This checklist covers the SEC’s Wells Process, which is the informal pre-enforcement procedure through which the Division of Enforcement notifies a person or entity that it intends to recommend charges...
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...
This practice note covers the SEC’s use of administrative proceedings as an enforcement forum and explains how those proceedings differ from civil actions in federal district court. It begins by...
LexisNexis and the LexisNexis Rule of Law Foundation were recognized at the World Bank’s Law, Justice and Development Week 2025 in Washington, D.C., where leaders discussed innovative legal solutions...
The following article is a summary of the full article, available to Practical Guidance subscribers by following this link . Not yet a Practical Guidance subscriber? Sign up for a free trial here . The...
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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