The American workforce has been navigating the challenges and effects of COVID-19 for almost a year. The Food and Drug Administration granted emergency use authorization (EUA) for the use of the Pfizer/BioNTech vaccine Dec. 11, 2020, and the Moderna vaccine Dec. 18, 2020. Per the Centers for Disease Control and Prevention, there have been over 10 million citizens who have received the first dose of the vaccine. Employers have been wondering how and whether they can require vaccines while also considering what they can do if an employee refuses a vaccine. Employers must certainly be mindful as to potential claims under the Americans with Disabilities Act (ADA), as amended, or religious discrimination claims under Title VII when it comes to requiring a COVID-19 vaccination.

  • Some employees will refuse to get vaccinated. 

During the pandemic, employers have been struggling to manage employees who refused to report to work because they were at high risk and/or feared exposure. Similarly, employers considering vaccine requirements should be prepared to address opposition from employees for a variety of reasons, including potential health reasons or fears.

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

To view this content, please continue to their sites.

Not a Lexis Subscriber?
Subscribe Now

Not a Bloomberg Law Subscriber?
Subscribe Now

Why am I seeing this?

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]