December 15th, 2021
11:00 AM PST
The federal government recently issued guidance to agencies on implementing Executive Order 14042, the White House COVID-19 vaccination mandate for federal employees and federal contractors. However, many questions remain about the details of the requirement, how to manage disability/medical and religious exemptions, recordkeeping, to name just a few.
Additionally, the Occupational Safety and Health Administration (OSHA) issued an Emergency Temporary Standard (ETS) instructing private-sector employers with at least 100 employees to require employees to get vaccinated or submit to regular COVID-19 testing. This, however, is on hold, after the U.S. Fifth Circuit Appeals Court issued a stay on November 6. Nevertheless, the White House is asking companies to voluntarily move towards compliance in the meantime. Employers have to make difficult decisions in determining how best to proceed in an uncertain regulatory landscape.
There are many unanswered questions. Join Roselle Rogers and Craig Leen as they discuss where the Executive Order and OSHA ETS is at the moment, provide clarity on what the COVID mandate will mean for Federal Contractors and large employers, and steps to take for ensuring compliance.
What information can employers ask to evaluate requests for religious and disability/medical exemption?
- What is considered a sincerely held religious belief?
- How will the 100-employee threshold be counted?
- What are the responsibilities of the COVID-19 Safety Coordinator?
- Will remote employees be covered?
- What records need to be kept?
VP Diversity, Equity, & Inclusion
Circa Board Member, Partner