated. Every business, including mid-sized and smaller businesses, can take part.
According to the latest public opinion surveys, a growing majority of Americans have already begun the process of vaccination or are ready to get vaccinated when it’s their turn. Some people, however, may have additional questions or need extra support before making their decision about vaccines.
The most important thing you can do is to communicate with your employees, workers and customers about the benefits and safety of COVID-19 vaccines. Your communications can serve to educate employees about vaccines and encourage them to get vaccinated when it’s their turn.
Vaccines save lives. They also require trust, transparency and accountability. The factors that influence a person’s decision to take vaccines are nuanced and affected by how they see and experience the world. Science and facts aren’t the only predictors of human behavior. People make vaccine decisions based on social norms, their perceptions of how others will view their decision, feedback from people they trust, their perceptions of risk, the consistency of messages and the convenience of getting vaccinated.
Fortunately, new research suggests that Americans trust their employers more than they trust government leaders, community leaders and even religious leaders. Employer messages are among the most trusted sources of information, above government communications and news media.
As COVID-19 vaccines become available to more Americans, you can share trusted information from the CDC, FDA and other public health experts, as well as perspectives and encouragement from trusted community leaders to help your employees, workers, customers and other stakeholders make the best decisions for themselves and their families. And, you can listen and respond to their questions and needs, as well as dispel misinformation about company policies or vaccination issues that may arise.
Whether you plan to encourage, incentivize and/or mandate vaccination, you should develop a COVID-19 Vaccine Communications Plan to help guide your outreach.
For larger corporations, this assignment may be an obvious one; be sure to consider including someone who is a trusted and designated source of information on health-related issues such as a Chief Health Officer in your company, or a local public health department partner external to your organization.
Smaller organizations can still designate a communications lead to roll out some of the resources listed below. Another option is to partner with other like-minded businesses in your area to coordinate or collaborate on outreach efforts.
Having a written plan along with a timeline ensures there is a rational and steady cadence of communication to employees and workers. Most people need to hear messages several times and in different formats for the information to fully sink in. We’ve created Communications Guidance, Key Messages and a Sample Communications Plan to help you get started, along with a suite of trusted resources to support your employee outreach.
Here are 10 key considerations you’ll want to address in your vaccine communications plan:
Think about everyone you are trying to reach within the organization, as well as their varying levels of understanding (and enthusiasm for or concerns about) COVID-19 vaccines. Do not assume high levels of general health literacy and avoid scientific jargon. Instead, use plain language so the information is clear and easy-to-understand. Graphics plus text works better than text alone.
Company (email) communications are key, but don’t forget to consider employees and workers who might not have regular access to email, like sales associates, janitorial staff, third-party contractors, temporary/contingent workers, or delivery drivers. Consider the universe of tools and strategies you have to reach everyone.
There are a wide range of tactics you can use to educate your workforce about the safety and efficacy of vaccines. You might also consider communications strategies that encourage vaccination. Work to create a “surround sound” of messages. This might include:
Think about everyone you are trying to reach within the organization, as well as their varying levels of understanding (and enthusiasm for or concern about) COVID-19 vaccines. Do not assume high levels of general health literacy and avoid scientific jargon. Instead, use plain language so the information is It’s important to acknowledge that employees and workers may have questions about vaccines, and that’s ok. Acknowledge concerns and questions without trying to invalidate or challenge them. Avoid condescension, lecturing, negativity and guilt-mongering.
It’s also helpful to make a direct connection between your company’s mission and your motives for sharing vaccine information. Be direct and transparent. Will COVID-19 vaccines help you work better together? Allow your employees/workers to get back out into the community? Ensure that the services you provide are safe? Let your people do the work they love? Making a connection between company values and vaccines helps encourage employees to get vaccinated.clear and easy-to-understand. Graphics plus text works better than text alone.
Don’t just say “the science is solid.” Explain that vaccines were authorized by the FDA. This means they met the agency’s strict rules for being safe and working well, as shown in clinical testing. These vaccines have been studied in clinical trials with large and diverse groups of people, of various ages, races and ethnicities. Systems that allow CDC to watch for safety issues are in place across the entire country.
At the same time, highlight how vaccinations are a pathway to helping us get back to the moments of human connection that we are all yearning for.They also protect the ones we love and those most vulnerable in our community, reduce hospitalizations and save lives. These messages go beyond education and serve to encourage people to get vaccinated.
COVID-19 vaccines are one of many important tools to help us end the pandemic. At the same time, we need to continue wearing our masks, keeping our social distance, staying home when we’re sick and washing our hands to keep everyone safe.
Vaccinated employees and workers should be reminded that they may still be able to transmit the virus to co-workers, customers, friends or family members. Therefore, it’s important that everyone continue to follow CDC public health guidelines to prevent the spread.
It’s normal to experience some mild discomfort following vaccination. This is a sign that your body is building protection. The side effects from COVID-19 vaccination may feel like flu and might even affect your ability to do daily activities, but they should go away in a few days.
