An employer can ask but they do not have a right to know. You have to provide that information freely. The employer can always find some other reason to state for letting you go so I think the best (this is just my opinion, I''m not a lawyer) is to know the protections from forced vaccination provided under the Emergency Use Authorization and point any employer that still thinks they can force it on you to the OSHA website were it spells out the liability an employer has to shoulder if an employee is coerced into getting the vaccine and then suffers damages as a result of the vaccine.
Direct from the OSHA website:
"If you require your employees to be vaccinated as a condition of employment (i.e., for work-related reasons), then any adverse reaction to the COVID-19 vaccine is work-related. The adverse reaction is recordable if it is a new case under 29 CFR 1904.6 and meets one or more of the general recording criteria in 29 CFR 1904.7."
An employer can ask but they do not have a right to know. You have to provide that information freely. The employer can always find some other reason to state for letting you go so I think the best (this is just my opinion, I''m not a lawyer) is to know the protections from forced vaccination provided under the Emergency Use Authorization and point any employer that still thinks they can force it on you to the OSHA website were it spells out the liability an employer has to shoulder if an employee is coerced into getting the vaccine and then suffers damages as a result of the vaccine.
Direct from the OSHA website:
"If you require your employees to be vaccinated as a condition of employment (i.e., for work-related reasons), then any adverse reaction to the COVID-19 vaccine is work-related. The adverse reaction is recordable if it is a new case under 29 CFR 1904.6 and meets one or more of the general recording criteria in 29 CFR 1904.7."