With COVID-19 vaccination policies likely becoming mandatory for most large employers with 100 or more employees in the near future, employers should consider what their COVID-19 vaccination policy will cover. If an accommodation becomes an “undue hardship” or it is no longer being used for religious purposes, an employer can revoke the accommodation.Įmployer Takeaways in Light of Updated EEOC Guidance and Consideration under State Law If an employee is entitled to an exemption, an employer may choose from several accommodations as long as the chosen accommodation resolves the conflict between the COVID-19 vaccine requirement and the sincerely held religious beliefs of the employee.Īn exemption, if granted, can be revoked if changing circumstances allow.

The employer retains the right to request additional information where needed to make an objective determination as to whether the request is both religious-based and sincerely held.Īn employer need not provide an exemption from a vaccine mandate if it would constitute an “undue hardship” on the employer’s operations: Even a minimal burden or cost is considered an “undue hardship.”Įxemption requests must be considered on a case-by-case basis to determine eligibility for an exemption based on the specific factual context of the request. While no “magic words” are required, in order to be considered for an exemption, the employee must notify the employer of the need for an exemption based on sincerely held religious beliefs, customs, or practices. The following is a high-level summary of key points from the EEOC’s new guidance on exemption requests to mandatory vaccine policies based on religious objections: Additionally, for Title VII purposes, the EEOC clarified that employees are not entitled to a religious exemption if it would pose an “undue hardship” on the business, including the risk of spread of COVID-19 to other employees or to the public.

Moreover, the EEOC confirmed that under Title VII, employers need only consider exemptions for employees who raise religious objections to the COVID-19 vaccine where such objections are based on sincerely held religious beliefs, customs, or practices. In its update, the EEOC has confirmed that in the context of religious accommodation issues, Title VII applies to requests for religious accommodation, but does not require employers to grant merely social, political, economic or personal-preference based requests. On October 25, the federal Equal Employment Opportunity Commission (“EEOC”) updated its Technical Assistance document to provide employers guidance on considering religious exemptions to vaccine mandates under Title VII of the Civil Rights Act of 1964. Sincerely held moral or ethical beliefs about right or wrong having the strength of religious views are protected, but may not need to be religious based as traditionally viewed. Under Wisconsin law, “creed” is defined as “a system of religious beliefs, including moral or ethical beliefs about right and wrong, that are sincerely held with the strength of traditional religious views”. The Wisconsin Fair Employment Act requires consideration under its prohibition of discrimination on the basis of creed. While both the state Wisconsin Fair Employment Act (WFEA) and Title VII of the Civil Rights Act of 1964 under federal law recognize religious exemptions, the consideration under each has some differences. In considering employee requests for an exemption from a vaccine mandate for religious reasons, employers need to consider the request under both state and federal law. In turn, employers are increasingly receiving requests from employees for exemptions from these mandatory vaccine policies for a wide variety of reasons, including medical, social, political, economic, and personal, as well as religious reasons.

Public Services, Infrastructure, TransportationĮmployers nationwide are implementing mandatory COVID-19 vaccination policies in light of the Septemannouncement of President Biden’s “Path Out of the Pandemic” COVID-19 Action Plan.

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