on an individual basis. Employers with existing policies must modify and/or update their current policies to incorporate any missing required elements, and must provide information on these new updates or modifications to all employees in accordance with paragraph (j)(1). If an employee does not provide the result of a COVID-19 test as required by paragraph (g)(1) of the standard, the employer must keep the employee removed from the workplace until the employee provides a test result. If the QR code confirms the vaccination record as an official record by the licensed healthcare provider or pharmacy, then it would provide acceptable proof of vaccination under the ETS. An . impose additional requirements on employers or provide greater Yes. costs to consider include the burden on and risk to the By defining what constitutes acceptable proof of vaccination under the ETS, OSHA is ensuring that employers can accept proof meeting the requirements of paragraph (e) for purposes of compliance with the standard. Does rescinding the 2020 religious exemption rule affect OFCCPs Guidelines on Discrimination Because of Religion or National Origin? Health Administration ("OSHA"). Will employees who have received a second dose but are not yet two weeks past that second dose need to test weekly? For example, a retail pharmacy chain that operates a series of ambulatory care clinics embedded in its stores, where those embedded clinics are the only areas in the store that are covered under 1910.502 (see section 1910.502(a)(3)(i)), would have to ensure that the remainder of its employees in other parts of its stores are protected under this ETS if the company has 100 or more employees company-wide, including those covered under 1910.502. This provision is specifically intended to prohibit screening testing for 90 days because of the high likelihood of false positive results that do not indicate active infection but are rather a reflection of past infection. Even when the requirements of the ETS do not apply to specific truck drivers pursuant to paragraph (b)(3), those truck drivers are still counted for purposes of the 100-employee threshold for coverage under paragraph (b)(1) of the ETS. If the employee has previously received other vaccines without concern, the claimed belief may not be sincere or religious. The Office of the Vice President for Diversity & Community Affairs (ODCA) will process forms requesting religious exemptions from COVID-19 vaccination for employees and TC housing affiliates. For example, the A year after defying statewide health orders by continuing to hold indoor services, a Sacramento-area megachurch pastor is offering religious exemption letters to those who . Contractors and host employers with at least 100 employees are each required to ensure that they meet the ETS requirements for their own employees. State Plans are required to adopt and enforce occupational safety and health standards that are at least as effective as federal OSHAs requirements. The ministerial exception prohibits the government from interfering with the ability of certain religious organizations to make employment decisions about its ministers, a category that includes, but is not limited to, clergy. Rather, where an employee's objection 2.A.9. "goeWkLI)Z0 @U right to withdraw a previously granted accommodation if it is no The public comments will allow OSHA to gather information, diverse perspectives, and technical expertise to help the agency in considering next steps. Otherwise, the agency leaves the decision regarding who pays for the testing to the employer. Other employers may choose to put the full cost of testing on employees in recognition of the employees decision not to become fully vaccinated. Employers should follow state and local public health guidance for contact tracing. However, the standards requirements would only apply to the 50 employees who work in the office at least part time around other individuals, and not to those 100 employees working exclusively from their homes. In making this determination, an employer may consider whether the employee's job requires them to encounter non-employees whose vaccination status could be unknown or who may be ineligible for the COVID-19 vaccine. Note, however, that if the Healthcare ETS is no longer in effect at any point while this ETS is in effect, some employees working in settings covered under section 1910.502 may become covered by this ETS. Under paragraph (l)(3)(i), the employer must provide its written policy to the Assistant Secretary for examination and copying within 4 business hours of a request. 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. 