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Arizona to have a Religious Exemption for Vaccines

06 Mar

Update Applicable to:Effective date
All employers with at least 1 worker in ArizonaSee details below

What happened?

Although not a law yet, bill SB 1407 has crossed over to the House for consideration and is expected to move forward in the legislative process.

What are the details?

The bill allows a religious exemption for any vaccine (for emergency use only), and:

  • Prohibits discrimination against an employee regarding employment, wages or benefits based on the employee’s vaccination status, and the veracity of the employee’s religious beliefs, practices, or observances.
  • Keep the request notice confidential and share it only and to the necessary extent to process the request.
  • If the employee objects from taking any vaccine (the bill specifically names COVID-19, Influenza A or B and Flu Vaccines), employer shall provide accommodation.
  • The employer will provide accommodation unless the accommodation would pose an undue hardship.
  • The bill includes a sample form, which contains the minimum requirements of the notice that the employee must provide to the employer.
  • Employers can create an internal database of religious accommodations for internal use only (unless otherwise required by law).

Business Considerations

  • Visit the bill’s official page below to track its progress. If the House completes their Third Reading, which will then move forward to the Governor’s desk, review and update your accommodation policies and procedures to ensure you are prepared to comply with the new regulations.
  • If the bill becomes law, create a template notice that you can be prepared to use in the event an accommodation applicable to the law is needed. To understand what content and structure you will need to have, you can incorporate the form sample included within the bill.


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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