The COVID-19 pandemic has completely shifted the workplace for employees across the country. Federal employees are required to take the COVID-19 vaccination to stop the spread of the virus. However, there are a few exceptions for employees with certain religious beliefs and disabilities. Our federal employment law attorneys explain what requirements are needed for a disabled employee to be exempt from taking the COVID-19 vaccine.
Disabled Workers & COVID-19 Vaccinations
Employees with medical conditions may be exempt from the COVID-19 mandate if they can show proof that taking the vaccine will affect their condition. Under the Americans with Disabilities Act (ADA), employers can require employees to provide a note from a medical provider explaining the employee’s disability or medical condition that prevents them from doing their jobs unless they receive “reasonable accommodations.”
If you are able to provide evidence of your disability, your employer should recognize it as an accommodation request under the ADA. After analyzing your reasonable accommodation request, your employer may exclude you from the workplace. This doesn’t mean that the employer has a right to fire you, but they might ask you to work remotely to reduce the spread of COVID-19 as an unvaccinated worker.
How Should I Request Reasonable Accommodation for the COVID-19 Vaccine?
If your doctor has advised you against taking the COVID-19 vaccine but your employer has made it mandatory, you can request to be exempt from taking the vaccine. If your case doesn’t cause undue hardship to the workplace, your employer should be able to accommodate your request. However, requesting reasonable accommodation can be a complex process. How you proceed will ultimately affect the outcome of your case. Our team at Pines Federal can guide you through the process to ensure that your rights are protected.
Contact our federal employment law attorneys today at (888) 898-9902 to schedule a consultation!