• Promote open communication and authenticity about comfort levels related to guidelines without needing to disclose medical choices
• Discuss strategy openly and conduct surveys to assess comfort and safety related to being together or returning to co-working spaces
• Create inclusive environments by uniting and embracing the teams’ diversity of choices – whether people are open or not with their choice
• Model, promote and embrace a diversity of thoughts and beliefs so people can learn, appreciate, and empathize.
• Create safe spaces so people can express their comfort levels openly.

RISK of enforcing

• Creating a divided culture or team based on not having safe spaces to avoid judgment.

• Practice emotional intelligence techniques and teach tips to ensure shame or divide is not happening between those who are vaccinated or unvaccinated, wear masks or do not wear masks
• Encourage and promote the individual assessment of comfort and safety levels for all team members

RISK of enforcing

Employee Turnover

• Employee bullying or fighting
• Decisions based on fear and/or coercion. (i.e. fear of employment status or discrimination)

• Provide and strategize regulations and all guidance offered to make informed decisions individually or for the client companies we partner with
• Practice self-health checklist before being onsite with team members or clients
• Practice HR’s fundamental principles of bringing humans together in the workforce versus separating people.

RISK of enforcing

• Promoting, Mandating or encouraging EUA vaccines, incentivized financially or otherwise, could create liability for the employer if there are adverse effects or reactions
• Precautions, like social distancing and unnecessary mask enforcement, could create company liability with accommodation concerns (i.e medical, religious, etc.)