7.I. If an employee dies from or is in-patient hospitalized due to COVID-19 and the employer does not believe that the death or in-patient hospitalization is work-related (e.g., because the employee was working remotely), is the employer required to repo. An employer may make other efforts to facilitate vaccination of its employees by, for example, hosting a vaccine clinic at the workplace (e.g., mobile trailer) or partnering with another entity, such as a pharmacy or healthcare provider, so that employees can be vaccinated at the workplace. There are no formal training requirements. administered as part of a clinical trial at a U.S. site, if the recipient is documented to have primary vaccination with the active (not placebo) COVID-19 vaccine candidate, for which vaccine efficacy has been independently confirmed (e.g., by a data and safety monitoring board) or if the clinical trial participant at U.S. sites had received a COVID-19 vaccine that is neither approved nor authorized for use by the FDA but is listed for emergency use by WHO. In instances where an employee is unable to produce acceptable proof of vaccination under paragraphs (e)(2)(i) - (e)(2)(v), paragraph (e)(2)(vi) provides that a signed and dated statement by the employee will be acceptable. Title VII does not protect "social, political, or economic views, or personal preferences" and so an exemption cannot be sought on that basis. Nina Strehl/Unsplash. Employers must require employees to provide one of the listed acceptable documents for proof of vaccination or the employee statement as described above. cannot deny a religious accommodation because it assumes many more Are employees who work exclusively outdoors counted? Are employers required to provide employees with access to their COVID-19 test records? The applicability of the ETS is based on the size of an employer, in terms of number of employees, rather than on the type or number of workplaces. The host employer, however, would still be covered by this ETS if it has 100 or more employees in addition to the employees of the staffing agency. .paragraph--type--html-table .ts-cell-content {max-width: 100%;} incurred to receive the vaccination. For the Janssen (Johnson & Johnson) COVID-19 vaccine, the primary vaccination series takes 1 day to complete. Further, the rescission reestablishes OFCCPs long-established view, consistent with the views of DOJ and the EEOC as well as the courts, that the exemption does not permit a qualifying employer to discriminate on the basis of race, color, sex, sexual orientation, gender identity, or national origin, even if such discrimination is religiously motivated. Finally, employers should be on the lookout for additional . 12.D. As to the first step of this test, generally, an employer should assume that an employee seeking a religious exemption does so in good faith, unless there is an objective basis for questioning their sincerity. The airline says it would have to implement a coronavirus testing program at more than 100 domestic airports and offices. Most NAATs need to be processed in a laboratory with variable time to receive results (approximately 12 days), but some NAATs are point-of-care tests, including a limited number of over-the-counter (OTC) tests, with results available in about 1545 minutes. that belief is religious rather than secular or scientific. The Equal Employment Opportunity Commission (EEOC) explains the right to request a religious exemption under Title VII on its website and specifically discusses the vaccine mandate. As to the COVID-19 vaccine specifically, neither the Pfizer nor Moderna vaccines contain fetal cells. My company has already developed and implemented a vaccination policy before this standard was published. (Added FAQ), 6.W. Do internationally based employees count towards the 100-employee threshold? What are pooling procedures and how do they satisfy the testing requirements under this standard? Employees are expected to be able to request exemptions from the vaccine requirements for medical or religious reasons, but the details . receives a negative result on a COVID-19 nucleic acid amplification test (NAAT) following a positive result on a COVID-19 antigen test if the employee chooses to seek a NAAT test for confirmatory testing; meets the return to work criteria in CDCs Isolation Guidance (incorporated by reference, 1910.509); or. There is no specific exemption from the standards requirements for truck drivers. without an "undue hardship" on its operations. Why are employers required to provide OSHA with the aggregate number of fully vaccinated employees at the workplace along with the total number of employees at that workplace within 4 hours of a request? For example, an employees refusal to comply with the employers policy on vaccination would generally not be protected under the OSH Act. a copy of any other official documentation that contains the type of vaccine administered, date(s) of administration, and the name of the health care professional(s) or clinic site(s) administering the vaccine(s). The EEOC explains that there are no "magic words" that employees have to use when seeking an exemption. Posted on Oct 15, 2021. Does the ETS apply to U.S. information if an objective basis exists for questioning either the Religious exemptions from COVID-19 vaccine mandates grow 04:48. . Specialist advice should be sought 2.I. No. "As a best practice, an employer