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Legal developments in data, privacy, cybersecurity, and other emerging technology issues

  • Posts by Mahja D. Zeon
    Posts by Mahja D. Zeon
    Associate

    Mahja D. Zeon is an associate in the firm’s Labor and Employment department. She focuses her practice on employment counseling, litigation, and strategic workforce planning.

    • First and second-chair experience in jury and ...

Post authored by Mahja D. Zeon, an Associate in Honigman's Detroit office and Lauren Legner, a 2021 Summer Associate in the firm's Detroit office.

Employers have a right, and in some industries, even a requirement, to implement vaccine-related policies to promote workplace safety, but they must be mindful of the privacy implications.  There are several competing concerns to weigh when deciding whether to implement vaccine-related policies. On the one hand, data regarding employee vaccination status may play an essential role in keeping the workplace safe from COVID-19 outbreaks. On the other hand, collecting and using such data implicates individual privacy and data security concerns. Should an employer choose to collect vaccine-related data, it must take the appropriate steps to keep this information safe. Here are three ways employers can implement vaccine-related, data-safe policies:

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