"The federal Equal Employment Opportunity Commission (EEOC) issued new guidance last week and said businesses can require that their employees get the COVID-19 vaccine without violating federal laws."

That is the EEOC's opinion. However, employees are protected by State and Federal Law against being forced to take an experimental "emergency" vaccine.

The EEOC's opinion means nothing. Employers will still be sued for violating an employees legal rights... and the employees will win.

The Epoch Times

Tina Lopez receives her first dose of the COVID-19 vaccine prior to a game between the Milwaukee Bucks and the Brooklyn Nets at Fiserv Forum in Milwaukee, Wis., on May 2, 2021. (Stacy Revere/Getty Images)MORE VACCINES & SAFETY Federal Agency: Businesses Can Make Employees Get COVID-19 Vaccine BY JACK PHILLIPS June 1, 2021 Updated: June 1, 2021 FacebookTweetEmail 271 Shares 201 Comments The federal Equal Employment Opportunity Commission (EEOC) issued new guidance last week and said businesses can require that their employees get the COVID-19 vaccine without violating federal laws.

Other federal laws including the Americans with Disabilities Act (ADA) that prohibits discrimination based on disability, as well as state and local laws may impact whether businesses can mandate their employees to get the vaccine, according to updated guidance posted on the EEOC’s website on May 28.

Employers will also have to make “reasonable accommodations” for workers who can’t or won’t get vaccinated due to religious reasons, pregnancy, or a disability, the EEOC said.

“Federal EEO laws do not prevent an employer from requiring all employees physically entering the workplace to be vaccinated for COVID-19, so long as employers comply with the reasonable accommodation provisions of the ADA and Title VII of the Civil Rights Act of 1964 and other EEO considerations,” said the updated guidance. Meanwhile, laws that are outside the agency’s purview might “place additional restrictions on employers,” it added.

From the EEOC’s viewpoint, the guidance added, “employers should keep in mind that because some individuals or demographic groups may face greater barriers to receiving a COVID-19 vaccination than others, some employees may be more likely to be negatively impacted by a vaccination requirement.”

“The updated technical assistance released today addresses frequently asked questions concerning vaccinations in the employment context,” EEOC Chair Charlotte A. Burrows said in a statement. “The EEOC will continue to clarify and update our COVID-19 technical assistance to ensure that we are providing the public with clear, easy to understand, and helpful information.”

The EEOC’s latest guidance was cited by a Houston Methodist hospital spokesperson, who was responding to a question from The Epoch Times on Sunday about a lawsuit filed by 117 employees of the hospital who alleged that the company mandated that they receive the vaccine or would face termination.

MOST READ Federal Agency: Businesses Can Make Employees Get COVID-19 Vaccine Arizona Governor Vetoes 22 Bills, Including Election Integrity and Anti-Critical Race Theory Legislation “Methodist Hospital is forcing its employees to be human ‘guinea pigs’ as a condition for continued employment,” their lawsuit stated. They wrote that the hospital’s COVID-19 vaccination mandate “requires the employee to subject themselves to medical experimentation as a prerequisite to feeding their families.”

Hospital CEO Marc Boom, in a response to the lawsuit, asserted that most of the employees have received vaccines.

“It is unfortunate that the few remaining employees who refuse to get vaccinated and put our patients first are responding in this way,” Boom said, according to a spokesperson for the hospital system. “It is legal for health care institutions to mandate vaccines, as we have done with the flu vaccine since 2009.”

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... no they cant.. especially an emergency use one

The EEOC really has 'no standing' in this situation, and all they're doing is adding their voice to the narrative.

It's a good thing the EEOC has no governance over our businesses.

EXPERIMENTAL DRUG IS NOT LAWFUL... these idiots must be sued big time.

Private business can do more or less as we please, yeah. You are free to seek employment elsewheres if you don't want to be here; that's our attitude and it should be everyone's I think. However with me it's the other way, I don't wish to hire anyone who took the poisons.

I refuse to hire people with visible tats for instance, because we want a more professional look, the fake vaccines/poisons are like that, if you don't like our policy or cannot comply look for work elsewheres.

Private businesses can have private policies, and we do. There are many many ways we can get where we're going without driving down the middle of the road.... for instance I might not be able to fire you because you took the jab, but I can simply let you go for no stated reason, just don't need you any more. I rarely state precisely why I'm ending someone's employment, if they argue I have files but I just say goodbye and we're done.

The Feds are now trying to tell us we cannot ask about a person's criminal history....well guess what, we still do. I'll ask why the dates on your employment are staggered maybe, or simply run you through background checks, so I don't have to ask you if you were in prison. We still ask it on the form - have you ever been convicted of a crime, and I do mean any crime. Refuse to answer and see how far you make it thru our process.

So what I'm saying is business can do as we owners desire, really, we just might go the back way to get there.

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