Are employees on their own time while standing in line to get tested?
The option to get weekly testing sounds like a nightmare for everybody concerned; HR has to check off that the testing was done, people are late for work due to long lines at testing centers, then more time lost because the employees have to turn in their testing status.....

and they will also likely have to pay for their own tests. That should provide some incentive for the hesitant to be vaccinated.

HR might have to do some work tracking the employees, but I suspect that a lot of the system will be automated. For example, the company that my brother works for has software for tracking vaccinations. The employee enters information such as the date, vaccine maker, lot number, etc. and then he scans the vaccination card and attaches it when entering the information in the data fields before he submits it.

Based upon what I described above, the opt-out employees will have to key in certain information and also upload a scan of the documentation done by the test provider prior to submitting that record to the software. This procedure should eliminate any excuses for being late to work. As for uploading data and documentation, it should take about 5 to 15 minutes depending on how tech savvy the employee is. After the first week or two, this shouldn't have any significant effect on productivity.

As for HR, they should be able to run a query to see if any employees did not submit a report within a specific time frame--step 1 for the opt-outs. HR will still need to examine the records for those that upload documentation to verify that they weren't submitting garbage--step 2 for the opt-outs. If they are submitting garbage, then that might provide grounds for termination.

Considering the vaccination rate among adult employees and how many opt-out employees there will be at any given employer, this shouldn't place a substantial burden on those employers. If there are that many non-compliant employees, then yes it might require one person assigned to monitoring compliance but that really isn't significant if any employer has hundreds (or thousands) of employees. I'm almost certain the HR in some companies have to monitor their employees for other requirements such as verifying professional licenses are valid and no complaints or disciplinary actions are filed.

Emps can test onsite. If other companies are doing the same, someone better get to making more tests.