Tag: NYC

Updates to NYC Private Employer Vaccine Mandate Guidance and FAQs New York City has recently updated the Accommodations Guidance and FAQs for the city's new private employer vaccine mandate. This new mandate became effective on December 27th, 2021, requiring virtually all employers within NYC to establish a mandatory vaccination policy for all workers. Updates to Accommodations Guidance The Accommodations Guidance has been updated to account for additional accommodations provided by the New York City Human Rights Law. This includes accommodations for pregnancy, victims of domestic violence, stalking, or sexual offenses, as well as medical and religious reasons. The guidance also clarifies that the examples of medical exemptions for vaccinations given by New York City and the CDC are those they felt were justified. Additionally, the guidance made some modifications to the language contained in the religious accommodation checklist pertaining to the information that is needed to support requests for religious accommodations. The city suggests that employers complete the checklist to assist them in analyzing requests for religious accommodations. However, the City does remind employers that they will still need to provide individual analysis of requests for religious accommodation for every case regardless of the checklist. FAQ Updates The city has updated its FAQs to account for any confusion employers might have about possible interactions with the Occupational Safety and Health Administration's (OSHA) Emergency Temporary Standards (ETS). The FAQs now clarify that employers covered by the ETS are still required to mandate vaccinations. The only employees that are permitted to enter private workplaces unvaccinated are those that have been granted a reasonable accommodation permitting it or those with a request still pending. Reasonable accommodation may permit an employee to regularly test, wear face coverings, and practice social distancing. Lastly, the updates include six added questions and answers including: Those employees that received their first dose of a two-dose vaccine greater than 45 days ago without receiving their second dose must be excluded from the workplace unless they receive a reasonable accommodation or a second dose. There are no exceptions for specific industries. Employers are not required to verify the vaccination status of fully remote workers. Employers are not required to check the vaccination status of visitors, but those covered by the Key to NYC may be required to check the vaccination status of customers and visitors. Employers may not grant exemptions to vaccination requirements due to the unavailability of vaccines. If an employee is placed on leave or terminated due to refusing to provide proof of vaccination or request a reasonable accommodation, employers are not required to continue paying them. Make sure your company policies are compliant with State law by reading up on fair chance hiring practices. Learn more by downloading our free resource on Adverse Action Notice Protocols in Compliance With FCRA. STAY COMPLIANT WITH YOUR BACKGROUND CHECKS

Tag: NYC

Updates to NYC Private Employer Vaccine Mandate Guidance and FAQs

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