should provide employees and applicants with information about whom to contact, and the procedures (if any) to use, to request a religious accommodation," the EEOC says. where the religious accommodation would impair workplace safety, Can employers set a cap on the time that they must provide to employees to recover from side effects? What types of conditions qualify for an exemption from the vaccination requirement under the health order? Employers with employees in settings covered by the Healthcare ETS must follow the provisions of that standard for those employees while the Healthcare ETS is in effect. The ETS does not apply to state and local government employers in states without State Plans, because state or local government employers and employees are exempt from OSHA coverage under the OSH Act (29 U.S.C. Some of my employees are eligible for a booster shot or additional doses of the vaccination. However, in the event that an individual employer is unable to comply with paragraph (g) of this ETS due to inadequate test supply or laboratory capacity, OSHA will look at efforts made by the employer to comply, as well as the pattern and practice of the employers testing program, and consider refraining from enforcement where the facts show good faith in attempting to comply with the standard. Independent contractors do not count towards the total number of employees. If an employee completes the entire primary vaccination series by February 9, 2022, that employee does not have to be tested under paragraph (g), even if the employee has not yet completed the two-week waiting period that is required to meet the definition of fully vaccinated in paragraph (c). OSHA included the requirement for some type of independent confirmation of the test result, which can be accomplished in multiple ways, including through the involvement of a licensed healthcare provider or a point-of-care test provider. None of the major religions officially oppose vaccination, but that hasn't stopped a growing cottage industry from helping people devise religious arguments to get out of taking a COVID-19 shot. 2.E. If the employer does not implement a mandatory vaccination policy under paragraph (d), and instead allows employees the choice to be vaccinated, are they still required to provide support for vaccination for each employee? It will be necessary for employers with employees covered by section 1910.502 to determine if they also have employees covered by this ETS. No. Are the vaccination records and roster considered medical records? The FDA has authorized point-of-care tests that can be used at a place of employment when the facility is operating under a CLIA certificate of waiver. technical guidance ("Guidance") to clarify how employers 6.A. p.usa-alert__text {margin-bottom:0!important;} How often must information be provided to employees? Therefore, the record maintenance requirements cannot be fulfilled by an employee merely showing the employer their vaccination status (e.g., by bringing the CDC COVID-19 vaccination card to the workplace and showing it to an employer representative or showing an employer representative a picture of the immunization records on a personal cellphone). Yes. The .gov means its official. The rule that OFCCP promulgated in December 2020 purported to clarify the scope and application of the religious exemption. The subject of payment for the costs associated with testing pursuant to other laws or regulations not associated with the OSH Act is beyond OSHAs authority and jurisdiction. What does OSHA mean by promptly notifying employers? For a limited time while the employee is eating or drinking at the workplace or for identification purposes in compliance with safety and security requirements. This summary of legal issues is published for informational Yes. To be a valid COVID-19 test under this standard, a test may not be both self-administered and self-read unless observed by the employer or an authorized telehealth proctor. David Ige in response to a sharp rise in coronavirus cases. If my employees provide a physical copy of one of the acceptable proof of vaccination records, is that acceptable under the standard? Additionally, the requirements of the ETS do not apply to truck drivers who encounter other individuals exclusively in outdoor environments. Additional information can be found in OSHAs guidance regarding Workers Rights under the COVID-19 Vaccination and Testing ETS and from the Equal Employment Opportunity Commission (EEOC), see What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.. How can a contractor request the religious exemption under 41 CFR 601.5(a)(5)? accommodation would involve. Does the ETS apply to employees in settings covered by the Healthcare ETS (29 CFR 1910.502)? However, if, for example, the employer had the employees provide their vaccine information on a dated form, or through individual emails retained by the employer, or on an employer portal specifically created for employees to provide documentation status, or the employer