Quote:
Originally Posted by astrangerhere
We have a fully fleshed out HR policy for those who request medical or religious exemptions. No one in my office did, but we did have some in other offices statewide who did. If the exemption is granted, that person has to be tested weekly and must mask at all times.
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I'm not talking about medical exemptions. I'm talking about this part: "We require whatever is available for whatever group folks are in."
People who are immunocompromised or are on certain medical treatments have more shots available for them (and this is MUCH more common than genuine medical exemption), so you'd be requiring more shots for them than for others. How do you police that without getting into disability discrimination and medical confidentiality?