Kara Sears
COVID-19 vaccine hesitancy has been observed among law enforcement officers, with a notable prevalence of uncertainty surrounding the vaccine within this group. While police leaders in the US can require employees to be vaccinated, there is no federal mandate, and vaccine uptake varies across different law enforcement agencies. To address this issue, the Bureau of Justice Assistance (BJA) has released a COVID-19 Vaccine Toolkit for the Law Enforcement Community, which provides resources and strategies to encourage vaccine confidence and uptake among officers. This toolkit includes fact sheets, sample letters, and guidance on launching vaccine confidence campaigns within departments.
| Characteristics | Values |
|---|---|
| Law enforcement COVID-19 vaccination rates | Vary across different agencies and states |
| Law enforcement agencies with high vaccination rates | Tidelands-Waccamaw Hospital (67%) |
| Law enforcement agencies with low vaccination rates | Airway Heights Correctional Facility (46%) |
| Law enforcement agencies with no vaccine tracking | Oconee County Sheriff's Office, Pickens County Sheriff's Office, Newberry County Memorial Hospital |
| Law enforcement agencies with vaccine tracking | Abbeville County Sheriff's Office (50% vaccinated) |
| Law enforcement agencies with vaccine incentives | City of Post Falls ($50 incentive) |
| Law enforcement agencies with vaccine mandates | N/A |
| Law enforcement agencies with no vaccine mandates | Coeur d’Alene Police Department, Post Falls Police Department |
| Law enforcement vaccine confidence initiatives | COVID-19 Vaccine Toolkit for the Law Enforcement Community by BJA and Office of Justice Programs |
| Law enforcement vaccine hesitancy rates | 49% in a survey of 3328 officers |
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What You'll Learn
- Law enforcement officers are at an increased risk of contracting COVID-19
- Police leaders can require employees to be vaccinated
- Religious and medical exemptions must be considered
- COVID-19 was the primary cause of death for law enforcement officers in 2020 and 2021
- Low vaccination rates among law enforcement officers hinder policy development
Law enforcement officers are at an increased risk of contracting COVID-19
Despite the increased risk and early vaccine availability, law enforcement officers have been among the most resistant to getting vaccinated. Unions representing law enforcement have actively fought requirements for members to get immunized. As a result, vaccination rates among law enforcement officers remain at or below the general public, even as COVID-19 has become the leading cause of job-related deaths in this profession.
The Bureau of Justice Assistance (BJA) has developed a COVID-19 Vaccine Toolkit for the Law Enforcement Community to address this issue. The toolkit provides resources and strategies to promote vaccine confidence within law enforcement agencies and the communities they serve. It includes guidance on launching a vaccine confidence campaign, sample letters and fact sheets, and addresses specific concerns from officers related to their work.
Some police leaders have taken a firm stance on mandating COVID-19 vaccinations for their employees. However, they must consider religious and medical accommodation requests under relevant laws. Employers are still obligated to provide a safe working environment, and employees suffering adverse side effects or contracting COVID-19 from coworkers can file workers' compensation claims.
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Police leaders can require employees to be vaccinated
Police leaders in the U.S. can require their employees to be vaccinated without violating any federal statutes. However, they must consider religious accommodation requests under Title VII of the Civil Rights Act of 1964 and medical accommodation requests under the Americans with Disabilities Act (ADA). This is similar to how departments mandate other immunizations, such as tetanus, hepatitis, measles, mumps, rubella, and the flu. Employees with valid medical or religious objections can refuse the vaccine.
When mandating COVID-19 vaccinations, police leaders should monitor guidance and regulations from the Equal Employment Opportunity Commission (EEOC), the Centers for Disease Control and Prevention (CDC), and other federal, state, and local authorities. They should also be aware of potential workers' compensation claims from employees experiencing adverse side effects or COVID-19 infections from coworkers.
Agencies considering a mandatory vaccination program should provide notice and bargaining opportunities to departments with collective bargaining agreements. They should also provide access to and cover the cost of the vaccine if not included in health insurance. Job descriptions should be updated to specify essential functions that may require vaccination, such as travel or public interaction.
While some police unions have called for lifting vaccine mandates, others have acknowledged the importance of vaccinations in fighting COVID-19. However, they believe it is a personal decision that should be left to individuals rather than mandated by employers. As such, police departments on Long Island, New York, have chosen not to mandate vaccinations, focusing instead on outreach and education.
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Religious and medical exemptions must be considered
In the United States, police leaders may require employees to be vaccinated without violating federal statutes. However, employers must consider religious accommodation requests under Title VII of the Civil Rights Act of 1964 and medical accommodation requests under the Americans with Disabilities Act (ADA). This is consistent with the ways in which departments may mandate other vaccines, such as tetanus and hepatitis, or issue medical requirements for health and fitness.
