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Overview

  • The deadline of December 8, 2021 requiring Federal contractor employees to be fully vaccinated against COVID-19 is quickly approaching.
  • The proposed OSHA vaccine mandate for private employers is NOT YET in effect.
  • The EEOC recently updated their Technical Assistance Questions and Answers that address questions about religious objections to employer COVID-19 vaccine requirements and how they interact with federal equal employment opportunity (EEO) laws.

Details:

  • The deadline of December 8, 2021 requiring Federal contractor employees to be fully vaccinated against COVID-19 is quickly approaching.
    • EO 14042, Executive Order on Ensuring Adequate COVID Safety Protocols for Federal Contractors, and the subsequent guidance issued by the Safer Federal Workforce Task Force requires Federal contractors and subcontractors with a covered contract to abide by the following procedures:
    1. COVID-19 vaccination of covered contractor employees, except in limited circumstances where an employee is legally entitled to an accommodation;
    2. Compliance by individuals, including covered contractor employees and visitors, with the Guidance related to masking and physical distancing while in covered contractor workplaces; and
    3. Designation by covered contractors of a person or persons to coordinate COVID-19 workplace safety efforts at covered contractor workplaces.
  • The proposed OSHA vaccine mandate for private employers is NOT YET in effect.
    • The proposed OSHA vaccine mandate would affect private employers with 100 or more employees. OSHA submitted the text of the emergency temporary standard to the Office of Management and Budget for review on October 12, 2021. It is speculated that the mandate will be published and take effect in the near future. Proper preparation will be key to successfully navigating the mandate.
  • The EEOC recently updated their Technical Assistance Questions and Answers that address questions about religious objections to employer COVID-19 vaccine requirements and how they interact with federal equal employment opportunity (EEO) laws.
    • “This update provides employers, employees, and applicants with important assistance when navigating vaccine-related religious accommodation requests,” said EEOC Chair Charlotte A. Burrows. This technical assistance answers COVID-19 questions only from the perspective of the EEO laws. Other federal, state, and local laws come into play regarding the COVID-19 pandemic for employers, employees, and applicants. To read the Technical Assistance, visit the EEOC website.
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About Redstone GCI

Redstone GCI is a consulting firm focused on fulfilling the needs of government contractors in all areas of compliance. With a singular mission to help contractors through the multiple layers of “red tape,” we allow contractors to focus on what they do best – support their mission with the U.S. Government. We are home to a group of consultants made up of GovCon industry professionals, CPAs, attorneys, and retired government audit and acquisition professionals.

Our focus and knowledge of audit and compliance functions administered by DCAA and DCMA will always be at the heart of what we do. However, for the past decade, we’ve strategically grown to support other areas of the government contractor back-office with that same level of focus and expertise. We’ve added expertise in contracts management, subcontract administration, proposal pricing, various software systems, HR and employment law, property administration, manufacturing, data analytics/reporting, Grant specialists, M&A, and many other areas. When we see a trend in the needs of contractors, we act to ensure we can provide the best expertise in the market to fulfill those needs.

One thing our clients can be certain of is that with the Redstone GCI Team in your corner, there is no problem too big and no issue too technical for our team to tackle.

Topics: HR Huddle