Common use of Vaccination Status Clause in Contracts

Vaccination Status. i. To be considered “fully vaccinated” for purposes of this Agreement, the Producer must verify that an individual received a full course of vaccination using a vaccine approved or authorized for use by the United States Food and Drug Administration (“FDA”) and has passed the applicable waiting period for developing immunity using that vaccine, as recommended by the United States Centers for Disease Control and Prevention (“CDC”).7 ii. A Producer may only inquire regarding a prospective employee’s COVID- 19 vaccination status as follows: (1) On a production that has implemented a mandatory vaccination policy applicable to the position for which the prospective employee is being considered, the Producer may only ask the prospective employee to respond in the affirmative or negative as to whether he/she is fully vaccinated or has a disability or sincerely held religious belief that prevents vaccination until such time as an offer of employment is made. Any offer of employment made to a prospective employee who answers in the affirmative is conditioned on the prospective employee providing proof of vaccination as described below or, if applicable, verification of the prospective employee’s disability or sincerely held religious belief and a determination that a reasonable accommodation can be made for the prospective employee following an interactive process to identify accommodation options that do not pose an undue hardship on the Producer. (2) On a production that has not implemented a mandatory vaccination policy (or when the prospective employee will not be working in a position that is subject to a mandatory vaccination policy), the Producer may not inquire regarding a prospective employee’s COVID-19 vaccination status prior to making an offer of employment. The Producer may require the prospective employee to disclose his/her vaccination status after an offer of employment is made but before commencement of employment (e.g., at the time of a pre-employment COVID-19 test), provided that the offer of employment is not contingent on whether or not the prospective employee is fully vaccinated. iii. A Producer may require a current employee to disclose the current employee’s vaccination status.

Vaccination Status. i. To be considered “fully vaccinated” for purposes of this Agreement, the Producer must verify that an individual received a full course of vaccination using a vaccine approved or authorized for use by the United States Food and Drug Administration (“FDA”) and has passed the applicable waiting period for developing immunity using that vaccine, as recommended by the United States Centers for Disease Control and Prevention (“CDC”).7 ii. A Producer may only inquire regarding a prospective employee’s COVID- 19 COVID-19 vaccination status as follows: (1) On a production that has implemented a mandatory vaccination policy applicable to the position for which the prospective employee is being considered, the Producer may only ask the prospective employee to respond in the affirmative or negative as to whether he/she is fully vaccinated or has a disability or sincerely held religious belief that prevents vaccination until such time as an offer of employment is made. Any offer of employment made to a prospective employee who answers in the affirmative is conditioned on the prospective employee providing proof of vaccination as described below or, if applicable, verification of the prospective employee’s disability or sincerely held religious belief and a determination that a reasonable accommodation can be made for the prospective employee following an interactive process to identify accommodation options that do not pose an undue hardship on the Producer. (2) On a production that has not implemented a mandatory vaccination policy (or when the prospective employee will not be working in a position that is subject to a mandatory vaccination policy), the Producer may not inquire regarding a prospective employee’s COVID-19 vaccination status prior to making an offer of employment. The Producer may require the prospective employee to disclose his/her vaccination status after an offer of employment is made but before commencement of employment (e.g., at the time of a pre-employment COVID-19 test), provided that the offer of employment is not contingent on whether or not the prospective employee is fully vaccinated. iii. A Producer may require a current employee to disclose the current employee’s vaccination status.of