![]() ![]() For measles, for example, the level of vaccination needed to achieve herd immunity is approximately 95%. “Herd immunity”, also known as “community immunity”, is the level of immunity that will prevent the spread of an infectious disease in a population. Modernizing Our Behavioral Health System.Master Plan for Early Learning and Care.Data Exchange Framework DSA Signing Portal.Children and Youth Behavioral Health Initiative. ![]() Master Plan for Aging: IMPACT Stakeholder Committee.Incompetent to Stand Trial Solutions Workgroup.Elder and Disability Justice Coordinating Council.Disability and Aging Community Living Advisory Committee.Committee for the Protection of Human Subjects.Alzheimer’s Disease and Related Disorders Advisory Committee.Guiding Principles & Strategic Priorities.If there is more than one accommodation that would resolve the conflict, the employer may choose which religious accommodation to offer.If an employer grants some employees a religious accommodation from a COVID-19 vaccination requirement, the employer is not required to grant all employee requests for accommodation.Undue hardship has been found when the religious accommodation “impair workplace safety, diminish efficiency in other jobs, or cause coworkers to carry the accommodated employee’s share of potentially hazardous or burdensome work.”.When considering whether a request for a religious accommodation causes an “undue hardship,” the employer should consider not only the cost associated with the accommodation, “but also the burden on the conduct of the employer’s business,” including the risk of spreading COVID-19 to other employees or to the public.An employer should consider all possible reasonable accommodations, including telework and reassignment.As a best practice, employers should notify employees and applicants of the specific procedures for requesting a religious accommodation.If an employee is waiting for a specific brand of the vaccine or an alternative version of the vaccine to become available because the employee has a conflict with receiving a particular vaccine based on the employee’s sincerely held religious beliefs, the employee may request a religious accommodation.However, because an employee’s beliefs or degree of adherence may change over time, an employee’s newly adopted or inconsistently held belief may still be sincerely held. An employee’s prior inconsistent conduct is relevant to whether an employee’s religious belief is sincerely held.If an employer has an objective basis for questioning, the employer would be justified in making a limited inquiry and requesting additional supporting information. Employers should assume that a request for a religious accommodation is based on a sincerely held belief unless the employer has an objective basis for questioning either the religious nature or sincerity of a particular belief.Title VII does not cover objections to a workplace vaccination policy for social, political or economic reasons, personal preferences or nonreligious concerns regarding possible side effects of the COVID-19 vaccine, because such objections are not considered “religious beliefs” under Title VII. ![]() When requesting a religious accommodation, an employee does not need to use any “magic words” such as “religious accommodation.”
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