SB1250

THE CONTEXT: Currently, if an employer receives notice from an employee that their sincerely held religious beliefs, practices or observances prevent the employee from taking the COVID-19 vaccination, the employer must provide a reasonable accommodation unless the accommodation poses an undue hardship and more than a de minimus cost to the operation of the employer's business ( A. R.

WHAT THE BILL DID: The final vetoed version would add that an employer must provide a reasonable accommodation, unless it poses an undue hardship, to an employee that gives notice to them that due to their sincerely held religious beliefs, practices or observances prevents them from taking the influenza A or B vaccine, flu vaccine or any FDA emergency use authorized vaccine, remove the exception that allows an employer to not provide an accommodation if it poses more than a de minimus cost to the operation of the employer's business, and forbids an employer from inquiring into the veracity of an employee's religious beliefs, practices or observances beyond what is allowed under federal law and discriminating against an employee regarding employment, wages or benefits based on the employee's vaccination status.

WHY IT MATTERED: The practical reason for this bill was to give the people who rely on the rule clearer information and a defined reporting process. It would add that an employer must provide a reasonable accommodation, unless it poses an undue hardship, to an employee that gives notice to them that due to their sincerely held religious beliefs, practices or observances prevents them from taking the influenza A or B vaccine, flu vaccine or any FDA emergency use authorized vaccine, and would also remove the exception that allows an employer to not provide an accommodation if it poses more than a de minimus cost to the operation of the employer's business, rather than leave the current rule unchanged.