The statement should not reveal any underlying medical condition or disability. 5.B. ol{list-style-type: decimal;} Students, faculty, and staff are required to notify CCRI's Contact Tracing team should they test positive for COVID-19. How must employees be counted to determine if the employer meets the 100-employee threshold for coverage under this ETS? frequent testing for COVID-19, reassigning the employee to job duties that require less interaction with . Under section 18 of OSH Act, States that wish to assume responsibility for the development and enforcement of occupational safety and health standards relating to any occupational safety or health issue with respect to which a Federal standard has been promulgated may submit a State Plan to OSHA for approval. of the vaccine, do not qualify as 'religious beliefs' under An employer may not require an employee to accrue negative paid sick leave or borrow against future paid sick leave to recover from vaccination side effects. However, the other safety precautions recommended by the CDC, such as physical distancing, offer employees additional protection but are not required by this ETS and do not replace the need to comply with the ETS. However, if testing for COVID-19 conflicts with a worker's sincerely held religious belief, practice or observance, the worker may be entitled to a reasonable accommodation. The ETS encourages vaccination, and most employers can comply with the ETS by requiring their employees to become fully vaccinated, which will avoid any increased need for testing. 2.K. However, de minimis use of indoor spaces where other individuals may be present (e.g., using a multi-stall bathroom, entering an administrative office only to drop off paperwork) does not preclude an employee from being covered by these exemptions, as long as time spent indoors is brief, or occurs exclusively in the employees home (e.g., a lunch break at home). Therefore, for a single corporate entity with multiple locations, all employees at all locations are counted. When an employee makes a claim for religious exemption, the employer may attempt to determine whether the belief is, in fact, religious or secular in nature. Observation of a COVID-19 test by an employer or authorized telehealth proctor must be to be done in real-time to meet the requirements of the ETS. No. as recommended by local, state or federal agencies, masks, social The updated EEOC Guidance instructs that employees seeking a The following is a non-exhaustive list of beliefs state and federal courts have held are not religious (and therefore, standing alone, do not warrant an exemption): fear of possible side effects from immunization; a desire to live a "healthy" or "pure" lifestyle; opposition to vaccination due to veganism; a belief that the vaccine will do more harm than good; and. 5.F. Similar to some state government registries, licensed healthcare providers or pharmacies may use QR codes to provide digital COVID-19 vaccination records. No. .manual-search-block #edit-actions--2 {order:2;} For example, if an employer has 200 employees, all of whom are vaccinated, that employer would be covered. How do you determine what information to include in the written mandatory vaccination policy? The Guidance also instructs that the sincerity of an How long will the ETS be in effect? If I utilize the exemption under paragraph (d)(2) and adopt a policy allowing employees to elect to undergo weekly COVID-19 testing and wear a face covering at the workplace instead of vaccination, do all employees need to wear a face covering? employer's business - including, in this instance, the risk of [CDATA[/* >