SHRM's HR Knowledge Advisors offer guidance, real-life personal/professional experiences, and resources to assist our members with their HR-related inquiries. This member benefit includes up to 15 inquiries per 12-month membership period. SHRM student and non-SHRM members are not eligible for this service. If you would like to upgrade your membership or become a SHRM member, click here for more information.
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TOP FAQs
Can we require employees to receive the COVID-19 vaccine?
In general, it is recommended for employers to offer vaccinations to employees on a volunary basis; however, employers in most states may be able to mandate COVID-19 vaccinations as long as the employer complies with the Americans with Disabilities Act and Title VII of the Civil Rights Act. See our Express Requests called
Mandating COVID-19 Vaccine
Can we ask an employee if he or she has received the COVID-19 vaccine?
Employers are permitted to ask employees if they have been vaccinated against COVID-19; however, caution should be taken to avoid soliciting information related to an employee's medical condition. A simple yes or no response from employees should be sufficient and employers should instruct employees not to provide additional information about the reason they may not have received the vaccine. See our
Answers to the Most Common Coronavirus Questions
What should we do if an employee refuses to comply with our mandatory vaccine policy?
While employers may be able to make vaccinations a condition of employment absent medical and religious accommodations, some employees may have general objections to receiving a COVID-19 vaccination and employers need to decide how they will proceed in these circumstances. Terminating employees might not be the desired approach, but allowing for a leave of absence, transfer to another position, telework or other modifications might be acceptable solutions. See our article,
What Employers Can Do If Workers Refuse a COVID-19 Vaccination
Do employers need to report COVID cases on OSHA 300 logs?
Yes, employers are responsible for recording work-related cases of COVID-19 illness on their Form 300 logs if the following requirements are met: (1) the case is a confirmed case of COVID-19; (2) the case is work-related (as defined by 29 CFR 1904.5); and (3) the case involves one or more relevant recording criteria (set forth in 29 CFR 1904.7) (e.g., medical treatment, days away from work). Employers must follow the requirements in 29 CFR 1904 when reporting COVID-19 fatalities and hospitalizations to OSHA. See our Express Requests called
OSHA Guidance for COVID-19 Reporting
What can we do to help drive out racism and social injustice in the workplace?
If you haven’t already, please consider exploring our research and resources at togetherforwardatwork.shrm.org a call to action for the HR profession and business community to drive racial and social injustice from America’s workplaces.
The Knowledge Center Ask an Advisor service is experiencing a longer wait time than usual.
We apologize for the inconvenience.
NOTE: Please use the email address associated with your membership when submitting requests.
The Knowledge Center will only be available Friday, July 1st 8:30am – 12:30pm ET. SHRM Offices will be closed on Monday, July 4th in observance of the holiday. Emails may still be submitted anytime or visit our website at www.shrm.org. The Knowledge Center will be available again via email, phone, and chat during regular business hours on Tuesday, July 5th. The Ask an Advisor service will only be available via email Wednesday, July 13th, 1:00pm – 4:00pm ET. We apologize for any inconvenience.
MEET YOUR HR KNOWLEDGE ADVISORS
Jim Emanuel, SHRM-SCP
Jim Emanuel, has over 30+ years of HR experience encompassing compliance, talent management, employee relations, compensation and leadership and development. Prior to joining SHRM, Jim worked 23 years for a Fortune 500 Healthcare Company most recently in the capacity of Director of HR Compliance.
Jennifer Chang, SHRM-CP
Jennifer Chang, brings a decade of human resources experience with her to the role of HR Knowledge Advisor. Jennifer has worked primarily in the government contracting industry in a variety of roles as an HR practitioner (generalist, specialist and director). She holds a master's degree in Organizational Development and Strategic Human Resources from Johns Hopkins University.
Robyn Hopper
Robyn Hopper has 22+ years of experience in the human resources field. She obtained a BA, in Integrative Studies with a specialty in Social Work from George Mason University in Fairfax, VA. She has worked in a variety of industries, including manufacturing, for profit and nonprofit along with large and small employers.
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DISCLAIMERS
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This benefit is available for most SHRM member categories. To check eligibility or upgrade your membership, please contact SHRM Customer Care at 800-283-SHRM (7476) (U.S. only), +1-703-548-3440 (International), option 3.
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Due to federal regulations, HR Knowledge Advisors are not able to provide services to members from foreign countries with which the U.S. has trade sanctions in place. These countries include Crimea region of Ukraine, Cuba, Iran, North Korea, Syria and Russia.
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SHRM's HR Knowledge Advisors are not attorneys and cannot provide legal advice. They provide general knowledge and information as HR professionals.
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