Preparing Your Company for COVID-19 Vaccines
UPDATED: JUNE 10, 2021
Also available in Spanish, and tailored for Small Businesses and Public Sector Employees.
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 our lives—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 of us. Vaccines, highly effective and safe, offer hope and protection that can help our country and our economy safely reopen. But vaccines alone won’t protect us. We must encourage a large majority of the public to get vaccinated, continue to wear masks as needed/as required and maintain distance to stop the spread, reduce health inequities, and strengthen our public health infrastructure so we can be better prepared for the future.
We’re on our way, but challenges remain, including an inequitable start to vaccine rollout, the emergence of new virus strains, a “pause” in the administration of one of the authorized vaccines, manufacturing delays, 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.
All adults over age 16 are now eligible for COVID-19 vaccines, and children ages 12-15 are now eligible for the Pfizer vaccine. 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 at their earliest opportunity, if they have not done so already. Existing plans and policies may need to be updated to reflect the new eligibility rules and the growing availability of vaccines.
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.
As you develop or refine 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 and meaningfully engaged disproportionately impacted workforce populations, you can begin developing your company policy and plan. 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 will help more of your employees and workers get vaccinated at their earliest opportunity.
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:
EEOC Guidance on Incentives
The EEOC’s new guidance clarifies that employers who are administering vaccines directly to their employees may offer vaccine incentives as long as the incentives are not coercive. Because an entity administering vaccines must ask certain disability-related screening questions, there is a concern that very large incentives could make employees feel pressured to disclose protected medical information. However, employers who provide incentives to employees for showing proof of vaccination by a third party, but who do not administer the vaccines themselves, may offer larger incentives because they are not receiving any disability-related information from their employees. Employers offering incentives may require employees to provide proof of vaccination by a third party, either by providing documentation or certifying that they have been vaccinated. Employers should keep in mind that the EEOC’s guidance only covers federal EEO laws and that some state and local laws may place greater restrictions on an employer’s ability to mandate vaccinations in the workplace or provide vaccine incentives. As a reminder, any employer considering vaccine mandates or incentives should consult legal counsel before implementing such policies.
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 at their earliest opportunity 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 has issued updated guidance clarifying that employers can require COVID-19 vaccinations and offer incentives to vaccinated employees. This long-awaited guidance helps employers navigate vaccine-related legal issues, offering the EEOC’s perspective on how it will view these issues under applicable federal laws, including the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act of 1964. The new guidance confirms that an employer may require all of its employees physically entering the workplace to be vaccinated for COVID-19. However, employers must still comply with their reasonable accommodation obligations under the ADA and Title VII for employees seeking an exemption from a mandatory vaccination program. As with any employment policy, employers that have a vaccine requirement may need to respond to allegations that the requirement has a disparate impact on—or disproportionately excludes—employees based on their race, color, religion, sex, or national origin under Title VII (or age under the Age Discrimination in Employment Act). Employers should keep in mind that because some individuals or demographic groups may face greater barriers to receiving COVID-19 vaccines, some employees may be more likely to be negatively impacted by a vaccination requirement. Employers mandating vaccinations for their workforce may be required to provide reasonable accommodations to some employees, exempting them from the policy either because of a disability or a sincerely held religious belief unless doing so would pose an undue hardship on the operation of the employer’s business or create a direct threat to the health of others. EEOC suggests that reasonable accommodations could include masking, working at a social distance from coworkers or non-employees, working modified shifts, getting periodic tests for COVID-19, teleworking, or reassigning the employee.
If 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 CDC issued new guidance on mask wearing on May 13. In short, CDC’s announcement indicates that fully vaccinated people can now resume activities without wearing masks or physically distancing. While the CDC has revised its guidance for fully vaccinated individuals, it does not remove the complexity of managing the safety of a partially vaccinated workforce. The announcement also included an important caveat – that the guidance did not overrule federal, state, local, tribal, or territorial laws, rules, and regulations, including local business and workplace guidance. In addition, businesses operating in healthcare, congregate living and public transportation settings must continue to follow previous guidance regarding masks and social distancing regardless of vaccination status. Employers should still take a risk-based approach based on their specific work environment to ensure the safety of all workers. Further, employers should continue to create a safe, inclusive workplace culture where all workers, no matter their vaccination status, feel safe and supported.
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 now that vaccines are widely available. 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 at their earliest opportunity.
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. And consider that most people need to hear a message several times for it to fully resonate.
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, and as the recent pause in administration of Johnson & Johnson’s vaccine has shown, these systems can detect potential problems.
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 (as needed/required), 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.
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.
Some of your employees and workers may have different experiences with COVID-19 and unique concerns or questions about vaccines. Polling data shows higher concern about vaccination among conservative/Republican or Trump voters:
HAA’s Audience Insights & Messaging Guidance for Rural Areas and Small Cities includes insights and messages on reaching conservative audiences. In addition, research from the Ad Council and the COVID Collaborative has shown that lack of access is a key barrier among Black and Hispanic communities. Some concerns may persist among these communities, too:
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! HAA offers a Vaccine Champions Workshop to help leaders and teams share facts, build trust and support colleagues who may have questions or need extra support accessing vaccinations Ideal for Employee Resource Groups (ERGs), Diversity, Equity and Inclusion (DEI) leaders and other trusted leaders working with teams, this interactive workshop will prepare you to powerfully engage members of your community. 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:
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DISCLAIMER: Public health guidance on COVID-19 is constantly evolving. Health Action Alliance is committed to regularly updating our materials once we've engaged public health, business and communications experts about the implications of new guidance from the public health community and effective business strategies that align with public health goals.
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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