![]() ![]() Read the updated guidance and view the EEOC's internal accommodation request form. Some Employers Still Require COVID-19 VaccinesĮEOC Updates Guidance on Religious Accommodations for COVID-19 Vaccines ![]() Please complete the brief survey near the bottom of this page. A refusal to be vaccinated does not qualify for an exception if it is based upon personal. To be eligible for a possible exception, you must first establish that your refusal to be vaccinated is based upon a sincere belief that is religious in nature. 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.ĬOVID-19 Vaccine Mandate for Federal Workers Will End May 11 The purpose of this form is to determine whether you may be eligible for an exception. How to Balance Religious Accommodations with Company Requirements Colorado Senate Bill 163 requires a person seeking a nonmedical exemption (either religious or personal belief) to submit a certificate of completion of an online educational module or a certificate of nonmedical exemption. "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. ![]() Equal Employment Opportunity Commission (EEOC) sued the pediatric health care company. Many companies continue to struggle to accommodate employees who don't want to get vaccines because of religious objections.Ĭhildren's Healthcare of Atlanta (CHOA) is in hot water after firing an employee for requesting a religious exemption to its influenza vaccination policy. ![]()
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