As the COVID-19 vaccination is being distributed across the nation, many businesses are asking whether they can or should require their workforces to get the vaccine. In response to such questions, the Equal Employment Opportunity Commission (EEOC) recently issued guidance on vaccination-related issues in the workplace. Such issues implicate the Americans with Disabilities Act (“ADA”) and Title VII of the Civil Rights Act of 1964 (“Title VII”), among other laws. Employers who are considering implementing vaccination programs should adhere to the EEOC guidance.
The Center for Disease Control and Protection (CDC) has also issued guidance for Employers on vaccine mandates. However, there are several questions that need to be addressed before there are vaccines either mandated or voluntary.
Employers also have to ensure there are accommodations made for those employees who are not ready for mandatory vaccinations because of religious or disability concerns. The bottom line is that there should be some accommodations made that do not impose an undue hardship to offer those employees in these specific scenarios.
What is part of the EEOC Guidance that Employers need to include in their employee handbook and stand-alone policies?
What vaccination guidelines need to be included in the employee handbook and which need to be excluded
What vaccination process needs to be established to be compliant with EEOC requirements
What are the religious protection implications of vaccine mandates?
Pros and cons of mandatory vaccines
How can Employers maximize the new Center for Disease Control and Protection (CDC) guidance and future goals
What do the CDC guidelines have to say to Employers about vaccine mandates?
How can Employers manage vaccine hesitancy?
What are the job-related and consistent with business necessity when it comes to mandatory vaccination?
What are some states focused on when it comes to mandated vaccines?
What happens if employees refuse to be vaccinated
Are there consequences if Employers do not mandate vaccination
What should be included in a workplace vaccine policy
What are the best practices when it comes to vaccine policies?
Why You Should Attend:
COVID-19 has made a significant impact in the workplace. Employers need to develop policies and procedures that meet the criteria of the EEOC while establishing safety measures in the workplace. Employers should understand what the requirements are under the EEOC guidance and what factors can impact them if they are not followed. COVID-19 is part of the workforce for the next 2-3 years and Employers need to adapt to the changes to ensure employees and their stakeholders have confidence in the workplace. COVID-19 policies must take into consideration all the landmines that can expose Employers like the ADA, HIPPA, Privacy issues, reasonable accommodations, and compliance of other regulatory entities. Moreover, proper communication of policies should ensure proper compliance. Employees will have many questions and the Employer needs to have the answers to ensure the employees have confidence.
Who Should Attend:
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience
Margie Faulk, a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.