About The Event
As the COVID-19 vaccination is being distributed across the nation, many businesses are asking whether they can or should require their workforces to get the vaccine. In response to such questions, the Equal Employment Opportunity Commission (EEOC) recently issued guidance on vaccination-related issues in the workplace. Such issues implicate the Americans with Disabilities Act (“ADA”) and Title VII of the Civil Rights Act of 1964 (“Title VII”), among other laws. Employers who are considering implementing vaccination programs should adhere to the EEOC guidance.
However, Employers should understand what the requirements are under the EEOC guidance and what factors can impact them if they are not followed. Moreover, proper communication of policies should ensure proper compliance. Employees will have many questions and the Employer needs to have the answers to ensure the employees have confidence.
Center for Disease Control and Protection (CDC) has also issued guidance for Employers on vaccine mandates. However there are several questions that need to be addressed before there are vaccines either mandated or voluntary.
- What are the supply issues in all the states? Are there enough vaccines to ensure a vaccine program in the workplace?
- Can Employers make an informed decision with the information they have now?
- What type of reasonable accommodations are appropriate for the current guidelines?
Employers also have to ensure there are accommodations made for those employees who are not ready for mandatory vaccinations because of religious or disability concerns. The bottom line is that there should be some accommodations made that do not impose an undue hardship to offer those employees in these specific scenarios.
Why Should You Attend
COVID-19 has made a significant impact in the workplace. Employers need to develop policies and procedures that meet the criteria of the EEOC while establishing safety measures in the workplace. COVID-19 is part of the workforce for the next 2-3 years and Employers need to adapt to the changes to ensure employees and their stakeholders have confidence in the workplace. COVID-19 policies must take into consideration all the landmines that can expose Employers like the ADA, HIPPA, Privacy issues, reasonable accommodations, and compliance of other regulatory entities.
- What is part of the EEOC Guidance that Employers need to include in their employee handbook and stand-alone policies
- What vaccination guidelines need to be included in the employee handbook and which need to be excluded
- What vaccination process needs to be established to be compliant with EEOC requirements
- What are the religious protections implications about vaccines mandates?
- Pros and cons of mandatory vaccines
- How can Employers maximize the new Center for Disease Control and Protection (CDC) guidance and future goals
- What does the CDC guidelines have to say to Employers about vaccine mandates?
- How can Employers manage vaccine hesitancy
- What are the job-related and consistent with business necessity when it comes to mandatory vaccination
- What are some states focused on when it comes to mandated vaccines
- What happens if employees refuse to be vaccinated
- Are there consequences if Employers do not mandate vaccination
- What should be included in a workplace vaccine policy
- What are the best practices when it comes to vaccine policies
Who Should Attend
- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Compliance Professionals
- Employers in all industries
- Small Business Owner
Industries: Human Resource, HR Compliance, Performance Management
Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.
Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).
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