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Employers must maintain records and rosters of vaccination status, and “must preserve acceptable proof of vaccination for each employee who is fully or partially vaccinated.”Įmployers must provide a “reasonable amount of time to each employee for each of their primary vaccination dose(s)” and “up to 4 hours paid time” for this purpose. Acceptable proof of vaccination status includes a record of immunization from a health care provider, pharmacy or immunization information system, a copy of a COVID-19 Vaccination Record Card, a copy of medical records documenting vaccination, or even a sworn attestation of an employee unable to produce proof of vaccination.
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The rule expressly preserves accommodations for disabilities and sincerely held religious beliefs.Ĭovered employers must determine the vaccination status of each employee, i.e., whether each employee is fully vaccinated. The rule does not apply to employees of covered employers (1) who do not report to a workplace (defined as a fixed or mobile physical location where the employer’s work or operations are performed) where other coworkers or customers are present, (2) while working from home, or (3) who work exclusively outdoors.Įmployers must “establish, implement, and enforce a written mandatory vaccination policy.” Alternatively, employers must establish, implement and enforce “a written policy allowing any employee not subject to a mandatory vaccination policy to choose either to be fully vaccinated against COVID-19 or provide proof of regular testing for COVID-19…and wear a face covering” as required by the rule. It does not apply in circumstances governed by the previously released OSHA Healthcare ETS. It does not apply to workplaces covered under the Safer Federal Workforce Task Force COVID-19 Workplace Safety: Guidance for Federal Contractors and Subcontractors. The rule establishes minimum requirements for employers. In the meantime, though, below is a summary of how this rule will impact employers. McAfee & Taft’s Labor & Employment lawyers will continue to analyze and monitor the new rule and its impact on covered employers and will provide additional further guidance in the coming days. The released document, “COVID-19 Vaccination and Testing Emergency Temporary Standard,” is nearly 500 pages in length. Covered employers must be in compliance with the rule by Tuesday, January 4, 2022. The rule will be effective upon publication in the Federal Register, which is scheduled for Friday, November 5, 2021.
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Internal applications, then our B2B based Bizapedia Pro API™ might be the answer for you.This morning the federal Occupational Safety and Health Administration (OSHA) released its interim final rule regarding the Biden administration’s vaccination mandate for employers with 100 or more employees.
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