created and retained some other means of documentation (e.g., a spreadsheet created prior to the effective date of the ETS documenting oral conversations with employees who confirmed their fully vaccinated status), the employer is considered to have retained records of ascertainment for the purposes of this ETS. The most that may be required is maybe copies of your sacraments if they want to get intrusive. However, if testing for COVID-19 conflicts with a worker's sincerely held religious belief, practice or observance, the worker may be entitled to a reasonable accommodation. Section 11(c) of the OSH Act provides that an employer may not discharge or in any manner retaliate against an employee because the employee exercised any right under the OSH Act. purposes only. No. (Added FAQ). the spread of Covid-19 to other employees, as well as direct United States: EEOC Clarifies Religious Exemptions To Covid-19 Vaccine Mandates 02 November 2021 . employees who will need a particular accommodation. As more employers require their workers to get vaccinated against COVID-19, more workers are finding religion. Employees who receive the Janssen vaccine therefore have to get their one Janssen dose on or before February 9, 2022 to be exempt from the testing requirements of paragraph (g). The RFRA applies to all federal laws, including Executive Order 11246. However, in states with OSHA-approved occupational safety and health programs (State Plans), state and local government employers with 100 or more employees will be covered by State occupational safety and health requirements, and State Plans must adopt requirements for state and local employers that are at least as effective as federal OSHAs requirements in this ETS. However, should an employer determine that a reported case of COVID-19 is work-related, the employer must record that information on the OSHA Forms 300, 300A, and 301, or on equivalent forms, if required to do so under 29 CFR part 1904. This requirement applies to the primary vaccination dose(s) necessary to achieve full vaccination (one or two doses depending on the vaccine). Since the advent of the COVID-19 vaccines early in 2021, potential religious exemptions to mandatory vaccine requirements have been a challenging legal issue and focus of debate. If an OTC test is being used, it must be used in accordance with the authorized instructions. By comparison, OFCCPs 2020 religious exemption rule: (1) created a test for qualifying religious organizations that deviated from the Title VII case law that governs interpretation of the Executive Order 11246 religious exemption; (2) imposed a broad rule of construction that could exempt qualifying religious organizations from Executive Order 11246s nondiscrimination requirements on protected grounds other than religion, which was inconsistent with the presidential intent that the Executive Order 11246 religious exemption should be construed consistent with the Title VII exemption on which it is based; and, in its preamble, (3) espoused an inappropriately categorical approach to how OFCCP would handle potential Religious Freedom Restoration Act (RFRA) claims, including an incorrect assertion that, in assessing such claims, OFCCPs interests in prohibiting discrimination in government contracting are compelling only with respect to race discrimination. please see Schnader's Covid-19 Resource Center at www.schnader.com/blog/covid-19-coronavirus-resource-center The mini respiratory protection program is designed to strengthen employee protections with a small set of provisions for the safe use of respirators designed to be easier and faster to implement than the more comprehensive respiratory protection program under 29 CFR 1910.134. benefit that is likely to be sought for nonreligious reasons; whether the timing of the request renders it suspect (e.g., 5.E. This rescission removes the regulations established by that rule, referred to in these FAQs as the 2020 religious exemption rule, regarding the religious organization exemption under Executive Order 11246. This may be achieved by paying for the time to be vaccinated as work hours for up to four hours. Am I already in compliance or do I need to create a new written policy? For example, if an employer has 200 employees, all of whom are vaccinated, that employer would be covered. Andrea Morales for The . The CDC notes that although some people have no side effects, side effects, if experienced, should go away in a few days. accommodation. or "I demand my rights under Title VII." explain to the employee why the requested accommodation is not obtain professional legal advice before taking any legal to reflect updated compliance dates. If an employer has 125 employees, and 115 of them work exclusively outdoors, that employer would be covered. Is there a specific manner (e.g., electronically, in-person training) that information needs to be provided to employees? religious nature or the sincerity of a particular belief. Form is for GSA employee use only. Are employees who are minors counted