Page | 5
Updated September 3, 2021
recommends districts update their existing and upcoming job postings and offer letters, notify
active applicants for open positions about the new requirement, and put a plan in place for
verify the vaccination status of new employees.
Exemptions and Accommodations
Who is responsible for reviewing and approving requests for medical or
religious accommodations?
At a school district, the Human Resources department should be responsible for reviewing,
approving, and communicating approval of medical and religious accommodation requests. The
department should follow a standard process for every request, and should examine each
request on its own by analyzing the specific facts surrounding the request.
What qualifies as a “sincerely held religious belief” that may prevent an
employee from being vaccinated against COVID-19?
Under federal and state law, “religion” is broadly defined. It includes traditional, organized
religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism. The law includes
religious beliefs that are new, uncommon, not part of a formal church or sect, individualistic, or
only held by a small number of people. Moral or ethical beliefs about what is right and wrong,
which are sincerely held with the strength of traditional religious views, may meet the definition
of a sincerely held religious belief. However, social, political, or economic philosophies, or
personal preferences, are not "religious" beliefs under the law. Please see the Guidance for
School Districts on Evaluating Religious Accommodation Requests for more information.
How can employees request a religious exemption?
To request a religious accommodation/exemption, employees must complete the form provided
by their school district and/or actively participate in the interactive accommodation process with
a Human Resources representative. The Governor’s order requires employees seeking a religious
exemption to explain the way in which the requirements of the order conflict with their sincerely
held religious belief, practice, or observance. Employees should contact their employer to ensure
they are utilizing the correct form and process.
Can a district request proof of an employee’s religious affiliation?
According to the U.S. Equal Opportunity Employment Commission (EEOC), employers should
ordinarily assume that an employee’s request for religious accommodation is based on a
sincerely held religious belief. If an employer has an objective basis for questioning either the
religious nature or the sincerity of a particular belief, observance, or practice, the employer
would be justified in seeking additional supporting information. Please see the Guidance for
School Districts on Evaluating Religious Accommodation Requests for more information.