Employees can refuse to be vaccinated if they have valid medical or religious objections. Employees seeking a medical exemption must establish a qualifying disability under the ADA or state/local regulations that prevent them from taking the vaccine. Medical exemptions are granted for certain disabilities, such as an allergy to one of the vaccine components or a medical condition. A medical exemption form must be accompanied by medical documentation from a healthcare provider (MD, DO, or APP) as outlined in the medical exemption form.
Employees seeking a religious exemption under Title VII must establish that the vaccine would violate a sincerely held religious belief, practice, or observance. A religious exemption is a sincerely held personal religious belief and/or a religious tenet that prevents a person from receiving a vaccination. Documentation from a religious leader is not required. It is important to note that political and/or philosophical beliefs do not qualify for a religious exemption.
Accommodations for employees who are exempt from vaccination may include increasing or mandating the use of personal protective equipment (PPE). However, in many cases, such accommodations may not be possible, especially for line officers, and may place an undue burden on the employer, making the requested accommodation unreasonable. If no reasonable accommodation can be found, employees may be terminated or granted unpaid leave.
It is also important to recognize that employees who suffer allergic reactions or other adverse side effects from mandatory vaccinations could file workers' compensation claims. Employers should continue to monitor guidance and regulations related to COVID-19 vaccinations in the workplace from the EEOC, CDC, and other federal, state, and local authorities.
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COVID-19 was the primary cause of death for law enforcement officers in 2020 and 2021
In 2021, COVID-19 was the leading cause of death among law enforcement officers, with approximately 300 fatalities, a 65% increase from 2020. The high number of COVID-19-related deaths in 2021 is attributed to the nature of their work, which involves constant interaction with the public and potential exposure to the virus.
To address this issue, the Bureau of Justice Assistance (BJA) introduced the COVID-19 Vaccine Toolkit for the Law Enforcement Community. This toolkit provides resources and strategies to encourage vaccine uptake among officers and communicate the importance of vaccinations to the public. The toolkit includes guidance on running a vaccine confidence campaign, sample letters and fact sheets, and strategies to address specific concerns related to their work.
While police leaders in the US can make COVID-19 vaccination mandatory for employees, they must consider religious and medical accommodation requests under the Civil Rights Act of 1964 and the Americans with Disabilities Act, respectively. Additionally, employers should be aware that mandatory vaccinations do not absolve them of their general obligation to provide a safe working environment.
Law enforcement agencies have taken various approaches to vaccination, with some offering opportunities for vaccination and others not tracking vaccination status. Overall, COVID-19 has had a significant impact on the health and safety of law enforcement officers, and efforts are being made to promote vaccine confidence and uptake within this vulnerable population.
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Low vaccination rates among law enforcement officers hinder policy development
The COVID-19 pandemic has highlighted the critical role of law enforcement officers in ensuring public safety. However, low vaccination rates among law enforcement officers have hindered policy development and posed challenges in the fight against the virus. While the vaccines have been proven effective in reducing serious illness, hospitalization, and death, hesitancy among law enforcement officers has been a cause for concern.
A study conducted from February 2021 to March 2022 revealed that 40% of law enforcement officers were hesitant to receive the COVID-19 vaccine. This hesitancy has been observed throughout the pandemic and has been influenced by various factors, including sociodemographic characteristics, health status, and job-related concerns. For instance, internal records from some law enforcement agencies showed that only about ten percent of staff had self-reported receiving at least one dose of the vaccine.
The Bureau of Justice Assistance (BJA) has recognized the urgency of this issue and developed the COVID-19 Vaccine Toolkit for the Law Enforcement Community. This toolkit provides resources and strategies to address vaccine hesitancy within law enforcement departments and promote confidence in the vaccines. It includes guidance on launching vaccine confidence campaigns, sample letters, and fact sheets that can be shared with officers and the community.
However, the lack of comprehensive data on vaccine hesitancy among law enforcement officers hinders the development of effective policies and health messaging. While some agencies have mandated COVID-19 vaccinations for their employees, others have faced challenges in implementing mandatory vaccination programs. Employers must consider religious and medical accommodation requests, and employees may refuse vaccination based on valid objections.
The low vaccination rates among law enforcement officers have implications not only for their personal health but also for the communities they serve. Law enforcement officers interact with the public frequently, increasing their risk of exposure to COVID-19. As such, addressing vaccine hesitancy and improving vaccination rates among law enforcement officers is crucial in protecting their well-being and that of the communities they serve.
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Frequently asked questions
Police leaders in the U.S. may require employees to be vaccinated without violating any federal statutes. However, employers are required to consider religious and medical accommodation requests.
The Bureau of Justice Assistance (BJA) has released a COVID-19 Vaccine Toolkit for the Law Enforcement Community. This free-to-download toolkit includes resources and strategies that law enforcement agencies can use to promote vaccine confidence within their departments and the communities they serve.
In a survey of 3328 officers, police administrators, police leaders, and police trainers, about 51% of respondents reported that they would get the vaccine, while 49% expressed hesitancy. Another study found that 59.7% of respondents were not hesitant, with 54.8% already vaccinated and 4.9% planning to get vaccinated.
