Deployment of COVID-19 Vaccines In A Unionized Workforce Frequently Asked Questions | Proskauer Rose LLP

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As we enter the second year of the pandemic, it has become increasingly apparent the various vaccinations approved for safeguarding against COVID-19 are a key element to returning to normal business operations. Employers have raised a number of questions about how the vaccine can be deployed effectively to assist the business.
In a unionized environment, there are additional legal obligations—primarily in the bargaining context—and this document focuses on those issues.
Basic Legal Principles: In situations where part of the employer’s workforce is represented by a union, there may be bargaining obligations before implementation of a vaccination or related program. In such situations, the first step for the employer is to consult the relevant collective bargaining agreement to determine if it authorizes (through a management rights clause) or restricts (through a zipper/complete agreement/wrap-up clause) implementation of a medical program during the term of the agreement. If the collective bargaining agreement is silent on the issue, the employer should be mindful of its legal obligations toward the union.

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