Problem
As the HR Leader of an organization your responsibilities are sometimes pulled between the rights of the individual and the protection of the collective (employees at large). Consider the following scenarios and questions that depict conflict between these two responsibilities:
Scenario 1: An employee takes her sick child to be COVID tested and returns to work stating that the results came back negative, but does not present any documentation/proof.
Scenario 2: Due to COVD-19, increasingly and particularly recently, some employees are receiving emails from their employers reminding them of the requirement to receive their flu vaccination and some are requiring employees to upload documentation into their personal profile in the organization's online medical record (i.e., "MyChart").
These scenarios raise some interesting questions. First, can organizations legally (and, if so, should they) require employees to get a flu vaccine (or other medical vaccinations...consider the impending COVID-19 vaccination)? Second, can/should organizations require documentation/ proof of vaccine or negative tests when there are potential exposures, before allowing them to return to work? Third, can employers legally (and if so should they) require employees to create a medical record account with them? As CHRO, how would you handle this situation?
The response should include a reference list. Using one-inch margins, Times New Roman 12 pnt font, double-space and APA style of writing and citations.