This is a preview. View original post on this site

I’ll bet nowhere on your HR job description is there anything about serving as the religion police.

But during the pandemic, some companies were pretty persnickety when considering employee requests for accommodations from getting a COVID-19 vaccine.

Companies that applied heightened scrutiny did so at their own risk.

In its COVID-19 guidance, the EEOC acknowledged that employers do not have to accept an employee’s assertion of a religious objection to a COVID-19 vaccination at face value. But, employers “should not assume that a request is invalid simply because it is based on unfamiliar religious beliefs, practices, or observances.”

I don’t

Read Complete Article