EEOC and Vaccine Accommodations
Now that the Occupational Safety and Health Association (OSHA) Rule on vaccine mandates for private Employers with 100+ employees was suspended in November 2021 until further notice, it is more important than ever that Employers are more aware of how to mitigate vaccine mandates in the workplace based on the current US Equal Employment Opportunity Commission (EEOC) mandates.
The EEOC recently updated its COVID-19 guidance, detailing its view of employer obligations under Title VII when evaluating religious objections to COVID-19 vaccination mandates. The EEOC also added guidance on requests for accommodation based on pregnancy under the Americans with Disabilities Act and the Pregnancy Discrimination Act. Together, these comprise the second significant update to EEOC’s COVID-19 guidance since the FDA and CDC authorized COVID-19 vaccines.
Employers who implemented vaccine mandates have faced a tidal wave of requests for religious exemptions. The sheer volume of requests combined with the difficulty of separating protected versus unprotected claims, all while respecting an employee’s stated beliefs, has been a significant challenge for human resources and legal departments. With these latest updates, made on October 13, and October 25, 2021, the EEOC has attempted to provide clearer guidance to employers on accommodation requests.
Although the OSHA Rule is suspended, it is expected that this will be temporary and may be resumed after the legal battles. Either way, Employers still need to prepare for the possibility that there may be some form of a version of the mandate. Until then, the EEOC is the mandate that needs to clear for the workplace.
Join us to learn the next steps Employers look forward to take from December 2021. You’ll also receive free compliance tools to appreciate your participation.
Why You Should Attend it?
The EEOC had informed employers that they can mandate vaccines in the workplace. However, since the EEOC’s directive, Employers have experienced confusion and frustration with mitigating exemptions for the vaccine especially when it comes to sincerely held religious beliefs and pregnancy. Although the EEOC has provided an update on these issues, Employers are still grappling with handling these issues. This training will provide Employers and professionals how to mitigate this challenge.
What You'll Learn
-Why did the EEOC issue these new guidance’s at this time?
-What are the challenges with requests for sincerely held religious beliefs?
-How can you use the new guidelines by EEOC while making decisions about the credibility of the requests for religious exemptions?
-Learn if the EEOC form created for religious exemption can be an effective tool in your company
-What factors can impact how you determine reasonable accommodations for both exemptions?
-Why is pregnancy still on the list by EEOC as an exemption to the vaccine mandate?
-How can Employers manage the challenges based on their policies?
-Now that the OSHA Rule is suspended, for now, learn what Employers need to do while they wait for the legal update
-What impact do Employers have if they exceed the EEOC guidelines on religious exemption and pregnancy?
-Employers now more than ever need to understand the Reasonable Accommodation process and how to use it effectively for vaccine exemptions
-Learn why pregnancy concerns by pregnant women, lactating and women interested in getting pregnant are real and significant
-Learn why litigation may still be a risk no matter what the EEOC new guidance says
-What is the most effective course of action when you decide to terminate employees who refuse the vaccine?
Who Must Join
-Large Business Owners
You may ask your Question directly to our expert during the Q&A session.
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance.
Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
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