COVID Tracker

Easily collect, manage and monitor employees’ vaccination status throughout the COVID pandemic.

AllianceHCM has created a secure and efficient way for organizations to monitor whether their employees are vaccinated against the COVID-19 virus to ensure the safety of their work environment and meet the needs of new business regulations.

OSHA sets January 4 deadline for employers to mandate COVID-19 vaccines

Employers with more than 100 employees will need to implement a COVID-19 vaccination requirement for their employees — and offer a weekly testing alternative to those who refuse or are unable to receive a vaccine — by Jan. 4, 2022, according to an emergency temporary standard recently issued by the Department of Labor’s Occupational Safety and Health Administration (OSHA).

Employees who are not fully vaccinated by January 4, 2022 must produce a verified negative test to their employers every week. Regardless of other dates, unvaccinated workers must begin wearing a mask at work as of December 5. Workers also might have to bear the cost of weekly testing. Significantly, the guidance says that employers do not have to pay for testing.

The OSHA rule also mandates a strategy many employers were already embracing: giving employees paid time off to get vaccinated and recover from the shots. Starting December 5, the vaccine rule will require employers affected by the rule to provide workers with paid time off to receive vaccinations, as well as sick leave to recover from vaccination side effects that preclude working.

Employers will have no time to waste on setting up their policies after the new guidance.

Click here to schedule a demo today and see how AllianceHCM’s COVID Tracker can keep your company in compliance.

FAQ's

The count should be done at the employer level (firm- or corporate-wide), not the individual location level. Therefore, for a single corporate entity with multiple locations, all employees at all locations are counted. For example, if a single corporation has 50 small locations (e.g., kiosks, concession stands) with at least 100 total employees in its combined locations, that employer would be covered even if some of the locations have no more than one or two employees assigned to work there.

In a traditional franchisor-franchisee relationship in which each franchise location is independently owned and operated, the franchisor and franchisees would generally be separate entities for coverage purposes, such that the franchisor would only count “corporate” employees, and each franchisee would only count employees of that individual franchise. For example, if the franchisor has more than 100 employees but each individual franchisee has fewer than 100 employees, the franchisor would be covered by this ETS but the individual franchises would not be covered.

Yes. Part-time employees do count towards the total number of employees. For example, a company with 75 part-time employees and 25 full-time employees would be considered to have 100 employees and would be within the scope of this standard. Independent contractors do not count towards the total number of employees.

No. Independent contractors do not count towards the total number of employees.

Yes. If an employer has 150 employees, 100 of whom work from their homes full-time and 50 of whom work in the office at least part of the time, the employer would be within the scope of this ETS because it has more than 100 employees. However, the standard’s requirements would only apply to the 50 employees who work in the office at least part time around other individuals, and not to those 100 employees working exclusively from their homes.

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Controller, Avalanche Food Group

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