Can My Employer Ask For Proof Of Covid Vaccine

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Can My Employer Ask If I Have Received The Covid

Florida employers can require COVID-19 vaccine but can’t ask for proof

FILE This Jan. 24, 2021, file photo shows a vial of the Pfizer vaccine for COVID-19 in Seattle. U.S. regulators on Monday, May 10, 2021, expanded use of Pfizers shot to those as young as 12, sparking a race to protect middle and high school students before they head back to class in the fall.

TAMPA In a move that took the country one step closer to pre-pandemic daily life, the Centers for Disease Control and Prevention eased the indoor mask-wearing guidance for fully vaccinated people, allowing them to safely stop wearing masks inside in most places.

But many are wondering what that will mean for the workplace will employers have the right to ask workers if they have received the COVID-19 vaccine? Or request proof of vaccination?

Companies including Delta have implemented new rules requiring new employees to be vaccinated against COVID-19 starting Monday. The airline wont impose the same requirement on current employees, more than 60% of whom are vaccinated, a Delta spokesman said Friday.

Unlike Delta, airlines including American, United, Southwest and Alaska said they do not plan to require vaccination for current employees or new hires. But, American Airlines said it will give vaccinated employees an extra vacation day and a $50 gift card.

Could an incentive be the way to go for employers?

If My Information Is Protected By The Privacy Act What Are My Employers Obligations In Respect Of My Information

;If the employee records exemption does not apply to you, your employer must accurately record your vaccination status information and ensure that it is complete and kept up-to-date. You must be provided with an opportunity to access your information and request correction if the information is inaccurate. Your employer must have appropriate security systems to protect your vaccination status information from misuse, interference, loss, unauthorised access, modification or disclosure. ;Your employer should also limit the use and disclosure of your vaccination status information to the purpose for which they advised you it has been collected. Finally, your employer should destroy this information when it is no longer required. More information about these obligations is available here.

Can My Employer Ask Pre

The EEOC has stated that administering the COVID-19 vaccine to employees or requiring proof of vaccination from employees does not implicate Title II of the Genetic Information Nondiscrimination Act . However, as stated above, pre-vaccination medical screening questions are likely to elicit information about not only a persons disabilities, but also their genetic information, such as family members medical histories, which would violate GINA.;

GINA does not prohibit an individuals own health care provider from asking questions about genetic information, but does prohibit an employer or a health care professional working for the employer from asking questions about genetic information.

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Legal Questions Around Vaccines At Work

Can an employer ask if someone has been vaccinated? Can someone be fired for not taking the vaccine?

As vaccinations continue to ramp up around Canada and many workplaces are seriously considering a return to normal, Canadian HR Reporter spoke with Neena Gupta, a labour lawyer at Gowlings in Waterloo, Ont., about what employers can and cannot do when it comes to vaccines.

Q: Can an employer ask if an employee has been vaccinated?

A:Typically, an employer cannot ask about any kind of medical-related information unless it is relevant to some aspect of the job or some benefit that the employee is getting.

Many of the employers who have been asking around vaccinations fall into two large distinct buckets. The first bucket is health care, day care, vulnerable sector areas where arguably as part of the health and safety plan, vaccination is a key component. You may have a requirement that a nurse be vaccinated against measles, mumps and rubella; a daycare worker may have to be vaccinated against other transmissible diseases. Thats one bucket.

The other area where were seeing this happen is where employers are saying: We will give you paid time off to get your vaccine appointment but then that is predicated upon you providing us proof of you getting the vaccine, because thats the eligibility requirements for getting the paid time off.

Q: What are the privacy laws around all of this?

Q: Can an employer require an employee to be vaccinated?

Neena Gupta

Can Employees Be Required To Provide Evidence Of Covid


Although vaccination for COVID-19 is not mandatory it may be required for certain jobs, or to attend a place of work, says Marie-Hélène Jetté, head of the labour and employment law group for Langlois Lawyers in Montreal. I think you can ask a candidate if he is vaccinated and if so, ask for the proof.

Employees can be required to provide evidence they received a COVID-19 vaccination, just as they can be required to provide certain other medical evidence, says McInnes Cooper. The keys will be the reasonableness and proportionality of the personal information you require employees to provide, the firms says. In the policy, require provide a medical note or certificate from a medical practitioner confirming they received the vaccination. In addition, require the note or certificate specifying the brand of vaccine they received; this information could be important once more is known about COVID-19 vaccinations, for example, how long the protection will last.

Jetté suggests employees might simply flip the email or text you received once you have been vaccinated, which also provides the date for the second dose, in addition to showing the little note confirming vaccination.

What are the privacy concerns in disclosing vaccination status?

It is advised that employers collect only as much information as needed. Only statistical information on the number of vaccinated employees should be shared. Regard this data as highly sensitive and confidential.

