OSHA Vaccine Mandates And Religious Exemptions: Tricky Situations Explained

Legal expert Jon Hyman will analyze these tricky and sensitive issues to help you navigate away from a dangerous and expensive religious discrimination lawsuit.

What You'll Learn

What do organized religions say about the COVID-19 vaccine?
How does Title VII define “religion”?
How should the reasonable accommodation process work?
What accommodations should an employer consider from a vaccine mandate?
How can you identify legitimate from bogus accommodation requests?

Training Overview

Do you have to allow anyone that claims religion to have a vaccine exemption? Learn what to allow in your vaccine policy.

Now that the Supreme Court held the stay on the OSHA vaccine and testing mandate for many employers, you need to act quickly to decide if you will still mandate vaccines and testing. As you update your vaccine policy, you must consider the requirements and flexibility for religious exemptions.

Just because an employee claims the need for a religious accommodation does not mean that the employee is entitled to it. The stance of various religions complicates this analysis—most do not take an official anti-vaccine stance as a tenet of their faith. However, this does not stop employees from relying on them to opt out of vaccine requirements.

What do organized religions say about the COVID-19 vaccine?
How does Title VII define “religion”?
How should the reasonable accommodation process work?
What accommodations should an employer consider from a vaccine mandate?
How can you identify legitimate from bogus accommodation requests?

Who Should Attend?

Human resources professionals
Anyone in charge of OSHA compliance
Business owners
Plant managers
Finance professionals
Clinical staff
Operations managers
Contract managers
Contract administrators
Commercial managers
Supply chain managers
Supplier relationship managers
Supply base managers
Strategic sourcing managers
Procurement managers
Safety managers

Employee relations staff
Location managers
Division supervisors
Supervisors
Chief executives
Executive directors
Board members
Nonprofit counsel
Senior management
Managers
Development staff
Program directors
Hiring staff
In-house counsel
Benefits managers
Corporate 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

See What Others Are Saying:

"Favorie part: Overall topic is very important - fair amout of valuable information"

-Steven H.

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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