Please click on the state you are interested in to view state-specific information: Under some proposed legislation, businesses, employers and/or individuals found in violation may be subject to fines, civil liability, and, in some circumstances, even criminal liability and imprisonment.Īs of February 1, 2022, 42 bills have been signed into law regarding the extent to which employees can be required to receive the COVID-19 vaccine. Nearly every bill pertaining to the rights of current or prospective employees prohibits employers from making vaccination a condition of employment or taking adverse actions based on an employee’s COVID-19 vaccination status. Some legislation would prohibit employer-mandated vaccinations outright, some would permit mandated vaccinations only for employees who work in healthcare facilities or with medically vulnerable populations, and some would expand the federally recognized exemptions to include philosophical objections, objections of the conscience and additional objections for medical reasons. Similarly, many states have executive or administrative actions in effect that bar mandatory vaccination, either generally or as a condition of employment or receipt of services.Ĭurrent and pending legislation varies widely by state in terms of who is shielded from mandatory vaccinations and under what circumstances. However, given the widespread availability of the COVID-19 vaccine, many states have proposed or enacted legislation that prohibits employers from mandating vaccinations or requiring proof of vaccination status. Under federal guidance, private employers can generally require employees to get vaccinated against COVID-19, as long as they comply with federal laws that prohibit discrimination on the basis of religion and disability.
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