The U.S. Equal Employment Opportunity Commission (EEOC) this week updated its online COVID-19 technical guidance to further explain its position regarding religious objections to employer COVID-19 vaccination requirements. Federal law may entitle an employee who has a religious objection to the COVID-19 vaccination requirement to an exception from that requirement. Employee religious objections and requests for religious accommodation specifically relate to Title VII of the Civil Rights Act of 1964. The Commission’s guidance focuses on questions that arise when applicants or employees seek exemptions or accommodations from vaccine requirements on this basis.
The lessons learned from the EEOC’s October 25 update are:
This latest guidance does not appear to require changes to any workplace policies or practices that are consistent with previous posts, but does emphasize the importance of having effective policies in place – including practices that inform applicants and employees how to request a religious accommodation – and the importance of providing effective training to company representatives who implement those policies.
The rules and government guidelines regarding the COVID-19 situation are rapidly changing and developing. Schwartz Rollins LLC is monitoring these changes and will continue to provide updates as we deem appropriate. This information is not intended to be, and should not be construed as, legal advice for any particular fact situation. Feel free to contact us with specific questions. To find out more information about the products and services we provide, please contact one of our attorneys (Jay Rollins or Debra Schwartz, or our paralegal, Vicki Perry) at 404-844-4130.