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On October 25, 2021, the Equal Employment Opportunity Commission (EEOC) updated its employer guidance regarding COVID-19, \u201cWhat You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws<\/a>,\u201d by adding Section L, which addresses questions relating to vaccination requirements in the context of Title VII of the Civil Rights Act and religious accommodations.<\/p>\n As employers contend with an increasing number of religious accommodation requests stemming from vaccine policies, the new information sheds light on the EEOC\u2019s position and gives companies the ability to factor the EEOC\u2019s guidance into their decision-making.<\/p>\n The EEOC has published a sample religious accommodation requests form<\/a> that employers can use for requests from workers. The template is the same one the agency uses for its own employees. The form suggests asking questions regarding the policy that conflicts with the employee\u2019s religious belief, the nature of the practice or observance, and what accommodation the worker is requesting. Businesses have the right to issue vaccine mandates but must consider individual accommodation requests for disabilities and sincerely held religious beliefs.<\/p>\n Please contact attorney Frank Botta<\/a>\u00a0at\u00a0fbotta@archive-lynchlaw.pfgsandbox.com<\/a>, or by phone at 724.776.8000 if you are in need of clarification or advice about how to ensure your vaccine policies comply with Title VII and other applicable laws.<\/p>\n","protected":false},"excerpt":{"rendered":" On October 25, 2021, the Equal Employment Opportunity Commission (EEOC) updated its employer guidance regarding COVID-19, \u201cWhat You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws,\u201d by adding Section L, which addresses questions relating … Important elements from the EEOC\u2019s updated COVID-19 technical assistance:<\/h2>\n
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Pittsburgh Labor & Employment Attorneys<\/h4>\n