{"id":10764,"date":"2021-10-27T09:58:04","date_gmt":"2021-10-27T13:58:04","guid":{"rendered":"https:\/\/gtm.com\/business\/?p=10764"},"modified":"2024-08-30T11:07:37","modified_gmt":"2024-08-30T15:07:37","slug":"religious-objections-covid-19-vaccinations","status":"publish","type":"post","link":"https:\/\/gtm.com\/business\/religious-objections-covid-19-vaccinations\/","title":{"rendered":"Employer Guidance on Religious Objections to COVID-19 Vaccinations"},"content":{"rendered":"

\"religiousOn Oct. 25, 2021, the Equal Employment Opportunity Commission (EEOC) issued new answers to frequently asked questions (FAQs)<\/a> about how employers should handle employee religious objections to mandated COVID-19 vaccinations. The new FAQs address rules that apply to this type of request under Title VII of the Civil Rights Act (Title VII), which is a federal law that prohibits employment discrimination based on religion.<\/p>\n

Requests for Religious Accommodation<\/h2>\n

The new FAQs clarify that while no \u201cmagic words\u201d are necessary, Title VII requires employees to inform their employer that they are requesting an exception to a COVID-19 vaccination requirement because that requirement conflicts with their sincerely held religious beliefs, practices, or observances.<\/p>\n

Responding to a Religious Accommodation Request<\/h2>\n

Employers that receive a request for a religious exemption should generally avoid questioning the nature or sincerity of the religious belief unless they have an objective basis for it. These employers should also thoroughly consider all possible reasonable accommodations, including telework and reassignment. If an employer can demonstrate that no reasonable accommodation can be made without \u201cundue hardship\u201d on its operations, then Title VII does not require the employer to provide the accommodation.<\/p>\n

Limits of \u201cReligious Beliefs\u201d Under Title VII<\/h2>\n

The new FAQs emphasize that Title VII does not protect social, political, or economic views or personal preferences. Therefore, requests made for those reasons, including requests based on nonreligious concerns about the possible effects of the vaccine, do not qualify as \u201creligious beliefs” under the law.<\/p>\n

COVID-19 Vaccine Mandate Exemptions for Religious Beliefs<\/h2>\n

The EEOC\u2019s new FAQs clarify, among other things, that employers with a COVID-19 vaccine mandate:<\/p>\n