(07-25-2021, 08:27 PM)RicoTx Wrote:

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


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.

So how the [BLEEP] does this say they can't require employees to be vaccinated?  Are you trying to assert it's a disability?  LOL

Your anger exceeds your comprehension skills.  LOL.

I specifically state that the EEOC has not yet ruled on covid vaccination obligations/permissions/rights.  They have, however, published rules on covid anti-bodies and employers are NOT allowed to ask about anti-body status with an employee.  As the whole purpose of vaccinations are to trigger an anti-body response before you get an infection of one virus or another, the anti-body ruling is indicative of what the EEOC may rule on vaccines.

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