Being open and honest about side effects helps build trust with employees, workers and other stakeholders. CDC offers comprehensive information about what to expect after getting a COVID-19 vaccine, including common side effects, helpful tips and guidance on when to call your doctor.
It is normal (and expected) for your employees and workers to have questions about vaccines. You can provide reliable information about COVID-19 and vaccines from trusted sources, and encourage employees and workers to talk to their doctor or healthcare provider.
Employees and workers may also have questions about company policy and their healthcare benefits. Make sure you have mechanisms in place to field questions and feedback directly from employees and workers so you can quickly address concerns.
While hearing from the CEO and leadership is important in setting company culture, the message can’t come only from the top. You should work to cultivate trusted messengers who reflect diverse communities and can speak to the unique concerns of different groups. Think about which messengers will strictly educate (e.g. public health experts) versus those that may encourage vaccination (e.g. opinion leaders).Trusted messengers might include any existing employee resource groups or informal networks, and other formal and informal leaders in your organization—as well as health professionals, community organizations, faith community leaders and others outside your workplace. Work to ensure these messengers do as much listening as they do speaking.
Within your organization, you might identify trusted leaders who reach different groups within your workforce and invite them to learn about vaccination, get comfortable with information from public health experts and engage other employees in conversations. You might even ask these “ambassadors” to write a social media or blog post, or feature them in an employee newsletter or other communication. This not only serves to further educate your workforce, but also to encourage them to get vaccinated. The more your messages can come from across the organization—authentically—the more widespread the conversation will be. It’s important to make sure your educational messengers are equipped to deliver information from CDC, FDA, your state / local health department and other trusted health sources.
Once vaccines become widely available, invite employees and workers who are comfortable to share their vaccination experience, informally among their networks or through an internal communication platform (i.e. company newsletter or virtual event). It’s often helpful and encouraging for people to hear from their friends and peers about what an experience is like. In fact, surveys have shown that many people are waiting to see how vaccination goes for others before making up their own minds. Be sure to keep it voluntary and protect confidential information.
CAUTION! Be careful about executives announcing that they’ve been vaccinated or getting the vaccine publicly. It’s a great way to build trust, but could also cause some concerns if executives are perceived as jumping the line. Company policy and all communication should reiterate that individuals will be prioritized for vaccination based strictly upon their state’s plan. In public health, there should be no VIPs.
Some of your employees and workers may have different experiences with COVID-19 and unique concerns or questions about vaccines. According to research from the Ad Council and the COVID Collaborative:
We’ve prepared audience insights and guidance to help you better understand the unique questions and concerns of Black, Hispanic, American Indian and Alaska Native populations. You should also engage employee resource groups—or even supervisors or informal leaders from the population groups within your workforce—to better understand specific concerns, identify unique needs and share information in a way that speaks to concerns they have about vaccines.
Here are some strategies you might also consider:
NOTE: The terms “vaccine hesitancy” or “vaccine hesitant” are frequently used by researchers, but not terms you’ll want to use in your employee-facing communications. Descriptions such as “employees who have questions about COVID-19 vaccines” or “employees who are still deciding about COVID-19 vaccination” set a more inviting tone.
NOW AVAILABLE! We offer a Vaccine Education Program for Employee Resource Groups (ERGs) and Diversity, Equity and Inclusion (DEI) leaders. This interactive workshop will prepare you to powerfully engage members of your community who may have unique concerns about vaccines or need extra support. You can register for an upcoming workshop for free at: http://healthaction.org/events
Employers are one of the most trusted sources of information and sharing educational information directly with employees is a critical way to reach large numbers of people with essential information from a reliable source.
Employee education campaigns are a powerful way to reach people and boost vaccination trust and acceptance.
Walmart is preparing 5,000 Walmart and Sam’s Club locations to administer vaccines, many in rural areas where access to health care is limited. Additionally, the company is investing in vaccine education so customers and employees feel confident receiving vaccines.
Walmart has space for large-scale vaccination and has focused on addressing vaccine hesitancy head-on. Sharing up-to-date and accurate information from the CDC enables the company to be at the forefront of educating the public about the safety of COVID-19 vaccines.
Walmart is using the CDC’s Social Vulnerability Index, which examines negative health effects on vulnerable communities. This information is helpful in determining where to focus resources and education.
BET has partnered with Tyler Perry to produce news, entertainment and online content that helps fight misinformation and vaccine hesitancy in Black communities.
COVID-19 disproportionately affects Black Americans and other people of color at every stage – from risk of exposure, to vaccine access, to severity of illness and death. As a result, Black Americans are getting vaccinated at much lower rates and dying at much higher rates than White Americans.
Building trust in vaccines is crucial to improving health equity and curbing the disproportionate impact of COVID-19 in communities of color.
Delivering and administering hundreds of millions of COVID-19 vaccinations represents one the greatest communications, logistical and public health challenges in our country’s history. The private sector has unique expertise and resources that can help accelerate the vaccine response, save lives and contribute to a faster recovery.
