Employers can mandate vaccines or lose job

Employers Are Allowed To Require Employees To Get Coronavirus Vaccine, Government Says…

The U.S. Equal Employment Opportunity Commission has determined that employers will be allowed to require employees to get a COVID-19 vaccine and block them from entering the workplace if they refuse.  READ MORE…

Note: GM and Ford will not require employees to receive Covid-19 vaccinations despite the Equal Employment Opportunity Commission saying employers can require workers to do so.

NASHVILLE, Tenn. — Tennessee’s governor says that once coronavirus vaccines become available, they will be optional in the state’s K-12 public schools.

VLA Comment: Obviously the evil ones are in discussion about mandating it for children

What Employers Can Do If Workers Refuse a COVID-19 Vaccination

As COVID-19 vaccines become available, many employers are asking if they can require employees to get vaccinated, and what they can do if workers refuse. The Equal Employment Opportunity Commission (EEOC) weighed in Dec. 16 with new guidance that answers some workplace vaccination questions.

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.

“An employee with a religious objection or a disability may need to be excused from the mandate or otherwise accommodated,” noted John Lomax, an attorney with Snell & Wilmer in Phoenix. “Additionally, if an objecting employee is a union-represented employe

Religious Accommodation

Title VII requires an employer to accommodate an employee’s sincerely held religious belief, practice or observance, unless it would cause an undue hardship on the business. Courts have said that an “undue hardship” is created by an accommodation that has more than a “de minimis,” or very small, cost or burden on the employer.

The definition of religion is broad and protects religious beliefs and practices that may be unfamiliar to the employer. Therefore, the employer “should ordinarily assume that an employee’s request for religious accommodation is based on a sincerely held religious belief,” according to the EEOC. “If, however, an employee requests a religious accommodation, and an employer has an objective basis for questioning either the religious nature or the sincerity of a particular belief, practice or observance, the employer would be justified in requesting additional supporting information.” The employer may need to bargain and reach an agreement with the union before mandating vaccines.”  READ MORE…


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