New COVID Vaccination Mandates for Employees: What Employers Need to Know
The just-released vaccine and testing mandates from the Biden administration are leaving employers scrambling and asking what’s required now.
And with the Department of Labor’s (DOL) Occupational Safety and Health Administration (OSHA) developing an emergency temporary standard (ETS) targeting companies with 100+ employees, over 80 million workers and their employers are impacted.
What do these new mandates mean for employers, what are the costs, and what are the risks for non-compliance?
Join legal expert Dr. James Castagnera for clarification on when the new mandates are going into effect, and steps you can take now to prepare your workforce. We’ll take a close look at the legal implications and provide guidance for developing legally effective protocols.
In this 90-minute program you’ll learn the following:
- OSHA’s new vaccine and testing requirements for federal and large employers
- The role ADA and Title VII play in employer vaccination mandates
- Key considerations when creating mandatory vaccination or testing protocols
- Addressing employees who object to vaccinations on religious grounds
- Using incentive programs to encourage employees to get vaccinated
Clear Explanation of the Latest Regulations on Vaccinating & Testing Employees
- What the EEOC, CDC, OSHA and DOL say now about requiring employees to get vaccinated
- ADA and reasonable accommodations for employees whose disabilities prevent vaxxing
- How Title VII’s religious-discrimination prohibition relates to employees with religious, political, and cultural objections
- Legal obligations to pregnant employees who object to being vaccinated
Legal Consideration for Requiring or Incentivizing Employee Vaccination & Testing
- The latest guidance from the DOL and OSHA on required workplace protocols
- Vaccinating v. Weekly Testing: Legal incentives companies can use to encourage vaccinations
- What the EEOC means by a “coercive” incentive, and whether employers can incentivize employees’ family members to be vaccinated
- Potential sources of legal immunity for employers who mandate vaccination, should a vaccinated employee or family member have a serious adverse reaction
- Identify effective legal defenses should your vaccination strategy lead to a legal challenge
Get answers to key questions employers are asking including:
- Will our fully vaccinated employees need to wear masks in the workplace?
- What happens if we mandate an employee be vaccinated and they have an adverse reaction?
- If the only reasonable accommodation of an employee, who can’t be vaccinated, is remote work, can we now legally terminate them?
- What can my unionized organization do if our union declines to cooperate in enforcing our vaxxing program?
About the Speaker
Dr. Jim Castagnera holds an M.A. in Journalism from Kent State University, and a J.D. and Ph.D. (American Studies) from Case Western Reserve University. He worked 10 years as a labor, employment, and intellectual-property attorney with Saul Ewing Arnstein & Lehr and 23 years as associate provost & legal counsel for academic affairs at Rider University, where in 2018 he received the university’s highest annual award for distinguished service. He also did stints as a full-time law professor at UT-Austin and Widener University Law School.Having retired from Rider in 2019, he is engaged in a portfolio of activities: Member and Chief Consultant of Holland Media Services LLC, a communications and training company with offices in Philadelphia and Los Angeles; Member of Portum Group International LLC, a cyber security & privacy consulting firm in Philadelphia; Of Counsel to Washington International Business Counsel; and Adjunct Professor of Law in the Kline School of Law at Drexel University.
Join us to get the latest information from major agencies including the EEOC, CDC, OSHA and DOL on requiring employees to get COVD-19 vaccinated.
If you'd like this program customized for your organization, call us at 1-800-964-6033. We're certain we can fulfill your training needs, while making it fit in your budget!
This program has been approved for 1 (HR (General)) recertification credit hour toward aPHRTM, aPHRiTM, PHR®, PHRca®, SPHR®, GPHR®, PHRiTM and SPHRiTM recertification through the HR Certification Institute. Learn more at hrci.org
For this one hour program you may claim 0.05 continuance of certification points (COC's) from the Board of Certified Safety Professionals (BCSP).
Please submit a request to obtain proof of your participation and a certificate of attendance will be emailed within 2-3 days.