The concept of enforcing a national vaccination mandate has sparked a deep debate regarding views on political differences and personal rights. Now, businesses hoping to protect themselves with required COVID-19 vaccinations for employees are one step closer to making that protection a reality.
The US Equal Employment Opportunity Commission (EEOC) has updated its guidance regarding COVID-19 to address the newly approved, and soon-to-be approved, Coronavirus vaccines.
This updated guidance states that employers may require employees receive approved COVID-19 vaccinations if they comply with EEOC law. They also state that this updated guidance does not negate federal or CDC public health guidance.
For example, in most industries, employers can legally require employees get the COVID-19 vaccine, and request proof that they did so, because this does not require any private health information be collected from their employees. They can also help mitigate legal and administrative complexities by strongly urging employees to get vaccinated or by using a third-party provider to administer the vaccine.
Click HERE to view the specifics of “What You Should Know About Covid-19 and the ADA, the Rehabilitation Act, and Other EEO Laws,” which includes the updated guidance regarding vaccinations.
Employers must balance the rights of individual employees with their duty to maintain a workplace free of recognized dangers. Healthcare, education, and retail are settings in which employers are relatively accustomed to dealing with mandatory vaccine issues.
The federal Occupational Safety and Health Administration (OSHA), among other agencies, enforces an employer’s duty to maintain a workplace that is free of recognized hazards. The COVID-19 Coronavirus and the flu are definitely hazards to address. Be sure to view our other important blog addressing vaccinations: EMPLOYER DILEMMA |The Risk of a “Twindemic” Without Mandatory Flu and Coronavirus Vaccination Policies…HERE
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