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What Are Options For Employees Who Refuse To Get Inoculated

Most employers are likely to give workers some options if they dont want to take the vaccine. For example, New York City and California have imposed what’s being called a soft mandate workers who dont want to get vaccinated can get tested weekly instead.

If an employer does set a hard requirement, employees can ask for an exemption for medical or religious reasons. Then, under EEOC civil rights rules, the employer must provide reasonable accommodation that does not pose an undue hardship on the operation of the employers business. Some alternatives could include wearing a face mask at work, social distancing, working a modified shift, COVID-19 testing or the option to work remotely, or even offering a reassignment.

Can Your Employer Ask If You Have Been Vaccinated

HRD explores the legal situation for businesses

As New Zealand continues to contain the threat of COVID-19, attention has turned to vaccinations. Widespread take-up of the COVID-19 vaccine has been touted as the key to freedom around the globe, but as Australia has found out the hard way, a successful rollout is key.

Employers are now beginning to consider the legal implications of vaccinations and how their workforce will be affected. Incentives like vaccine leave and in some extreme cases, compulsory jabs, have been top of mind for HR leaders across the country.

Here, HRD explores the legal situation facing employers and their workers around vaccinations and privacy.

Can an employer ask if employees have been vaccinated?

Yes, but the answer isnt that simple. Employers can ask about an employees vaccination status if there is a genuine need for the information. For example, if knowledge about whether someone has or hasnt been vaccinated is needed for that person to perform their role safely, an employer would have a strong case to ask the question.

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Determine When Your Employees Can Be Vaccinated

  • CDC makes recommendations;for who should get vaccinated first, then each state makes its own plan. Check state, city, and/or county health department;websites for the latest information on phased implementation.
  • Determine the time frame when your employees will be eligible for vaccination. Some employees may be eligible in an earlier phase due to age, underlying medical condition, or some other criteria.
  • Employers operating in multiple states and counties should establish a vaccination committee and/or immunization champion. This committee or champion should monitor vaccination rollout across jurisdictions and notify workers when they are eligible. It may be helpful to make contact with the health department in each jurisdiction.

Can An Employee Be Fired For Refusing A Covid

Florida employers can require COVID-19 vaccine but they can’t ask for proof of shots

As stated previously, the first thing an employer should do in the case of an objecting employee is to try to find some form of reasonable accommodation. If the two parties cannot settle on an accommodation that would allow the employee to continue work, the employer may wish to grant the employee a leave of absence.

Termination should certainly be a last resort, if it is considered at all. Whether or not termination is justified depends on the nature of the employees refusal and what state, federal, or local laws may apply. Any employer considering termination of an employee for refusing vaccination should consult legal counsel before carrying it out.¹

Want to know more about how you can become HIPAA compliant?

Email us at to learn more about how we can help your organization become HIPAA Compliant. Or, get started;here.

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Workplace Vaccine Mandates: Can Employers Require Workers To Get The Shot

Hospitals and nursing homes. The University of California and California State University systems. San Francisco. And as of this Monday, the state of California. Employers are putting COVID-19 vaccine requirements into place, and it’s getting attention. But what happens if workers refuse?

Federal guidance out this week suggests the law is on the side of employers. Vaccination can be considered a condition of employment, akin to a job qualification.

That said, employment lawyers believe many businesses will want to meet hesitant workers halfway. Below are some common questions regarding workplace vaccine requirements. Click on the links below to skip to a specific section:

Is My Employer Permitted To Ask Questions About My Covid

Can My Employer Ask About My COVID-19 Vaccination Status?

Yes. Disability discrimination is illegal so, in general, employers may not ask employees medical questions that might reveal the existence of a physical or mental disability. There are certain exceptions to this rule. Asking about an employees COVID-19 vaccination status is one of them. Discrimination laws do not prohibit employers from requiring all employees who physically enter the workplace to be vaccinated. It is not illegal for an employer to ask employees to provide documentation or other proof of vaccination. The Equal Employment Opportunity Commission has issued guidance the relationship between COVID-19 vaccination status and federal employment laws. The guidance can be viewed here.

What if I Have a Disability or Religious Beliefs That Prevent Me From Being Vaccinated?

Some people are unable to tolerate COVID-19 vaccines due to a disability. Some people have sincerely held religious beliefs that prevent them from getting vaccinated. Employees with disabilities and religious belief that prevent them from being vaccinated are entitled to reasonable accommodation.

Reasonable Accommodations Are Decided on a Case-by-Case Basis

If an employee who cannot be vaccinated for disability-related or religious reasons has the ability to perform the essential functions of their job from home, that might be a reasonable accommodation. Working in a separate office or location is another possibility.

