2021 EEOC Issues Guidance for Employers Mandating COVID Vaccines at Work
Tags: Employees, Employment, Covid Vaccine, Covid 19, Eeoc

2021 EEOC Issues Guidance for Employers Mandating COVID Vaccines at Work Courseministry Jul 7·3 min read

Description

As the COVID-19 vaccination is being distributed across the nation, many businesses are asking whether they can or should require their workforce to get the vaccine. In response to such questions, the Equal Employment Opportunity Commission (EEOC) recently issued guidance on vaccination-related issues in the workplace. Such issues implicate the Americans with Disabilities Act (“ADA”) and Title VII of the Civil Rights Act of 1964 (“Title VII”), among other laws. Employers who are considering implementing vaccination programs should adhere to the EEOC guidance.

However, Employers should understand what the requirements are under the EEOC guidance and what factors can impact them if they are not followed. Moreover, proper communication of policies should ensure proper compliance. Employees will have many questions and the Employer needs to have the answers to ensure the employees have confidence.

Employers also have to ensure there are accommodations made for those employees who are not ready for mandatory vaccinations because of religious or disability concerns. The bottom line is that there should be some accommodations made that do not impose an undue hardship to offer those employees in these specific scenarios.

What is part of the EEOC Guidance that Employers need to include in their employee handbook and stand-alone policies?

What vaccination guidelines need to be included in the employee handbook and which need to be excluded

What vaccination process needs to be established to be compliant with EEOC requirements

What are the religious protections implications of vaccines

Pros and cons of mandatory vaccines

What if the employees can’t access the vaccine

What are the job-related and consistent with business necessities when it comes to mandatory vaccination?

What are some states focused on when it comes to mandated vaccines

What happens if employees refuse to be vaccinated

Are there consequences if Employers do not mandate vaccination

How can Employers maximize the new Center for Disease Control and Protection (CDC) guidance and future goals

What should be included in a workplace vaccine policy

What are the best practices when it comes to vaccine policies

How is the new administration handling COVID-19 in the workplace

Why You Should Attend:

COVID-19 has made a significant impact in the workplace. Employers need to develop policies and procedures that meet the criteria of the EEOC while establishing safety measures in the workplace. COVID-19 is part of the workforce for the next 2–3 years and Employers need to adapt to the changes to ensure employees and their stakeholders have confidence in the workplace. COVID-19 policies must take into consideration all the landmines that can expose Employers like the ADA, HIPPA, Privacy issues, reasonable accommodations, and compliance with other regulatory entities.

Who Should Attend:

During the Q&A session following the live event, ask a question, and get a direct response from our expert speaker.

** Recorded Version: Unlimited viewing for 365 days ( Access information will be emailed 36 hours after the completion of the live webinar).

Margie Faulk is a senior-level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, and non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.