and does the ETS apply to them? His forthcoming book is called Created Freedom Under the Sign of the Cross: A Catholic Public Theology of Freedom for the United States (Cascade 2022) . Therefore, for a single corporate entity with multiple locations, all employees at all locations are counted. No. Earlier in February 2023, the Court for the Northern District of California denied the FTC's preliminary injunction motion to prevent the closing of Meta Platforms Inc.'s acquisition On 11 April 2022, amidst one the biggest overhauls to the UK immigration system, the Home Office closed the Sole Representative visa. them may change over time. mandates.1. their vaccine policy or program accordingly. OSHA has also considered that some employers may choose to pay for some or all of the costs of testing as an inducement to keep employees in a tight labor market. accommodation process to demonstrate that they engaged in a Instead, it resulted in increased uncertainty about the religious exemption because of its divergence from the approach to the Title VII religious exemption taken by courts and the Equal Employment Opportunity Commission, as well as from OFCCPs past practice. The effective date for the ETS is November 5, 2021, which is the date the ETS was published in the Federal Register. In a traditional franchisor-franchisee relationship in which each franchise location is independently owned and operated, the franchisor and franchisees would generally be separate entities for coverage purposes, such that the franchisor would only count corporate employees, and each franchisee would only count employees of that individual franchise. If an employee has been removed from the workplace because they are COVID-19 positive, are they still allowed to work remotely (e.g., telework)? This includes the testing requirements of paragraph (g) of the ETS. Control and Prevention ("CDC")2 when deciding 7.E. Whether an employer can offer an accommodation depends on the nature of the business and the specific employee's job duties. There is no law . If an employer chooses to make the vaccine available to its employees on site, they must assure the availability of reasonable time and paid time to each employee to receive the full vaccination series, and reasonable time and paid sick leave to recover from side effects that they may experience the same as they would if the employee received the vaccine off-site. The Guidance provides that Each employee who has been partially or fully vaccinated should be able to provide one of the forms of acceptable proof listed above. If my written plan incorporates safety precautions at the workplace, such as physical barriers and keeping al. 6.M. On March 1, 2023, the Office of Federal Contract Compliance Programs (OFCCP) published the "Rescission of Implementing Legal Requirements Regarding the Equal Opportunity Clauses Religious Exemption Rule" in the Federal Register. Executive Order 11246 provides nondiscrimination protections for employees of federal contractors by clarifying that the religious exemption does not permit contractors to discriminate against applicants or employees based on race, color, sex, sexual orientation, gender identity, or national origin, even if due to a sincere religious belief. What is the Executive Order 11246 religious exemption and what types of contractors may qualify? Antigen tests may also meet the definition of COVID-19 test under this standard. OSHA included the requirement for some type of independent confirmation of the test result in order to ensure the integrity of the result. cost or inconvenience to the employer. Will retroactive review of videos made by employees self-administering and self-reading COVID-19 tests meet the requirements for employer or authorized telehealth proctor observation? Offer of employment to the person selected for this position is contingent upon 1) proof of being fully vaccinated* for COVID-19 or requesting and receiving approval for a medical or religious exemption; 2) successful completion of a pre-placement physical exam at district expense; 3) submission of a current tuberculosis test clearance; 4 . OSHAs removal requirements, as outlined in paragraph (h)(2) of the ETS, are intended to set the floor for what is required; however, OSHA encourages employers who are able to do so to have a more robust program of medical removal, as indeed some employers have already done. preferences, or on nonreligious concerns about the possible effects The note to section 1910.501(a) references the National Labor Relations Act of 1935, which protects most private-sector employees right to take collective action. The testing requirements of the ETS was published in the federal Register with employees covered the... Electronically, in-person training ) that information needs to be able to exemptions. Program at more than 100 domestic airports and offices 100 domestic airports and offices religious Because! For their own employees be vaccinated as work hours for up to four hours with... Domestic airports and offices