![]() The bill would also prohibit a state agency, a state employee or state agent from requiring proof of vaccination status or an immunity passport for travel. Senate Bill 156 would prohibit a state agency or political subdivision from adopting or issuing a regulation, ordinance or similar policy that requires an individual to be vaccinated against COVID-19 in order to exercise a right or access to public benefit. The bill was referred to the Committee on Health on January 11, 2022. House Bill 32 would prohibit employers from requiring employees to receive a COVID-19 vaccine under certain circumstances, such as when the employee objects to vaccination for any reason of personal conscience, based on a religious belief, or for medical reasons (including prior recovery from COVID-19). The bill was referred to the Committee on Judiciary on January 11, 2022. The bill would also prohibit the state from recognizing certain federal vaccine mandates. House Bill 29 would create a private right of action for employees against employers for any adverse reaction, injury, temporary or permanent disability, or employee death arising from an employer COVID-19 vaccine mandate. The bill would also provide a private right of action for the dependents of employees against employers for the death of an employee arising from an employer vaccine mandate. House Bill 16 would provide a private right of action for employees against employers for any adverse reaction, injury, temporary or permanent disability or employee death arising from an employer COVID-19 vaccination mandate. ![]() ![]() 2021-561.Įxecutive Order 724 directs state agencies within the executive branch to oppose federal COVID-19 vaccine mandates by, for example, not imposing a “penalty on any business or individual for non-compliance with any federally imposed requirement that has the purpose or effect of (a) forcing an individual to receive a COVID-19 vaccination or (b) requiring a business to force its employees to receive a COVID-19 vaccination.” The order took effect on October 25, 2021. The bill was signed into law on November 4, 2021, and assigned Act No. The bill permits employees who have been denied an exemption request to file an appeal with the Department of Labor and prohibits employers from terminating employees until a final ruling is issued by an administrative judge or court. ![]() Senate Bill 9 prohibits employers from requiring employees to receive a COVID-19 vaccine as a condition of employment without providing an exemption for medical or religious reasons. Please click on the state you are interested in to view state-specific information: Under some proposed legislation, businesses, employers and/or individuals found in violation may be subject to fines, civil liability, and, in some circumstances, even criminal liability and imprisonment.Īs of February 1, 2022, 42 bills have been signed into law regarding the extent to which employees can be required to receive the COVID-19 vaccine. Nearly every bill pertaining to the rights of current or prospective employees prohibits employers from making vaccination a condition of employment or taking adverse actions based on an employee’s COVID-19 vaccination status. Some legislation would prohibit employer-mandated vaccinations outright, some would permit mandated vaccinations only for employees who work in healthcare facilities or with medically vulnerable populations, and some would expand the federally recognized exemptions to include philosophical objections, objections of the conscience and additional objections for medical reasons. Similarly, many states have executive or administrative actions in effect that bar mandatory vaccination, either generally or as a condition of employment or receipt of services.Ĭurrent and pending legislation varies widely by state in terms of who is shielded from mandatory vaccinations and under what circumstances. However, given the widespread availability of the COVID-19 vaccine, many states have proposed or enacted legislation that prohibits employers from mandating vaccinations or requiring proof of vaccination status. Under federal guidance, private employers can generally require employees to get vaccinated against COVID-19, as long as they comply with federal laws that prohibit discrimination on the basis of religion and disability.
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