How To Handle Exemptions And Leaves For Mandated Vaccines

On-Demand
$189.00
Training Includes:
  • 1.5 HRCI, 1.5 SHRM
  • Certificate of Attendance
  • All resources and training materials
  • An on-demand recording will be available after the live presentation.

COVID-19 and human resources expert Teri Morning will give you an up-to-the-minute update on how the new regulations affect accommodations, exemptions, and leaves. Now is the time for you to discuss, introduce, implement, enhance, or edit your organization’s current vaccination and COVID-19 safety programs.

Topics Covered:

  • What is considered a religion when justifying a religious exemption?
  • What should your exemption and accommodation processes entail?
  • What 12 mistakes should you avoid when responding to COVID-19 requests?
  • May employees take leaves for vaccination and recovery?
  • How does FMLA cover COVID-19?

Training Overview

Vaccine/testing mandates can still take effect. Learn how to handle requirements, exemptions, and leaves.

Even without OSHA’s emergency temporary standard (ETS), employers can still require vaccination or weekly testing. Most employers want to institute some type of vaccine program, even if the Supreme Court blocked OSHA’s ETS. Just because the ETS was blocked doesn’t mean employers have no safety obligations related to COVID-19.

Vaccine programs can be an important tool to lessen employee and customer concerns and ensure business continuity. It is essential to establish informed policies and procedures including how to handle exceptions and noncompliance. 

You need to know how to respond to unique employee situations, including religious and medical exemptions, leaves to address vaccination side effects, conflicts between vaccinated and unvaccinated colleagues, and countless other scenarios. It is essential to establish informed policies and procedures now so you will be prepared to address the flurry of exceptions that will arise in the weeks ahead.

  • What is considered a religion when justifying a religious exemption?
  • What should your exemption and accommodation processes entail?
  • What 12 mistakes should you avoid when responding to COVID-19 requests?
  • May employees take leaves for vaccination and recovery?
  • How does FMLA cover COVID-19?

Who Should Attend?

  • Small business owners
  • Safety staff
  • Plant managers
  • Human resources professionals
  • Employee relations staff
  • Benefits administrators
  • Payroll managers
  • Location managers
  • Division supervisors
  • Store managers
  • Branch managers
  • Location managers
  • Division supervisors
  • Supervisors
  • Managers

 

 

 

Expert Presenter

Teri Morning

  • Specializes in solving company people problems and providing big company style HR service to small business
  • Over 20 years of experience in human resources and training
  • Certified in mediation skills, project management, and IT management
  • Myers-Briggs practitioner
  • Has held the PHR, SPHR, SPHR-CA, and SHRM-SCP certifications
  • Master’s degree in human resource development with a specialization in conflict management
  • MBA

Credits

  • This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
  • This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.

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