According to the EEOC , employers may encourage or possibly require COVID-19 vaccinations, but policies must comply with the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act of 1964 (Title VII) and other workplace laws, according to the EEOC. Employers must accommodate employees with disabilities and religious objections. Disability Considerations As mentioned, the ADA assesses employee disabilities, but as an employer, you must determine whether it would pose a direct and immediate threat to the health and safety of the employee, other employees, and customers.
The EEOC recommends looking for four factors to determine the level of threat: duration of risk, level of severity of potential damage, likelihood of email list potential damage, and imminence of potential damage. If the employer finds a reasonable prejudice, then he must decide if the employee can do his work remotely, if the employee must take time off or if dismissal is the solution. The employer and employee should discuss this together to determine the best course of action.
Managers and supervisors responsible for communicating with employees about meeting employer vaccination requirements should know how to recognize a request for accommodation from an employee with a disability and know to whom the request should be referred for review,” said the EEOC. Religious Considerations “ Title VII requires an employer to accommodate an employee's sincere religious beliefs, practices, or observances, unless doing so would result in undue hardship to the business.