Raeann Burgo was quoted in a recently published SHRM article that discussed updated guidance offered by the Equal Employment Opportunity Commission (EEOC) on how to handle religious objections to COVID-19 vaccinations and requests for accommodation.
When it comes to managing religious obligations, Raeann recommends considering alternative accommodations and undue hardship.
"If an employee has stated a sincerely held religious belief, HR will still need to determine if a reasonable accommodation exists,” she said.
Read the full article in SHRM (subscription required).
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