Whether you’re part of the “great resignation movement” looking to pursue a new career or you’re currently unemployed, you may have a better chance of landing a job if you’re vaccinated. Two new reports show a surge in the number of job postings within the U.S. and Canada requiring potential employees to have a COVID-19 vaccination.
According to an article published by HR Executive, new data from the job site Ladders revealed a surge in job postings that listed vaccination requirements. The data showed an increase of more than 5,000% since January 2021.
The job site Indeed also reported a rise in job posts requiring COVID-19 vaccines; those types of posts rose by 34% in August compared to the prior month. An even more significant spike included data on job posts that listed non-specific vaccination requirements, meaning they were not COVID specific. Those types of listings jumped by 90% in the same time period.
Meanwhile, major employers like Walmart, Google, Tyson Foods and United Airlines have recently announced vaccine mandates for some or all of their workers. United became the first airline to mandate the COVID vaccine for its employees. The Pentagon also said vaccines would be mandatory for service members by mid-September.
So is all of this legal? According to the U.S. Equal Employment Opportunity Commission, it is legal for employers to mandate COVID vaccinations for employees with certain exceptions. Here’s a summary of the most recent EEOC guidelines for vaccination requirements in the workplace:
- Federal EEO laws do not prevent an employer from requiring all employees entering the workplace to be vaccinated for COVID-19 (this does not include those who meet exception requirements.)
- Employers are still required to provide accommodations for employees who are exempt from mandatory immunization based on the Americans with Disabilities Act, Title VII of the Civil Rights Act, and other federal laws.
- Employers should keep in mind that some individuals or demographic groups may face greater barriers to receiving a COVID-19 vaccination than others, and some employees may be more likely to be negatively impacted by a vaccination requirement.
- Federal EEO laws do not prevent or limit employers from offering incentives to employees for getting vaccinated as long as the incentives are not coercive.
- Employers may provide employees and their family members with information to educate them about COVID-19 vaccines and raise awareness about the benefits of vaccination.
Experienced Employment Law Attorney, Mediator, Arbitrator, Investigator, Legal and Media Commentator
Twice-named a U.S. News Best Lawyer in America for employment and labor law, Angela Reddock-Wright is an employment and labor law attorney, mediator, arbitrator, and certified workplace and Title IX investigator (AWI-CH) in Los Angeles, CA. Known as the “Workplace Guru,” Angela is an influencer and leading authority on employment, workplace/HR, Title IX, hazing, and bullying issues.
Angela is a regular legal and media commentator and analyst and has appeared on such media outlets as Good Morning America, Entertainment Tonight, Law and Crime with Brian Ross, Court TV, CNN, NewsNation, ABC News, CBS News, Fox 11 News, KTLA-5, the Black News Channel, Fox Soul – The Black Report, NPR, KPCC, Airtalk-89.3, KJLH Front Page with Dominique DiPrima, the New York Times, the Washington Post, the LA Times, Forbes.com, Yahoo! Entertainment, People Magazine, Essence Magazine, the Los Angeles Sentinel, LA Focus, Daily Journal, Our Weekly and the Wave Newspapers.
Angela is a member of the panel of distinguished mediators and arbitrators with Judicate West, a California dispute resolution company. She also owns her own dispute resolution law firm, the Reddock Law Group of Los Angeles, specializing in the mediation, arbitration, and investigation of employment discrimination, harassment, retaliation, and other workplace claims, along with Title IX, sexual harassment, assault, and misconduct conduct cases, along with hazing and bullying cases in K-12 schools, colleges and universities, fraternities and sororities; fire, police and other public safety agencies and departments; and other private and public sector workplaces.
For more information regarding resources for employers, businesses, and employees during this time, connect with her on LinkedIn for new updates, or contact her here. You may also follow her on Instagram.
This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.