Several dozen LexisNexis employees helped raise nearly $1200, including matching corporate funds, for a Canadian group whose mission is to bring disparate groups together via exposure to the arts. The...
Review this exciting guide to some of the recent content additions to Practical Guidance, designed to help you find the tools and insights you need to work more efficiently and effectively. Practical Guidance...
The following article is a summary of the full checklist , available to Practical Guidance subscribers by following this link . Not yet a Practical Guidance subscriber? Sign up for a free trial here. ...
The following article is a summary of the full practice note , available to Practical Guidance subscribers by following this link . Not yet a Practical Guidance subscriber? Sign up for a free trial here...
The following is a summary of an article by Tom Spiggle, The Spiggle Law Firm Summary of AI in Employment and Regulatory Frameworks Recent years have witnessed a significant transformation in how...
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Introduction
Coronavirus (COVID-19) vaccination is a condition of employment for all workers. Depending on the type of vaccination offered, specific medical contraindications may exist for certain individuals. The Company will only accept evidence-based medical contraindication against coronavirus (COVID-19) vaccination confirmed by a licensed healthcare provider as a medical exception to the mandatory coronavirus (COVID-19) policy. It is necessary to re-assess medical contraindication each year. The Company will endeavor to place an updated declination form in the employee's file annually.
A smaller number of individuals may decline to obtain inoculations for religious reasons. If an employee declines based on religious reasons, the employer should appropriately document the decision as well as the employer's response. For an annotated request for religious accommodation form, see Religious Accommodation Request (Title VII). For a form for documenting an employer's determination of an employee's request for a reasonable religious accommodation, see Religious Accommodation Request Resolution (Title VII).
For an annotated religious accommodation policy, see Religious Accommodation Policy. For information on religious accommodation in the workplace, see Religious Accommodation Requirements.
For information on state-specific religious accommodation issues, see Discrimination, Harassment, and Retaliation State Practice Notes Chart. For state-specific religious accommodation policies, see Discrimination, Harassment, and Retaliation State Expert Forms and Checklists Chart. CLICK HERE TO READ THE FULL ARTICLE IF YOU ARE A PRACTICAL GUIDANCE SUBSCRIBER