The Equal Employment Opportunity Commission has confirmed that employers may require their employees receive and provide proof of vaccination, absent limited exceptions.
Such exceptions include employees with disabilities and those with sincerely held religious beliefs preventing them from receiving the vaccine. When employees meet an exception employers may be required to provide them reasonable accommodations.
Requiring proof of vaccination may be proper so long as employers are careful to not violate the Genetic Information Nondiscrimination Act.
The EEOC encourages all employers to be vigilant regarding their vaccination mandates to ensure they are complying with all applicable laws.
To read this case, click here.
Authors: Matthew John Markling and the McGown & Markling Team.
Note: This blog entry does not constitute – nor does it contain – legal advice. Legal jurisprudence is like the always-changing Midwestern weather. As a result, this single blog entry cannot substitute for consultation with a McGown & Markling attorney. If legal advice is needed with respect to a specific factual situation, please feel free to contact a McGown & Markling attorney.