The EEOC has issued guidance that permits mandatory vaccination policies—whether someone is vaccinated is not a protected category.
Where does the EEOC list the word non-approved? The vaccine is in widespread use.
I guess someone will have to make a court challenge.
The EEOC can't override the FDA or the FD&CA. All this is saying is that the EEOC doesn't have rules against vaccine mandates. If I'm not mistaken EEOC is authorized by the Civil Rights Act, and the Civil Rights Act has plenty of rules that prevent employers from mandating vaccination. If I were to challenge a vaccine mandate, it wouldn't be through the EEOC. Although if vaccine mandates proved to be discriminatory against minorities, then the EEOC would be in a bind.
EEOC back tracks real fast after all the businesses who followed their advice have been getting sued. Lol. Zub FTW!
The U.S. Equal Employment Opportunity Commission (EEOC) recently updated its guidance on workplace COVID-19 vaccination policies. Although some compliance questions remain unanswered, the agency provided anticipated clarification for employers.
www.shrm.org
"Be mindful that this guidance is
not legal advice or a one-size-fits all answer for every company on how to handle things," said Adam Kemper, an attorney with Kelley Kronenberg in Fort Lauderdale, Fla. "Look at your current operations,
the laws in your jurisdiction, as well as this guidance."
"3. Beware of Disparate Impact
"Disparate impact" means that a seemingly neutral policy is discriminatory in practice based on age, national origin, race, color, religion, sex or another protected category.
"Employers should keep in mind that because some individuals or demographic groups may face greater barriers to receiving a COVID-19 vaccination than others, some employees may be more likely to be negatively impacted by a vaccination requirement," the EEOC cautioned.