On November 4, OSHA released its COVID-19 vaccine ETS (Emergency Temporary Standard), requiring many employers to implement COVID-19 mandates for vaccination and testing. While legal challenges are expected, it is critical for employers to understand the requirements, develop polices, and be prepared to comply.

The ETS applies to all private employers with 100 or more employees, but does not apply to employees who work from home, work in a location where no other individuals are present, or who work exclusively outdoors. Covered employers will have until January 4 to ensure that their work forces are vaccinated. But most other requirements of the ETS must be implemented by December 5. Employees who are not vaccinated must submit to weekly coronavirus testing and mask wearing while in the workplace. It is up to employers to decide whether employees can opt out of vaccination through the weekly testing. However, employers are not required to provide or pay for testing, unless required by a union contract or other local law. Employers are also required to provide up to four hours of paid time off to be vaccinated, as well as sick leave to recover from vaccine side effects.

Employers will need to plan for employees claiming religious and medical exemptions.

When an employer is on notice that an employee holds a sincere religious belief, practice, or observance preventing the employee from obtaining a COVID-19 vaccine, the employer must provide a reasonable accommodation unless it would pose an undue hardship. This includes accommodation requests from employees preferring an alternative version or specific brand of COVID-19 vaccine available to the employee.

A medical exemption would require a note from the employee’s doctor.

Erickson | Sederstrom’s experienced employment and labor law attorneys are ready to help manage these COVID-19 vaccination issues in the workplace. Please do not hesitate to contact one of our attorneys. Erickson|Sederstrom’s employment law attorneys can be reached at (402)397-2200.