Chamber Case 2347 would ensure that individuals have the right to determine whether obtaining a vaccine is in their own medical interest without compromising their “livelihood, ability to attend school, or freedom of movement.” The bill would also require individuals to provide informed consent prior to vaccination and prohibit employers from asking health care providers to promote a COVID-19 vaccine. Under the bill, private companies would be prohibited from requiring or forcing individuals to receive a vaccine. The bill was referred to the Health Financing and Policy Committee on March 22, 2021. In the following, we break down by type and specification of requirement which states have issued warrants or prohibitions under what circumstances. We also highlight some interesting reservations that States have made in the context of their mandates or prohibitions. Hyperlinks are included for reference and other documents. Because this is changing rapidly, the information below applies as of today`s release date: February 9, 2022. Assembly Bill 2081 would amend existing law to require the Commissioner of the New York Department of Health and Human Services to prescribe a COVID-19 vaccine to people living or working in inpatient health facilities. The bill was resubmitted to the Health Committee on January 5, 2022.
House Bill 2043 would impose liability on employers who refuse religious exemptions from the COVID-19 vaccine and require vaccination as a condition or condition of employment. Employers who break the law will be liable for damages resulting from a significant injury caused by receiving a COVID-19 vaccine. The bill received “Do Pass” recommendations from majority and minority factions on February 8, 2022. Senate Bill 1053 would require employers to grant a religious exemption from a COVID-19 vaccination requirement for employees` sincere religious beliefs, practices or customs. The bill was referred to the Trade and Regulation Committees on January 10, 2022. The Rhode Island Department of Health has released a FAQ about its vaccination mandate, which applies to “all state health professionals at RIDOH-approved health facilities (Eleanor Slater Hospital, State Health Laboratories, and veterans` home). and licensed health care providers in all other government entities. Vaccinations of covered health workers must be completed by 1 October. There is an exception for medical reasons, but not for religious reasons. According to the governor`s announcement and Executive Order in Council 2021-058 (available here), all officials must receive their first dose of the vaccine by August 16 and complete vaccination by September 30. “All unvaccinated employees (exempt or non-exempt) must present a negative COVID-19 test result each week or a positive result with a medical certificate attesting that it is not contagious.” With a large unvaccinated and vaccine-averse population still in Maryland and the United States, this issue is likely to raise a number of questions and concerns.
House Bill 1547 prohibits the state, state agencies and institutions, state political divisions, and state and local officials from requiring a person to receive a COVID-19 vaccine or vaccine. These agencies or institutions may not require vaccination as a condition of education, employment, entry, receipt of services or issuance of a licence, certificate or permit. In addition, these agencies or entities must not discriminate against or coerce people who reject a COVID-19 vaccine by denying them opportunities for advancement, wage increases or insurance discounts. State-controlled or state-controlled medical facilities are not prohibited from providing incentives to people receiving a COVID-19 vaccine, but they must seek approval from the Legislative Council to require individuals to receive a COVID-19 vaccine. The law was signed on April 28, 2021 and came into force immediately. Bill 643 would give individuals the right to reject the state`s mandatory vaccination guidelines. Under the bill, parents would be allowed to refuse to vaccinate their children and employers would be able to refuse to vaccinate their employees. The bill would provide that people who refuse mandatory vaccinations would not be subject to penalties, litigation or sanctions from the state. The bill was reintroduced on January 5, 2022 as a transfer law from the previous session. Executive Order 2021-38 prohibits state agencies in the Governor`s Office from requiring employees to receive a COVID-19 vaccine.
In addition, the order directs state agencies to notify the governor and attorney general of the state of the Biden administration`s communications or instructions regarding COVID-19 vaccination requirements. The Ordinance came into force on November 4, 2021 and will remain in force until it is revoked, repealed or amended. States that require booster vaccines or “current vaccination status” for health care workers: House File 902 allows workers to apply for an exemption from employer-imposed vaccination requirements by stating that receiving the vaccine would be detrimental to the health and well-being of the employee or a person residing with the employee; or (ii) conflict with the principles and practices of the employee`s religion. In addition, employees who are dismissed from the employment relationship because they refuse to comply with an employer`s mandate are still entitled to unemployment benefits. The law entered into force on 29 October 2021. Executive Order 2021-21 prevents state and local governments from requiring a person to receive a COVID-19 vaccine, with the exception of health facilities licensed under state law. The Ordinance entered into force on 15 December 2021. House Bill 1229 would require employers who have COVID-19 vaccine requirements to waive requirements for employees who request waivers for a medical, religious or pre-COVID-19 infection and submit certain statements to their employer. The bill was referred to the Employment, Labour and Pensions Committee on 6 January 2022. On Oct.
22, the governor issued Executive Order 2021-28, which imposes vaccination or testing requirements on people working in licensed daycares.
