On December 6, 2021, Mayor DeBlasio announced that New York City would be mandating that private employers require that their employees be vaccinated by December 27, 2021 in order to work in workplaces in the City. The City has now issued its Frequently Asked Questions (FAQs) concerning this mandate.
As explained in the FAQs, the vaccine mandate applies to all employers with “workplaces” within New York City. A workplace is defined as “any place where work is performed in the presence of another worker, or member of the public.” The mandate makes no distinction between indoor or outdoor workplaces.
The mandate requires that every employer in the City obtain proof of vaccination from its workers and maintain records of employee vaccination status. Any employee who does not provide proof of vaccination must be excluded from the workplace. Employees who have received one dose of a two dose vaccine, may report to work but must provide proof of the second vaccine dose within 45 days of receiving their first dose.
Exemptions from the mandate are permitted for employees who are granted a reasonable accommodation for religious or medical reasons. Employees seeking a reasonable accommodation must request one by December 27, 2021. Employers may permit workers who have sought a reasonable accommodation to continue coming into the workplace while their request is pending.
Because this mandate becomes effective on December 27th, employers should immediately begin to implement policies for the vaccine mandate, including notifying employees who will seek a reasonable accommodation of the need to do so by December 27, 2021.
Businesses that refuse to comply with the vaccine mandate are subject to a fine of $1,000 and increasing penalties if violations persist.
If you have questions about compliance with New York City’s vaccine mandate or your business’s other employment practices, please contact us at (201) 345-5412 / (646) 503-5358 or through our online scheduling system to schedule a complimentary consultation.
Information contained in this blog is provided for informational purposes and does not constitute legal advice or opinion. You should consult with an attorney regarding the specifics of your matter or legal issue.