As many of you may know, there are basically two exemptions when employers mandate COVID-19 vaccinations: medical and religious. Most of us can wrap our heads around a medical exemption because such exemptions are a little more concrete than their religious counterparts. In this episode, we are going to discuss religious exemptions for the COVID-19 vaccine in some detail. We are going to learn how it applies, what the limitations are, and how HR can interact with employees that claim such an exemption.

I am pleased to be joined today by Morgan E. Geffre (https://www.foulston.com/who-we-are/morgan-e-geffre), an Associate at Foulston’s Employment & Labor Law Practice Group (https://www.foulston.com) in Wichita, Kansas. She assists employers with the review and development of comprehensive employment policies and procedures and proactively researches rapidly evolving issues to help clients stay ahead of developing legal trends. Morgan writes in-depth about relevant legal matters for the Midwest Employment Law Letter and Kansas Employment Law Blog.

For more details on this topic, check out Morgan's recently published article (https://hrdailyadvisor.blr.com/2021/02/08/tips-for-judging-sincerity-of-employees-religious-beliefs).

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