Over the past nearly two years, there has been an onslaught of changes in the world. Some of these affect the employment sector. If your employer has told you that they require you take the COVID-19 vaccine, you may be wondering if you have any rights to stand up against this or if there are alternatives. The following guidelines and tips should give you a better understanding of workers’ rights regarding the vaccine under Nevada employment law.
Policy on Vaccination
Covered employers under the Emergency Temporary Standard must establish, implement, and enforce a written mandatory policy regarding the COVID-19 vaccination. There is an exception for employers who make it a point to establish, implement, and enforce a written policy requiring that employees who are not vaccinated undergo COVID-19 testing on a weekly basis as well as wear a face covering if they have not had the vaccine.
Determination of Vaccination Status for Employees
Under the ETS, covered employers must determine each employee’s vaccination status, request acceptable proof of vaccination status, and maintain records as well as a roster of their statuses.
Employer Support to Obtain the COVID Vaccine
Under the ETS, covered employers have to support vaccination by offering their employees with adequate time, which includes up to four paid hours at their regular rate of pay. They also need to give paid sick leave and a reasonable amount of time if an employee has side effects from the vaccine.
COVID Testing for Employees Not Fully Vaccinated
The ETS requires that covered employers ensure testing for COVID-19 on at least a weekly basis if they are in the workplace at least once per week and have not fully been vaccinated. Employers aren’t required by ETS to pay for costs that are associated with testing, although there may be collective bargaining and other collectively negotiated agreements, laws, and regulations that require the employer to pay for testing. An employer always can decide to pay the costs for testing on a voluntary basis.
How can a Las Vegas attorney help with your COVID vaccine requirement concerns?
When it comes to an employer making a COVID-19 vaccination mandatory to remain an employee, you may be a bit confused on what this means. You can enlist the help of a NV employment attorney from Boyack Law Group for your questions and concerns. You can explain the specific details of your situation and then this professional can assist you with understanding the workers’ rights that apply. You don’t have to worry about your situation and play guessing games over what exactly you’re supposed to do. You can avoid doing something that brings you discomfort.
This lawyer can help by looking over the written policy that’s been provided to you by your employer. You deserve to know what the policy means and how it applies to you. NV employment attorneys are willing and able to work through the jargon to understand what’s involved in it. Then, they’ll talk over what your options are and any remedies you have if you’ve been treated unfairly. Everyone must be on the same page in the workplace, and this just isn’t always the case. One of the expert Las Vegas employment attorneys at Vegas Employment Law can help make it easier to navigate this tricky landscape so that you’ll feel better about any decisions that you make.
Seek Assistance from a Legal Professional in Nevada Today
You can find a legal team who you trust at Boyack Law Group. If you have any issues with your employer regarding their actions or your employer questioning your own actions, it’s in your best interest to speak with a Las Vegas employment attorney.
Please call Las Vegas Personal Injury Attorney Bryan Boyack at the Boyack Law Group for more info on how we can help. Call now