SPC has hit back at claims it failed to consult workers on its COVID-19 vaccination mandate, accusing unions of trying to stir fear and confusion among its workers and the community.

SPC CEO Robert Giles said the company would continue to consult with unions on the best way to implement its vaccination program, but stressed that SPC was not required to consult on the formation of such a decision.

Last week, food processor and manufacturer SPC became the first Australian company to mandate vaccines for all employees, contractors, and visitors on site.

All 700 workers, regardless of site location or employment status, must schedule their first dose of a COVID-19 vaccine by 15 September 2021, receive the first dose by the end of October, and be fully vaccinated by late November.

The Australian Manufacturing Workers Union (AMWU) slammed SPC’s move, claiming the company failed to properly consult with its workers and their union.

The AMWU also raised concerns over the availability of vaccines, and claimed the timeline to roll out the program was unrealistic.

In a statement, Giles said the AMWU had a poor understanding of the roles of business owners and directors, and accused the union of ignoring the advice of the World Health Organisation.

“We firmly reject the AMWU’s assertion that they were not properly consulted in our vaccine mandate,” he said.

“This mandate is a business decision to ensure the safety of our staff as well as the broader community. It is the responsibility of the directors of the business (who are also liable) to provide a safe working environment – not the union.”

SPC also rejected comments made by ACTU secretary Sally McManus, who suggested that mandatory vaccines were a slippery slope that could lead to any medical procedure being made necessary for employment.

“A number of Australian businesses have required their employees to be vaccinated, for example, the flu shot, and to provide evidence of such as a condition of their employment,” Giles said.

“This is nothing new and must be viewed in the context of the Delta strain of Covid-19 which poses a new and unique threat to the safety of our staff.”

The Federal Government’s position remain sthat in the absence of specific public health orders, an employer “can only mandate that an employee be vaccinated through a lawful and reasonable direction.”

The Fair Work Ombudsman recently updated its vaccine information page, in which it urges employers to take a collaborative approach that includes discussing, planning and facilitating COVID-19 vaccinations.

Employers are urged to support their employees by:

• providing leave or paid time off for employees to get vaccinated
• helping to ensure employees have access to reliable and up-to-date information about the effectiveness of vaccinations
• where employees do not wish to be vaccinated, or don’t yet have access to vaccinations, exploring other options including alternative work arrangements.

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