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Can A Business Require Proof Of Vaccination For Customers

Both Senate Bill 968 and Governor Abbott’s Executive Order GA-39 from August 25, 2021, address this issue. They both say that a business that receives public funds or a license or permit from the state of Texas may not require customers to provide proof of a COVID-19 vaccination.

Senate Bill 968 states the following:

; A business in this state may not require a customer to provide any documentation certifying the customer’s COVID-19 vaccination or post-transmission recovery on entry to, to gain access to, or to receive service from the business.; A business that fails to comply with this subsection is not eligible to receive a grant or enter into a contract payable with state funds.

Notwithstanding any other law, each appropriate state agency shall ensure that businesses in this state comply with Subsection and may require compliance with that subsection as a condition for a license, permit, or other state authorization necessary for conducting business in this state.

Senate Bill 968;also states that Texas businesses are permitted to follow current public health guidelines regarding COVID-19 screening:

This section may not be construed to: restrict a business from implementing COVID-19 screening and infection control protocols in accordance with state and federal law to protect public health;

GA-39 states the following:;

What If My Employer Cannot Exempt Or Provide A Reasonable Accommodation To Me Because Of My Inability To Comply With A Mandatory Vaccine Policy Due To A Disability Or Sincerely Held Religious Practice Of Belief


If you are unable to get vaccinated for COVID-19 because of a disability or sincerely held religious belief, practice, or observance, and there is no reasonable accommodation possible, then it would be lawful for the employer to exclude the employee from physically entering the workplace. This doesnt mean that the employer can automatically terminate the worker. Employers will need to determine if there are other rights that apply under the EEO laws, or other federal, state, or local authorities.

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Avoid Worker Shortages Due To Vaccine Side Effects

Consider staggering employee vaccination to avoid worker shortages due to vaccine side effects.

Some employees may experience side effects, which are normal signs that their body is building protection. These side effects may affect their ability to do daily activities, but they should go away in a few days. Please note, some people have no side effects. For 2-dose vaccines, side effects are more frequent and severe following the second dose. At this time, we do not know how common these symptoms may be among employees. We expect that most employees who experience symptoms following vaccination will not need to miss work, but still encourage employers to provide flexible leave policies for those who may have post-vaccination symptoms. Please see post-vaccination considerations for workplaces;for further information.

Compulsory Vaccinations For Workers

This week, MPs approved compulsory vaccinations for care home staff in England, which means that from October, all care home workers ) will be required to receive two doses of a Covid-19 vaccine, unless they have a medical exemption. The Government has also previously said that it is considering making jabs compulsory for NHS workers.

With all Covid-19 restrictions being relaxed on Monday, 19th July, the majority of employers will understandably be very keen for their staff to benefit from a vaccine. Having a full complement of vaccinated employees will mean a dramatic reduction in the risk of the virus and less concern for the employer when it comes to transmission in the workplace. That being said, it might not necessarily be as simple as they think.

Below, we have answered several employment law questions from workers concerning Covid-19 vaccines.

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Explainer: Employers Have Legal Right To Mandate Covid Shots

WASHINGTON The U.S. Department of Veterans Affairs. The state of California. New York City. Hospitals and nursing homes. Colleges and universities. Employers are putting COVID-19 vaccine mandates into place and its getting attention.

On Tuesday, President Joe Biden said a requirement is under consideration for all federal employees. But what happens if workers refuse?

Federal legal guidance out this week suggests the law is on the side of employers. Vaccination can be considered a condition of employment, akin to a job qualification.

That said, employment lawyers believe many businesses will want to meet hesitant workers half-way.


Yes. Private companies and government agencies can require their employees to get vaccinated as a condition of working there. Individuals retain the right to refuse, but they have no ironclad right to legal protection.

Employees who dont meet such criteria may need to go on leave or seek different opportunities, she added.



Can Employers Require A Coronavirus Vaccine

Can employers require the COVID-19 vaccine and can they legally ask if you’ve been vaccinated?

Yes. Private companies and government agencies can require their employees to get vaccinated as a condition of working there. Individuals retain the right to refuse, but they have no ironclad right to legal protection.

Those who have a disability or a sincerely held religious belief may be entitled to a reasonable accommodation under civil rights laws, so long as providing that accommodation does not constitute an undue hardship for the employer, said Sharon Perley Masling, an employment lawyer who leads the COVID-19 task force at Morgan Lewis.

Employees who dont meet such criteria may need to go on leave or seek different opportunities, she said.

The U.S. Justice Department addressed the rights of employers and workers in a legal opinion this week. It tackled an argument raised by some vaccine skeptics that the federal Food, Drug and Cosmetic Act prohibits employers from requiring vaccination with shots that are approved only for emergency use, as COVID-19 vaccines currently are.

Department lawyers wrote that the law in question requires individuals be informed of their option to accept or refuse administration of an emergency-use vaccine or drug. But that requirement does not prohibit employers from mandating vaccination as a condition of employment.

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