COVID-19 vaccine mandate temporarily halted: Here's the latest
Katie Teague 17 hrs ago
https://www.msn.com/en-us/news/us/covid-19-vaccine-mandate-temporarily-halted-heres-the-latest/ar-AAPw9Ez?ocid=BingNewsSearch
What happens if you object to receiving a vaccine when your employer requires it?
Just because you have a valid medical disability or theological objection to receiving a coronavirus vaccine doesn't mean your employer has to let you continue working under the same conditions you've been used to. Companies are required to make "reasonable accommodations" if an employee objects to receiving a vaccine for valid reasons. Such accommodations could include allowing the employee to work remotely or take a leave of absence. The employee could also show a negative COVID-19 test once a week, per the president's mandate.
If you don't have a medical condition per the ADA or religious reason for refusing the COVID-19 vaccine, your employer has the right to terminate your employment. Note that you likely won't be able to claim unemployment benefits if that happens because your employer's reasoning for firing you would be "for cause" that's tied to complying with company policy.
Some companies are also considering imposing fines on unvaccinated workers refusing to get the shot. This could include raising health care costs, withholding raises and restricting access to workplace amenities. For instance, the NBA says it won't pay unvaccinated players who miss games.
A 1905 Supreme Court case allows employers to require vaccines
There are precedents for large-scale vaccination requirements in US law. In 1901, a deadly smallpox outbreak in New England prompted local governments to order mandatory vaccinations for everyone in the area. Some residents, however, objected, and one took it all the way to the Supreme Court. The Supreme Court decided in Jacobson v. Massachusetts that the government may impose "reasonable regulations," such as a vaccine requirement during pandemics, for the purpose of protecting the "safety of the general public."
The court case forms the basis of guidance issued by the Equal Employment Opportunity Commission, which makes it clear that employers may make similar demands of their workers.