Many companies continue to struggle to accommodate employees who don't want to get vaccines because of religious objections.
Children's Healthcare of Atlanta (CHOA) is in hot water after firing an employee for requesting a religious exemption to its influenza vaccination policy. In December, the U.S. Equal Employment Opportunity Commission (EEOC) sued the pediatric health care company.
"Religion is defined to include all aspects of religious observance and practice, as well as belief, and the EEOC stands ready to enforce an employer's statutory obligation to reasonably accommodate the religious observances and practices of its employees where doing so would not be an undue hardship on the conduct of the employer's business," said Darrell Graham, the EEOC's district director of the Atlanta office, in a statement.
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The Biden administration announced May 1 that the COVID-19 vaccine mandates for federal employees, federal contractors and some health care workers will end on May 11, the same day the public health emergency ends.
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Law Firm Resources
These resources are organized under the following headings:
*** Religious Exemptions (including example form and policy)
*** Disability/Medical Exemptions (including example form and policy)
*** Related Reading
Religious Exemptions
Political, Social, Economic Beliefs Not Protected
Disability/Medical Exemptions