Give a short reply to this post With the situation at hand, before deciding to fire Rob or keep a secret, it is important to review whether there is a contract in place stating the requirements from employees. It is important to review them since there could be limited terms for limitation $($University of Maryland Global Campus, Termination: Limits on Termination, n$.$d$.).$ With false information not specifically determined as a privacy issue, it is tricky to determine whether Rob is on grounds for termination, but the accuracy of the provided information from employees could meet them $($University of Maryland Global Campus, Categories of Privacy, n$.$d$.).$

If determined that there are no restrictions to proceed with firing, the ethical decision will be to ask Rob for verifiable medical documentation that would excuse his need for the shots. If not applicable, Rob agrees to get the shots done with a manager or employer present to ensure it has been completed, a proper CDC vaccination card is provided, and documented. Usually, there is termination for performance or at$-$will contracts, but since Rob has a stellar performance and no mention of said contracts, this consideration should be given to Rob $($University of Maryland Global Campus, Termination: Limits on Termination, n$.$d$.).$ The owners will also immediately be notified of the discrepancy.

If determined that there are restrictions on proceeding with firing, the information will still be shared with the owners and Rob will be asked to get the shots. If he denies doing so$,$ Rob will have to agree to get weekly COVID testing of the company$$s choice to ensure the safety of the clients. The client$$s safety must be considered first and foremost when situations like this occur.