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Companies can force their employees to take COVID-19 vaccine, says EEOC

Employers are allowed to demand the COVID-19 vaccine and can also legally offer incentives, including cash, to workers who get bitten, according to updated guidelines from the Equal Opportunities Commission in the ’employment.

Companies must always provide reasonable accommodations to employees who are exempt from mandatory immunization under the Americans with Disabilities Act and Title VII of the Civil Rights Act.

The committee also said that employers’ incentives should not be “coercive”, but stopped to provide examples of illegal offers.

Some experts say there is enough legal gray area for a flurry of lawsuits to arise as companies begin to bring workers back to the physical workplace as the COVID-19 pandemic eases in United States

“What is ‘coercive’ is not clear because, as with anything else, one person’s view of what coercive inducement is is not the same as another person’s. “said Helen Rella, employment lawyer at New York-based law firm Wilk Auslander. . “You might find a coercive $ 100 incentive and another person could find a coercive $ 10,000 incentive. This is where the door is left open. [where] we don’t have the detailed advice we were hoping to receive. “

President Biden touts vaccine rollout in US


The EEOC was due to update its guidelines regarding the vaccine and other COVID-related matters.

“The updated technical support released today answers frequently asked questions about vaccinations in the workplace,” EEOC President Charlotte A. Burrows said in a statement. “The EEOC will continue to clarify and update our COVID-19 technical assistance to ensure that we provide clear, easy-to-understand and useful information to the public. We will continue to address the issues that were raised during the recent hearing. of the Commission on the Impact of COVID-19 on Civil Rights. “

Employers who provide on-site vaccinations should continue to keep personal health information of employees obtained during pre-vaccination examinations confidential.

Typically, onsite programs are administered by a third party medical provider or pharmacy to whom the medical information is disclosed, as opposed to an employer.

“Because vaccinations require employees to answer disability-related screening questions prior to vaccination, there could be a very strong incentive for employees to feel compelled to disclose protected health information,” said Rella.

Centers for Disease Control and Prevention recent relaxation of his advice on wearing a mask and the repeal of mandates by states could also create friction between companies and their workers.

For example: A company is developing a policy under which vaccinated employees may not wear a mask, but unvaccinated workers must continue to cover their faces. This puts employers in the position to monitor the workplace and ask employees to disclose potentially confidential information.

“I am waiting for the floodgates to open on litigation in this area,” said Rella.

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