![]() ![]() Failure to adequately document religious exemption requests may subject employers to certain penalties outlined in the Interim Rule including civil monetary penalties, denial of payment for new admissions, or termination of the Medicare/Medicaid provider agreement depending on the type of facility involved. ![]() Employers are required to have a process for collecting and evaluating such requests, including the tracking and secure documentation of information provided by those staff who have requested exemption, the facility’s decision on the request, and any accommodations that are provided. Employers must evaluate religious exemption requests on a case-by-case basis. The Interim Rule requires that employers permit employees to be exempted from the vaccination requirement if the vaccination requirement conflicts with the employee’s sincerely held religious belief, practice, or observance. What is required for employers to comply with the Religious Exemption under the Interim Rule? This article addresses some of the top questions concerning religious exemption requests. Many employees have resorted to the religious exemption to avoid vaccination requirements however, this exemption is narrower than most people realize. ![]() In light of the CMS Interim Final Rule (“Interim Rule”) published on November 5, 2021, qualifying healthcare facilities have been tasked with implementing policies and procedures that ensure their staff are fully vaccinated from COVID-19 unless their employees are exempted from the vaccination mandate due to a qualifying disability or sincerely held religious belief. ![]()
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