When a group of employees applied for religious exemption after the deadline, the hospital denied their request and later fired some of the employees. The hospital’s policy required employees to receive a flu vaccination annually by no later than December and further provided that any requests for exemptions made after September 1 st would be denied as untimely. Among the claimants are a Christian intake clinician and a Muslim psychiatric technician. In the lawsuit, the Equal Employment Opportunity Commission (EEOC) claims that Mission Hospital in North Carolina violated Title VII in failing to accommodate employees’ religious beliefs and firing them for refusing vaccination. A recent lawsuit alleging religious discrimination, however, highlights the importance of a cautious and flexible approach to vaccination policies where religious beliefs might be implicated. For one reason or another, many employers have instituted policies requiring employees to receive the vaccine. health care workers get vaccinated annually against influenza, the latest data show that only 64 percent of them get the vaccine. While the Centers for Disease Control and Prevention recommends that all U.S. Vaccine coverage has also become a matter of increasing public concern. It poses a health risk that no business can take lightly, and those in the health care or child care fields, for example, face especially high stakes in deciding how to mitigate the risk of infection. Even with the peak of the influenza season behind us, employers have good reason to be concerned about the flu in the workplace.
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