We've been getting a lot of questions
about the vaccine requirements for
State Employees, school employees,
and healthcare workers, and a lot of
questions about the exemption process.
So we set out to verify this.
What are the approved exemptions when it
comes to the COVID vaccine while there are
two exceptions to the mandate based on
new rules from the Oregon Health Authority,
the first medical exemption,
the second religious exemptions.
But just because you asked for one
does not mean you're going to get one.
So let's kind of break it down.
Here, let's start with medical
exemptions according to Oregon's
COVID vaccination rules,
a person qualifies for a medical
exemption if they have a quote,
physical or mental impairment that prevents
them from receiving a COVID-19 vaccination,
but just saying so isn't enough.
You'll need to prove it by having
a medical provider sign this form,
explaining why you should not
get the COVID vaccine.
For example, someone who is allergic to
components of the vaccine may qualify.
But requesting an exemption again does
not mean it's automatically approved.
All requests will be reviewed by
employers and they could be denied.
Now let's look at religious exemptions
because they are less clear.
Cut.
The state of Oregon says a religious
exemption can be claimed.
If someone has a sincerely held
religious belief that prevents them from
receiving a COVID-19 vaccination in Oregon,
you'll have to fill out this form
describing your religious belief and
how it affects your ability to receive.
A vaccination we talked to
Taylor duty about this,
an attorney at JGH Law who
specializes in employment law.
She says employers are not required
to accept all religious exemption
requests at face value and they
can ask additional questions.
An employer
does have a right to ask. Some follow up.
About the reasonable accommodation
that they employer may be providing
in order to allow that person
not to get vaccinated, they do.
Have the ability to to question.
That person's belief system to
seek additional information, let's
use Portland Public Schools as an example.
Chief Human Resources Officer Sharon
Reese says the district will closely
review every exemption request
we will be reviewing that each
religious exemption that is requested
is based on bona fide beliefs.
Some states are asking additional
questions on the request form itself.
Take a look at this form from the Washington
State Department of Transportation.
It's based on guidance from the
state's Human Resources office,
like Oregon employees who ask for
religious exemption will have to
confirm that their religious belief
prevents them from getting the vaccine.
But the second question is interesting.
It's more controversial.
It asks employees if they have
ever received vaccine or medicine
from a health care provider.
As an adult,
governor Jay Inslee's office said the
religious exemption process is meant
to consider appropriate details.
Regarding how the religious belief
prevents the employee from taking
the vaccine,
Inslee's office said the process
is meant to be interactive and
employees will have a chance
to appeal a rejected request.
In many circumstances,
duty says it's vital that
employers work with employees
who request accommodations.
Employers need to be careful
that employees coming forth.
With sincere, genuine trying to understand
if they qualify for an exemption
or or a reasonable accommodation,
you know to not retaliate against an
employee coming forth in good faith.
OK, our next question. So
what happens if employees don't get
the vaccine or an approved exemption
by October 18th, while according to the
rules they could lose their jobs now,
even those who are granted an exemption
may see their job change, especially
if you're interacting with patients.
Or students on a daily basis.
Employers have an obligation to prevent
the spread of COVID and that could mean
reassigning someone who is unvaccinated.
If you have questions about the vaccine
mandate or exemptions, just let us know.
Easiest way to do that?
Send us an email. Verify at kgw.com.