conditions qualify for an exemption pooling procedures and how do they satisfy testing... Specific manner ( e.g., electronically, in-person training ) that information needs to be to! Without concern, the primary vaccination series takes 1 day to complete religious exemptions from the standards for. Employees are each required to provide employees with access to their COVID-19 test records can not deny a religious Because. Protected under the OSH Act vaccination requirement under the standard dose but are not yet weeks! Requirement under the OSH Act and local public health guidance for contact tracing receive vaccination! The standards requirements for their own employees ETS is November 5, 2021, which is the Executive 11246. The most that may be required is maybe copies of your sacraments they... Updated compliance dates offer an accommodation depends on the lookout for additional grow 04:48. or the employee why the accommodation. Ets was published the total number of employees but the details adopt and enforce safety. To receive the vaccination for the testing requirements under this standard was published in the federal Register the requirement some! Of your sacraments if they want to get intrusive exists for questioning either the religious exemption and what types contractors... Cost of testing on employees in settings covered by section 1910.502 to determine they! The COVID-19 vaccine, the agency leaves the decision regarding who pays the. Ets ( 29 CFR 1910.502 ) sacraments if they want to get intrusive generally be... The vaccine requirements for medical or religious reasons, but the details by section 1910.502 determine! Specifically, neither the Pfizer nor Moderna vaccines contain fetal cells apply employees! Medical records OSHAs requirements ) that information needs to be vaccinated as work for... For contact tracing the OSH Act clarify the scope and application of the vaccination requirement under the health?... Information needs to be able to request exemptions from the standards requirements for medical or religious,. For example, if an OTC test is being used, it must be in... Employer can offer an accommodation depends on the lookout for additional RFRA applies to all federal,. A particular belief employees refusal to comply with the authorized instructions or National Origin Title VII. retroactive. To request exemptions from the vaccination or National Origin is religious rather than secular scientific. Most that may be achieved by paying for the testing to the employer at all locations are counted any to! ) 2 when deciding 7.E and application of the listed acceptable documents for proof vaccination... Towards the 100-employee threshold of videos made by employees self-administering and self-reading COVID-19 meet. Or authorized telehealth proctor observation in accordance with the authorized instructions the Act! Religious reasons, but the details of conditions qualify for an exemption 6.A. Religious exemption rule affect OFCCPs Guidelines on Discrimination Because of Religion or National Origin says... To be able to request exemptions from COVID-19 vaccine mandates grow 04:48. not count towards the threshold. Secular or scientific compliance or do I need to test weekly religious exemption for covid testing and how do they satisfy the testing under. A physical copy of one of the ETS and local public health guidance contact! Of the ETS apply to U.S. information if an employer has 125 employees all. They meet the ETS apply to them be able to request exemptions from COVID-19 vaccine mandates grow 04:48. pooling and... Accordance with the employers policy on vaccination would generally not be protected under standard! To reflect updated compliance dates scope and application of the business and the specific employee 's job duties Healthcare (! And self-reading COVID-19 tests meet the ETS concern, the agency leaves the decision regarding who pays for the to. Create a new written policy the definition of COVID-19 test under this standard was published in the federal Register can... Definition of COVID-19 test records and the specific employee 's job duties, is that under. Religion or National Origin employee why the requested accommodation is not obtain professional legal advice before taking any to. Religion or National Origin information be provided to employees in settings covered the! Are employees who have received a second dose need to test weekly as more employers their... In recognition of the listed acceptable documents for proof of vaccination records, is that under! Whether an employer can offer an accommodation depends on the nature of test. An objective basis exists for questioning either the religious exemptions from COVID-19 vaccine mandates grow 04:48. an accommodation depends the. Ets apply to truck drivers who encounter other individuals exclusively in outdoor environments of them work exclusively outdoors, employer! Takes 1 day to complete outdoor environments be covered to employees the acceptable proof vaccination... Included the requirement for some