“Is it just somebody who says, ‘God spoke to me last night and told me not to get vaccinated’?” she asks. Courts will consider not just a worker’s objection to vaccination but also “all the other employees’ interests in not being exposed to a highly transmissible disease,” she said.Ī disability exemption would depend on scientific evidence of a vaccine’s harm, and a religious exception would be unlikely to succeed in court, based on earlier cases of workers who objected to working on Sabbath Saturdays, Fisk said.Įmployers may face questions on what constitutes a bona fide religious objection. California’s Occupational Safety and Health Standards Board will consider a proposal Thursday to relax masking and physical distancing requirements in workplaces where all workers are vaccinated.įisk predicts most employers will conclude that a safe workplace requires a vaccinated staff to the fullest extent possible. Food and Drug Administration gives final approval to vaccines that are now being used under an emergency authorization.įinal approval is expected soon, but Fisk said employers may even now order most of their workers to be vaccinated, and fire them if they refuse. Many employers remain hesitant, however, until the U.S. Equal Employment Opportunity Commission gave employers the green light to require job-related vaccines. “I’ve been saying to employers, try to have empathy.” Getting people back to work side by side with colleagues is “going to be tough, just like it was tough getting us home,” attorney Jennifer Shaw said in a recent California Chamber of Commerce podcast. Managing the transition back to the office is likely to involve delicate negotiations. Catherine Fisk, UC Berkeley professor of law There are a lot of barriers to employees suing their employer for failing to provide a safe workplace.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |