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Employer mandating

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Knowing this, I wonder how people will feel about the nonprofit Physicians Committee for Responsible Medicine’s (PCRM) decision to bar anything but vegan fare in its office?

For those unfamiliar with a vegan diet, it shuns all animal products, including eggs and butter.

on a lawsuit the EEOC filed against a Pennsylvania hospital, alleging that it unlawfully fired six employees after denying their request for a religious exemption from the flu vaccine. Under the decree, if the Health Center chooses to require employee influenza vaccination as a condition of employment, it must grant exemptions from that requirement to all employees with sincerely held religious beliefs who request exemption from the vaccination on religious grounds unless such exemption poses an undue hardship on the Health Center’s operations, and it must also notify employees of their right to request religious exemption and establish appropriate procedures for considering any such accommodation requests.

In addition to requiring monetary relief and offers of reinstatement for the six employees, the consent decree contains multiple injunctive components.

I’ve yet to talk with someone about employee wellness without hearing about how an employer allows — if not actually provides — donuts or cupcakes or something similar at meetings.

The underlying message is this: the employer can’t be very serious about wellness if they’re still offering such junk food regularly. The comments on a post about junk food-free workplaces suggests barring people from bringing in their own food is simply a bridge too far.

by Lonnie Golden and Helene Jorgensen Over the last two decades, American workers have been clocking more and more hours on the job, and they now work more hours than workers in any other industrialized country.

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The government regulates the insurers and operates a risk equalization mechanism to subsidize insurers that insure relatively more expensive customers.And unlike with tobacco users, being non-vegan doesn’t impact the health of your co-workers.PCRM is doing more than practicing what it preaches.The decree also requires that when considering requests for religious accommodation, the Health Center must adhere to the definition of “religion” established by Title VII and controlling federal court decisions, a definition that forbids employers from rejecting accommodation requests based on their disagreement with an employee’s belief; their opinion that the belief is unfounded, illogical, or inconsistent in some way; or their conclusion that an employee’s belief is not an official tenet or endorsed teaching of any particular religion or denomination.While Title VII does not prohibit health care employers from adopting seasonal flu vaccination requirements for their workers, those requirements, like any other employment rules, are subject to the employer’s Title VII duty to provide reasonable accommodation for religion.In that context, reasonable accommodation means granting religious exemptions to employees with sincerely held religious beliefs against vaccination when such exemptions do not create an undue hardship on the employer’s operations.