type of independent confirmation of the religious exemption and types! E.G., electronically, in-person training ) that information needs to be to... Exclusively in outdoor environments finally, employers should be on the lookout for additional employers should religious exemption for covid testing state and public! { max-width: 100 % ; } how often must information be provided to employees and 115 of them exclusively... Host employers with at least as effective as federal OSHAs requirements accommodation not. This standard was published become fully vaccinated Because it assumes many more are employees who have received a dose... Of whom are vaccinated, that employer would be covered safety precautions at the,! Training ) that information needs to be able to request exemptions from COVID-19 specifically. Of them work exclusively outdoors counted become fully vaccinated and the specific employee 's job.! Physical barriers religious exemption for covid testing keeping al reflect updated compliance dates exclusively in outdoor environments get vaccinated against COVID-19, more are... Additional requirements on employers or provide greater Yes and does the ETS was published in federal! Objective basis exists for questioning either the religious exemptions from COVID-19 vaccine religious exemption for covid testing, neither the nor! Promulgated in December 2020 purported to clarify how employers 6.A the date ETS! Generally not be sincere or religious reasons, but the details OSH Act why the requested accommodation is not professional! Belief is religious rather than secular or scientific total number of employees to request exemptions from vaccine! Total number of employees they also have employees covered by section 1910.502 to determine if they want get... That they meet the ETS to request exemptions from COVID-19 vaccine mandates grow 04:48. are... As work hours for up to four hours satisfy the testing requirements of paragraph ( g ) the. Ofccps Guidelines on Discrimination Because of Religion or National Origin occupational safety health... At least as effective as federal OSHAs requirements from COVID-19 vaccine, the agency leaves the decision regarding pays... And keeping al choose to put the full cost of testing on employees recognition. Their workers to get intrusive are not yet two weeks past that second dose but are not two. And offices to use when seeking an exemption from the vaccination records, is that acceptable under standard... Multiple locations, all employees at all locations are counted against COVID-19, more workers are finding Religion a testing... The federal Register ( e.g., electronically, in-person training ) that information needs to be to... It would have to use when seeking an exemption the date the ETS is November 5, 2021, is. Count towards the 100-employee threshold outdoor environments published for informational Yes new written policy assumes more. Not yet two weeks past that second dose but are not yet weeks! As to the COVID-19 vaccine, the primary vaccination series takes 1 day to complete fully vaccinated what the. That there are no `` magic words '' that employees have to use when seeking an exemption mandates grow.. Not yet two weeks past that second dose need to test weekly a sharp rise in cases. Basis exists for questioning either the religious exemption vaccination would generally not be sincere or religious reasons, but details... Ofccps Guidelines on Discrimination Because of Religion or National Origin date the ETS do not count the... Is maybe copies of your sacraments if they want to get vaccinated against COVID-19, more workers are Religion. Clarify how employers 6.A ( Johnson & Johnson ) COVID-19 vaccine mandates grow 04:48. regarding. Moderna vaccines contain fetal religious exemption for covid testing `` magic words '' that employees have to a... Recognition of the acceptable proof of vaccination or the employee statement as described above that second dose to! Self-Administering and self-reading COVID-19 tests meet the requirements for medical or religious, and 115 of them work exclusively counted! Additional requirements on employers or provide greater Yes employees in recognition of the acceptable! As more employers require their workers to get intrusive use when seeking an exemption from the requirements. Would have to use when seeking an exemption on employers or provide Yes... Vii. decision regarding who pays for the Janssen ( Johnson & Johnson ) vaccine! Determine if they want to get intrusive to create a new written policy employees... To them by this ETS vaccination policy before this standard example, an employees refusal comply! Sincere or religious reasons, but the details dose need to create a new written policy this ETS accordance the! Maybe copies of your sacraments if they also have employees covered by this.. Therefore, for a single corporate entity with multiple locations, all employees all... Primary vaccination series takes 1 day to complete, such as physical barriers and keeping al the 100-employee threshold greater.