And an employer may request its employee supply additional written information about the claimed belief. That belief is religious rather than secular or scientific.Įmployees may make a request for exemption verbally or in writing. The employee has a sincerely held belief that prohibits them from receiving the vaccination, and To qualify for a religious exemption from the health order's vaccination requirement, an employee must demonstrate: If they make this showing, the employer must then engage with the employee to determine if the employer can provide a reasonable accommodation in lieu of vaccination. In the case of a claimed religious exemption, the employee must establish that they have a sincere religious belief that prevents them from receiving the vaccine. Under the health order, an employee in a high-risk setting may be exempt from the COVID-19 vaccine mandate only under specific circumstances. Each request should be considered on a case-by-case basis, and the following is offered as general guidance only. Operators are encouraged to consult with their own legal counsel before approving or denying an employee's request for an exemption from the vaccination requirement. Operators of other businesses previously subject to the health order’s vaccination mandate (such as restaurants, bars, fitness facilities, and indoor mega-events) are strongly recommended to continue to require proof of being up-to-date on vaccination or proof of a negative test. Operators of high-risk settings must require all workers to have their initial vaccine series and 1st booster once eligible unless those workers meet the requirements for qualified medical or religious belief exemption. What do I do if an employee requests an accommodation for a sincerely held religious belief? What qualifies as a sincerely held religious belief? I operate a facility subject to a vaccination mandate under the health order.
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