The hospice that I work for is also considering mandating the vaccine for all clinical and social service staff in direct patient contact. I can see the logic in it, but there are some other things that employers are not considering.
Every year I choose not to get a flu vaccine because I have a history of not so great reactions to them. I don't have details, but I did poorly after all my childhood immunizations. I never had chicken pox as a kid, and almost flunked out of nursing school
when I missed a week after my varicella vaccine. That was fun...sorry, can't come out and play, I have the chicken pox. (I was 25.) If a vaccine has the potential to cause viremia, I get it, and bad too. Hence after my second bad flu shot experience, I have chosen to "work without a net" as it were.
When I suggested to my employer that I would be willing to get a flu shot IF they agreed in writing that any time I missed as a result of receiving the vaccination would be paid, and would NOT be deducted from my available sick/vacation time, they looked at me as though I had finally lost my mind. Sorry, but I feel it is completely unreasonable to mandate I (or anyone else) do something that has a likelyhood of causing them to miss work, and then penalize them for it if they do. My sick leave is for when I get sick, not for when they make me sick. I'm not sure how bigger employers are handling that concern, but it IS something worth considering.