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With an express purpose of encouraging employees (and their family members) to get the COVID-19 vaccine, the Illinois Department of Labor (“IDOL”) recently issued guidance for employers regarding compensation and paid leave in connection with absences for vaccine appointments.
According to the IDOL:
Mandatory Vaccination: The time an employee spends to get the vaccine, when
required to do so by the employer, is “likely compensable,” even if it is non-working time. Accordingly, employers should:
provide paid leave; or
otherwise compensate employees for such time.
Voluntary Vaccination: Employers are not required to provide compensation/paid leave for employees to obtain the vaccine when vaccination is not required by the employer; however, employers are encouraged to do so. Accordingly, employers should:
The Illinois Department of Labor (IDOL) has issued March 2021 guidance for employers on “
Compensation, Paid Leave and the COVID-19 Vaccine,” advising employers on providing employees with time off and flexibility in order to get the first (and as necessary, the second dose) of the COVID-19 vaccine.
Mandatory Vaccination Programs
The IDOL guidance states that pursuant to the Illinois Minimum Wage Law and the federal Fair Labor Standards Act, if an employer requires employees to get vaccinated, then the time the employee spends getting the vaccine “is likely compensable,” even if the employee gets vaccinated during non-working time.
IDOL also advises that mandatory vaccination requirements by employers should be combined with paid leave for employees to receive both doses of the COVID-19 vaccine (if two doses are required). Alternatively, employers should provide compensation for the time taken by employees in order to comply with the employer’s mandatory vaccine require
Monday, March 8, 2021
The Illinois Department of Labor (IDOL) has issued March 2021 guidance for employers on “Compensation, Paid Leave and the COVID-19 Vaccine,” advising employers on providing employees with time off and flexibility in order to get the first (and as necessary, the second dose) of the COVID-19 vaccine.
Mandatory Vaccination Programs
The IDOL guidance states that pursuant to the Illinois Minimum Wage Law and the federal Fair Labor Standards Act, if an employer requires employees to get vaccinated, then the time the employee spends getting the vaccine “is likely compensable,” even if the employee gets vaccinated during non-working time.
IDOL also advises that mandatory vaccination requirements by employers should be combined with paid leave for employees to receive both doses of the COVID-19 vaccine (if two doses are required). Alternatively, employers should provide compensation for the time taken by employees in order to comply with the employe