“As employers seek to reopen their workplaces, many wonder whether they can require employees to be vaccinated as a condition of returning to the office,” writes Goldberg Segalla’s Jeremy S. Cole in an article with Fixed Ops Magazine.
In the article, Jeremy, a member of Goldberg Segalla’s Employment and Labor group, breaks down the legal requirements of the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act of 1964 (Title VII), and the Genetic the ADA Information Nondiscrimination Act (GINA) for employers who are looking to mandate the COVID-19 vaccine.
“Whether an employer chooses to mandate the vaccine is a complicated decision,” Jeremy writes. “Employers are incentivized and even legally required to take steps to ensure a safe workplace. However, employees could respond negatively to requiring the vaccine, and could miss time due to negative reactions from the vaccine. If an employer chooses to mandate the vaccine, it should take care not to violate the legal requirements of the ADA, Title VII, and GINA, as well as any applicable state or local laws.”
“Employers Mandating COVID-19 Vaccine as a Condition of Returning to the Workplace,” Fixed Ops Magazine, February 2021
Jeremy S. Cole counsels clients in New Jersey and Pennsylvania, handling all aspects of employment and complex commercial litigation matters. His practice includes navigating complex business disputes and resolving employment-related matters, including defending actions and claims by employees concerning misappropriation of trade secrets, restrictive covenants, employment discrimination, and wage-and-hour issues. He also negotiates and drafts pre-employment agreements, separation agreements, restrictive covenants, and employee handbooks and policies.