YUMA, Ariz. (KYMA, KECY) - More employers are looking to mandate its employees to get the vaccine. According to the Equal Employment Opportunity Commission (EEOC), the Americans with Disabilities Act of 1990 and other federal employment nondiscrimination laws do not prevent an employer from requiring the shot.
In some circumstances, employers must require a worker to provide reasonable accommodations pertaining to a disability or religious belief.
Particular accommodations could be having to wear a mask if you aren’t vaccinated and getting periodic tests for COVID-19.
Companies may even ask you to social distance from other employees or visitors.
The EEOC says they can only get involved if there is an underlying issue. Kerry Leibig works for the Equal Employment Opportunity Commission.
“The EEOC only enforces certain laws that prohibit employment discrimination based on the fact that you're a certain race or color, sex, disability, and if you have a problem with an employer's policy that isn't based on one of those protected characteristics or isn't due to them treating you differently as one of these characteristics. The EEOC never gets involved,” Leibig explained.
Female employees who are not vaccinated due to pregnancy may be entitled to adjustments to keep working also.
In the State of Arizona, Governor Doug Ducey signed an Executive Order (2021-09) stating a person's vaccination status is private health information (PHI) and that nobody should be compelled to disclose information in exchange for receiving services.
Tonight after the Olympics on News 11 - Cody Lee speaks with the EEOC to break down what this means for you - the employee.