In accordance with recent guidance from the Equal Employment Opportunity Commission (EEOC), employers may require their employees be vaccinated, subject to some limited exceptions. Specifically, employers may not require vaccinations for those employees who have a disability or medical condition (including pregnancy) that makes vaccination a health risk or who have objections due to their religious beliefs (i.e. Christian Scientists).
Of course if employers choose to implement such requirements and the employee refuses, there are numerous landmines to avoid. For example, maintaining the privacy of employees who refuse for medical reasons, considering reasonable accommodations for employees who cannot be vaccinated, etc. We strongly suggest any employer considering mandatory vaccinations have in place a policy on the subject that covers all such contingencies. For help preparing these policies, please contact Ari Burd, Jeri Abrams or Jay Becker of the GHC Labor and Employment Department.
