To protect the health of their workforce and clients, many employers could soon be implementing COVID-19 vaccine mandates. This type of mandate would require that employees be vaccinated for coronavirus before they are hired or return to work. Are these mandates legal and enforceable? In some cases yes, in some cases no.
Read on to learn how employment law exemptions are allowed in certain situations and vaccine mandates may or may not apply to you.
8. When an Illness Is a “Direct Threat” to Workers and Patrons
The Equal Employment Opportunity Commission (EEOC) of the United States provides guidelines to help people determine how employment laws apply to COVID-19. According to the EEOC guidelines, COVID-19 is considered a “direct threat” to employees and clients.
Those two words — direct threat — are key. They allow some employers to ask for and administer health checks before an employee is hired or returns to work.
Employer health checks, under the EEOC COVID-19 guidelines, include taking an employee’s temperature and determining whether they have any symptoms for COVID as defined by the Centers for Disease Control (CDC).
7. How Do “Direct Threat” Allowances for Employers Apply to Vaccine Mandates?
Apparently, there aren’t any current employment laws that make vaccine mandates illegal. However, there are exceptions for certain individuals and situations. If you don’t want to comply with a vaccine mandate where you work or hope to be hired, it’s time to study up on which exemptions to a vaccine mandate might apply to you.
Possible exemptions from mandatory vaccinations include disabilities, religious beliefs, pregnancy and a slight chance for persons with vaccine-related anxiety.