How To Handle Firing Unvaccinated Employees

COVID-19 and employment law expert Jon Hyman will explain the pitfalls to avoid when firing employees who refuse to get vaccinated.

What You'll Learn

Is it legal to fire an employee for refusing a mandatory COVID-19 vaccine?
How should you handle medical and religious exemptions?
What accommodations might you need to provide to employees?
Should you consider alternatives to a vaccine mandate (such as testing)?
What are the mechanics of handling one of these terminations?

Training Overview

Are you firing unvaccinated employees? Discover the legal considerations of your vaccination ultimatum.

OSHA will soon require employers with 100 or more employees to impose vaccine mandates. Many organizations have already formalized vaccination policies. Next, you will confront terminating the employees who refuse to be vaccinated.

You need to understand the legal considerations and best practices for this type of termination to protect your organization.

Is it legal to fire an employee for refusing a mandatory COVID-19 vaccine?
How should you handle medical and religious exemptions?
What accommodations might you need to provide to employees?
Should you consider alternatives to a vaccine mandate (such as testing)?
What are the mechanics of handling one of these terminations?

Who Should Attend?

Human resources professionals
Chief executives
Executive directors
Board members
Nonprofit counsel
Senior management

Financial staff
Managers
Development staff
Program directors
In-house counsel
Internal communications professionals

Expert Presenter

Jon Hyman

Attorney at Wickens Herzer Panza in Avon, OH
On the firm’s Board of Directors, Litigation Department, and Employment and Labor practice team
Works as outside in-house employment counsel for businesses
Author of the award-winning Ohio Employer’s Law Blog
Resource for journalists, having appeared in newspapers, news websites, and television news programs

Credits

This program has been approved for 1.0 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP.

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