Fixed Ops Magazine - 2021 Vol18 01 - 22
genetic information; (2) acquiring genetic information
except in six narrow circumstances; and (3) disclosing
genetic information except in six narrow circumstances.
The EEOC's guidance indicates that administering the
COVID-19 vaccine or requiring employees to provide
proof of vaccination does not implicate GINA because
it does not involve the use of genetic information to
make employment decisions, or the acquisition or
disclosure of " genetic information " as defined by the
statute. However, GINA could be triggered if the employee is asked pre-vaccination questions relating to
genetic information (including medical history).
CONCLUSION
Whether an employer chooses to mandate the vaccine
is a complicated decision. 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
If the employer determines there is a direct threat that
cannot be reduced to an acceptable level, the employer can exclude the employee from physically entering
the workplace and may need to consider whether remote work is a possibility.
RELIGIOUS ACCOMMODATIONS
UNDER TITLE VII
Title VII and many state laws require employers to reasonably accommodate employees' religious beliefs or
practices, unless doing so would cause more than a
minimal burden on the operations of the employer's
business. Accordingly, employers may be required to
reasonably accommodate employees or applicants
who resist employer-mandated COVID-19 vaccinations
due to a sincerely held religious belief, such as through
local laws.
*A version of this article first appeared in the CPA Now
blog.
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
permitting the resisting employees to work remotely.
trade secrets, restrictive covenants, employment dis-
GINA CONSIDERATIONS
tiates and drafts pre-employment agreements, separa-
GINA, a rarely invoked federal anti-discrimination law,
handbooks and policies. JCole@goldbergsegalla.com
prohibits employers from (1) discriminating based on
22
crimination, and wage-and-hour issues. He also negotion agreements, restrictive covenants, and employee
Fixed Ops Magazine - 2021 Vol18 01
Table of Contents for the Digital Edition of Fixed Ops Magazine - 2021 Vol18 01
Fixed Ops Magazine - 2021 Vol18 01 - 1
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