Employers are faced with a variety of legal questions when determining whether to mandate COVID-19 vaccinations and other safety protocols in the workplace. These questions are further complicated by varying opinions on the safety of vaccines and whether such mandates impose upon the privacy rights of employees.\u00a0 This article outlines an employer\u2019s legal rights in light of those concerns.<\/p>\n
COVID-19 Vaccinations Mandates and Exceptions <\/strong><\/p>\n The Equal Employment Opportunity Commission (\u201cEEOC\u201d) has stated that employers are free to mandate vaccinations in the workplace and to require proof of vaccination status. However, there are two exceptions to this mandate.\u00a0 First, the Americans with Disabilities Act (\u201cADA\u201d) requires employers to provide \u201creasonable accommodations\u201d for those objecting to the vaccine based on one\u2019s medical condition.\u00a0 Accommodations may include, but are not limited to, continued mask wearing and social distancing, a private office or workplace, remote working, or even a leave of absence. Employees claiming they have a medical condition that prevents them from getting vaccinated should be required to submit documentation from a treating physician substantiating the need for an exemption.<\/p>\n