There are many ways your company might support local public health officials and strengthen vaccine distribution in your community.
Depending on which strategies you decide to pursue, having a dedicated team leader creates accountability and helps ensure your company’s support services and resources are used effectively. If you plan to assist with donations, for example, you’ll want a team lead with a strong logistics background. If you plan to conduct widespread public outreach, your communications or marketing lead or team will be the right fit.
If you’d like to donate space, staff, or supplies to aid local vaccination efforts, your local public health department is the place to start. We’ve drafted a sample donation / support email to help you reach out. For those who are not already in contact with their local public health department, this outreach can serve as an introduction that helps to build a longer-term partnership focused on your company’s health, wellness and preparedness goals.
Amazon is hosting pop-up vaccine clinics at their Seattle headquarters and has offered vaccine distribution support to the Biden administration.
Partnering with Virginia Mason, a Washington-based health care provider, Amazon has transformed its Meeting Center into a large vaccination site for people over age 65, or those over age 50 who live in multigenerational households.
Amazon is helping local community partners meet a critical need and expanding access to safe vaccination for people who live in Seattle.
Given the complexity of vaccine distribution and administration, the dashboard is a tool for policymakers and community leaders, as well as the public, to view progress around vaccine rollout, deploy resources where needed and effectively advocate for constituents.
There is a great urgency to vaccinate people quickly, to save lives and build resilience against new variants. But, unless we are tracking vaccinations closely, we can’t understand if we are making progress and why some states and countries are doing so much better at getting shots into arms than others.
JP Morgan Chase & Co is working with Lyft, Anthem and United Way to provide 60 million free rides to vaccination locations.
Access to reliable transportation is a barrier to receiving health care for millions of Americans each year, especially senior citizens and people in low income communities.
Mobilizing a coalition of partners to transport those who need a ride to and from vaccination sites the most will increase vaccine use, and will be a critical component to curbing community spread in the hardest hit areas.
The NFL is offering all of the league's stadiums as COVID-19 vaccination sites.
Over the past year, many large stadiums and arenas have been repurposed as polling locations and COVID-19 testing centers, so they’re already prepared to repurpose their spaces for community use.
The NFL is committed to contributing to mass-vaccination events in communities across the country, to ensure that vaccines are as widely accessible as possible and can be administered to large numbers of people safely.
Salesforce technology will power a statewide system in California that allows residents to learn when they are eligible to be vaccinated and find a place to make an appointment. It also will provide a way to track vaccination data.
State government and technology company partnerships are solving the logistical challenges of tracking where vaccines are available, registering people for appointments and delivering vaccines to California’s nearly 40 million residents.
Technology companies can help state and local health officials accelerate vaccine distribution by lending their expertise and technology to support scheduling, tracking and other logistics needs.
Starbucks is partnering with state officials, public health agencies, and other corporations in Washington State to help develop and scale models for vaccination centers that can be standardized and reproduced across the state.
Using a 20,000 square foot space on the bottom floor of its Seattle headquarters, the Starbucks team is working on three different models: vaccination clinics, drive-through clinics and mobile pop-ups to go to people in more rural or underserved areas.
Starbucks serves 100 million customers a week in 30,000 stores around the world. The company is leveraging its expertise in operational efficiency and customer experience to help find ways to move people more effectively through vaccination sites.
Northeast grocer Stop & Shop is providing free, fresh meals to staff working at mass-vaccination sites in the markets it serves. These include vaccination hubs at Fenway Park and Gillette Stadium in Massachusetts and the Meadowlands sports complex in New Jersey.
Stop & Shop is teaming up with CIC Health, which operates the mass vaccination sites, to keep frontline vaccination site workers fed and energized. These workers are giving to their community, and Stop & Shop is stepping up to give back to them.
Vaccination efforts aren’t just about the vaccine. They are about the people dedicating themselves to creating a healthier community. The supermarket supports those community members and leads alongside them.
Uber is pledging 10 million free or discounted rides to help ensure that those most in need can get to and from vaccination appointments.
Uber is building this program in partnership with the National Urban League, the Morehouse School of Medicine and the National Action Network, organizations with deep ties to the communities of color that have been disproportionately impacted by the pandemic.
Offering free or discounted rides helps make sure that transportation is not a barrier to getting the vaccine.
We’ve prepared tools, templates and communications resources to help you engage employees, workers, customers and other stakeholders, including:
Health Action Alliance’s digital resource hub contains our full suite of tools, resources, case studies, training opportunities and information about upcoming events. You can also SIGN UP to receive our latest resources, updates and event invitations!
DISCLAIMER: Health Action Alliance is committed to the health and safety of employees and communities. You should speak with your doctor or healthcare provider about whether COVID-19 vaccines are right for you.
This Guide provides an overview of workplace issues related to COVID-19, and is not intended to be, and should not be construed as, legal, business, medical, scientific or any other advice for any particular situation. The content included herein is provided for informational purposes only and may not reflect the most current developments as the subject matter is extremely fluid and may change daily.
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