The US Equal Employment Opportunity Commission (EEOC) recently updated its COVID-19 guidance, detailing its view of employer obligations under Title VII when evaluating religious objections to COVID-19...
The US Equal Employment Opportunity Commission (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
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