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The EEOC Finally Responds to Employers Request for Clarification on Vaccine Incentives and Other Regulatory Updates!
- Why was the previous EEOC guidance not clear enough for Employers to develop vaccine mandates or voluntary vaccine programs?
- Learn what the compliance landmines are for implementing a vaccine program. Learn how not having a vaccine program can lead to litigation.
- Will the new guidance ensure Employers the ability to create vaccine policies that have a positive impact in the workplace?
- Now that the Center for Disease Control and Prevention (CDC) has relaxed mask mandates, are Employers able to mitigate their workplace?
- What should Employers do when employees refuse vaccination?
- Learn How Employers can manage exemptions to the vaccine that meets the EEOC compliance.
- Learn how Employers can provide employees with confidence to encourage their vaccine program.
- Learn how compliance best practice can help Employers to implement effective vaccine programs.
- Learn how the communication by OSHA can provide effective guidance for Employers to provide confidence for their employees in the workplace.
- Learn what the landmines are in creating vaccine policies.
Overview of the webinar
On May 28, the EEOC issued updated and expanded guidance for employers, addressing many unanswered questions regarding COVID-19 vaccinations. The updates supplement prior EEOC guidance and focus on four topics: (1) mandatory vaccination policies; (2) accommodations; (3) information about employee vaccination status; and (4) vaccine incentives. Below, we highlight the key guidance on each topic.
Federal equal employment opportunity laws do not prohibit policies requiring that all employees who physically enter a workplace receive a COVID-19 vaccination, so long as such policies comply with the reasonable accommodation provisions of the Americans with Disabilities Act and Title VII of the Civil Rights Act as well as other applicable laws, according to technical assistance from the U.S. Equal Employment Opportunity Commission updated May 28.
Employers also may offer incentives to employees to voluntarily show documentation or confirmation that they have received a COVID-19 vaccine, but the agency outlined some limits in the event that employers are incentivizing employees to voluntarily receive a vaccine administered by an employer or its agent. An employer may offer an incentive to employees to provide documentation or other confirmation from a third party not acting on the employer's behalf, such as a pharmacy or health department, that employees or their family members have been vaccinated.
the vaccine on their own from a pharmacy, health department or community health partner, or whether the employee receives a vaccine administered by the employer or an agent of the employer.
Who should attend?
- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Compliance Professionals
- Managers/Supervisors
- Employers in all industries
Why should you attend?
The long-awaited document may answer some of the questions employers have regarding COVID-19 vaccination requirements, but other areas may be less certain.
Take, for example, the issue of incentives. Employers, per the document, may offer incentives to employees to voluntarily receive a vaccine, whether the employee receives the vaccine on their own from a pharmacy, health department or community health partner, or whether the employee receives a vaccine administered by the employer or an agent of the employer. These new guidelines will answer some of the confusing aspects of vaccines in the workplace.
Faculty - Ms.Margie Faulk
Margie is a senior level human resources professional with over 14 years of HR management and compliance experience A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico, and India, just to name a few.
Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
This year, Margie was selected by Alan Collins, former Vice President of Human Resources at PepsiCo, a renowned author of 8 books on HR Prosperity & Success, and founder of “Success in HR”, to be part of his Mastermind Your Way to Success in HR, “Expert Interview Series” based on her successful Webinars/Seminars on HR Compliance. Margie holds professional human resources (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management, Membership in the Society of Corporate Compliance and Ethics (SCCE).
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org