Last Thursday, June 24th, the online publication Smerconish for Independent Minds published an article written by The Noble Law’s managing partner, Laura Noble, regarding vaccine mandates in the workplace.
With COVID-19 vaccines becoming more accessible to the general public and quarantine restrictions gradually lifting, the question of vaccine mandates in the workplace is becoming more prevalent. In order to return to the office or open to the public, employers must decide if receiving the COVID-19 vaccine will be a requirement for employees to work onsite. Though the Equal Employment Opportunity Commission (EEOC) has provided guidance allowing employers to ask employees about their vaccine status or request proof of vaccination, employers who choose to establish a vaccine mandate must provide reasonable accommodations for employees with disabilities or sincerely held religious beliefs that prevent them from being vaccinated.
In her article, Laura Noble explains the legality of vaccine mandates in the workplace, in regards to the Equal Employment Opportunity Commission (EEOC), the Americans with Disabilities Act (ADA), and the Genetic Information Nondiscrimination Act (GINA). Additionally, she outlines the considerations employers should acknowledge before establishing a vaccine mandate.