Tips for navigating Iowa COVID-19 workplace requirements

At the time of this posting, the Biden administration has rescinded the Occupational Safety and Health Administration’s (OSHA) vaccine-or-test mandate for employers with at least 100 employees. Similar rules for federal contractors remain stayed and could be rescinded as litigation works its way through the courts. A federal shot mandate for healthcare workers is in place. In light of all the litigation as well as changing guidance from the U.S. Centers for Disease Control and Prevention (CDC), what should Iowa employers do next? Here are some insights.

Exemption process

Iowa allows private employers to mandate vaccines but provides a relatively open-ended exemption process for both medical and religious reasons. If you aren’t under a federal mandate for employees to get vaccinated, then you’ll likely need to use the Iowa process and statute to assess any exemption request. Employees who are terminated or voluntarily quit because of the vaccine requirements are eligible for job service benefits.

Many employers have employees who won’t get vaccinated but also refuse to apply for an exemption to the company rules. Currently, you should treat the situation as an internal disciplinary matter. Employees who don’t apply for the exemption and then are let go will likely still qualify for unemployment benefits.

CDC guidance