b'For Union Contractors Only Consider whether a mandatory policy is truly necessary and consistent with the employers business needs,particularly in light of other workplace controls in place (social distancing, facial coverings, remote working arrangements, enhanced cleaning and disinfectingmethods, etc.), or whether it is more appropriate to adopt a policy encouraging employees to get the vaccine rather than requiring it;Determine if any of your customers intend to mandate vaccinations of your employees;If a mandatory vaccination policy is deemed necessary, consider confining the requirement to high-risk worksites or departments where alternative methods of minimizing the risk of exposure are not viable;Prepare now for accommodation requests by considering the types of accommodation requests and creating the requisite forms to administer those requests;Consider what you will do if an employee refuses to follow your vaccination policy based merely upon ageneral fear or personal preferencewill you impose mandatory mask wearing, reassignment, teleworking, or layoff?;Evaluate current health insurance policies and wellness programs for guidance and resources related to work-place vaccinations, including the potential for discounted premiums or other incentives to the employer; Review all controlling collective bargaining agreements to determine breadth of management rights and health and safety provisions which regulate an employers right to make policies; Frequently monitor administrative agency guidance and all federal, state, and local laws related to vaccinations; consider assigning these responsibilities to a well-trained employee or safety committee; andConsult legal counsel for guidance.While the above guidance will assist employers in dealing with these complicated issues, please be reminded that this is an overview of developing legal issues and is not intended to be and should not be construed as legal advice. If you desire assistance in determining whether a mandatory vaccine policy is right for your workforce, or if you wish to have a policyprepared, contact experienced labor and employment law attorney Bob Dunlevey at rdunlevey@taftlaw.com or 937-641-1743.Page 17CONSTRUCTION JOURNAL'