Ask Eva the Compliance Diva

Inquiry: Hi Eva, Great to hear that you are back! My question is about employees who use the exemption for sincerely held religious beliefs to avoid getting vaccinated. Is there a way to get a handle on all theses requests? Is there a process to prove this type of exemption?

– Alyssa, HR Director trying to manage the vaccination Reasonable Accommodation, New York

Eva’s Response: Hi Alyssa, thanks for your kind words. Let’s talk about the Exemption Process. First, the Equal Employment Opportunity Commission (EEOC) and the American with Disabilities Act (ADA) have indicated that Covid-19 has been identified as a pandemic. As a result, both regulatory agencies have focused their efforts to provide employers and professionals with guidance on how to proceed with workplace exemptions

Inquiry: Hi Eva, thanks for selecting my question. I am an HR Manager working in a multi-site location. We have over 350 employees. We are considering having a vaccine program, but we are not sure whether to have a mandated vaccine or a voluntary program. What do you recommend as best practice and what are the risks of either program?

– Whitney, HR Manager

Eva’s Response: Hi Whitney, thanks for taking the time to reach out to me with your inquiry. Vaccine programs are now more than ever changing regularly. It is not easy to navigate all the changes. The decision to have any type of vaccination program there are many issues to consider. First, you need to consider any industry standards and obligations, State requirements, and company considerations.