foolproof religious exemption for vaccines letter

In its update, the EEOC has confirmed that in the context of religious accommodation issues, Title VII applies to requests for religious accommodation, but does not require employers to grant merely social, political, economic or personal-preference based requests. On October 25, the federal Equal Employment Opportunity Commission (“EEOC”) updated its Technical Assistance document to provide employers guidance on considering religious exemptions to vaccine mandates under Title VII of the Civil Rights Act of 1964. Sincerely held moral or ethical beliefs about right or wrong having the strength of religious views are protected, but may not need to be religious based as traditionally viewed. Under Wisconsin law, “creed” is defined as “a system of religious beliefs, including moral or ethical beliefs about right and wrong, that are sincerely held with the strength of traditional religious views”. The Wisconsin Fair Employment Act requires consideration under its prohibition of discrimination on the basis of creed.

While both the state Wisconsin Fair Employment Act (WFEA) and Title VII of the Civil Rights Act of 1964 under federal law recognize religious exemptions, the consideration under each has some differences. In considering employee requests for an exemption from a vaccine mandate for religious reasons, employers need to consider the request under both state and federal law. In turn, employers are increasingly receiving requests from employees for exemptions from these mandatory vaccine policies for a wide variety of reasons, including medical, social, political, economic, and personal, as well as religious reasons.

Public Services, Infrastructure, TransportationĮmployers nationwide are implementing mandatory COVID-19 vaccination policies in light of the Septemannouncement of President Biden’s “Path Out of the Pandemic” COVID-19 Action Plan.

Foolproof religious exemption for vaccines letter