(07-25-2021, 08:22 PM)OzJohnnie Wrote:

(07-25-2021, 07:50 PM)RicoTx Wrote: The NFL is a private business.  They have a right to enforce whatever rules they want with their employees.  My company is doing it.

Aside from that, how the [BLEEP] is this thread still open?  This has nothing to do with Luton and there's a thread dealing with this [BLEEP] in the political session.  If you want to argue about this, go there.  Don't pollute this forum with the swill from that one.

I would merely like to point out that a private business does not "have a right to enforce whatever rules they want with their employees."  US labor law has a very well-defined and surprisingly intrusive set of rules, regulations and laws which restrict employer-employee contracts.

https://www.eeoc.gov/prohibited-employme...spractices

Quote:Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The law forbids discrimination in every aspect of employment.

Specific rules as to CV-19 are listed here: https://www.eeoc.gov/wysk/what-you-shoul...r-eeo-laws

The rules are quite detailed and restrictive in terms of whether and when an employer can inquire about an employee is currently infected with CV-19.  An employer may not ask about CV-19 antibody status.  The EEOC is yet to publish rulings on vaccination status but you would expect vaccine rules to be similar to anti-body rules.  So I would guess the EEOC will either not allow employers to enquire about vaccination status or change the antibody rules.  Who knows when the gov't will publish their new rules.