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With distribution of COVID-19 vaccines moving ahead full-steam, an end to the pandemic may be in sight in the coming months. However, what is collectively known as the “new normal” still comes with a minefield of unanswered questions, particularly for employers, and the vaccine issue is no different.
Contending with the polarization of vaccine skepticism and the country’s desire to return to “normal” in the wake of a global pandemic, many are wondering: Can employers require employees to get vaccinated against COVID-19?
Guidance from the federal Equal Employment Opportunity Commission (EEOC) may suggest that the answer is yes, but the current legal context for COVID-19 vaccines is different from ordinary, time-tested vaccines. Employers should therefore carefully consider their potential legal liability if they impose such a requirement prior to full approval of any such vaccines from the Food and Drug Administ
Government to introduce powers necessary to manage COVID-19 with decrees on use of powers under Emergency Powers Act
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What You Can Do if You Are Injured by a COVID-19 Vaccine – NBC10 Philadelphia
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3 Dozen Cases of Spontaneous Miscarriages, Stillbirths Occurring After COVID-19 Vaccination
Thirty-four cases of pregnant women experiencing spontaneous miscarriages or stillbirths after receiving a COVID-19 vaccine have been submitted to the Vaccine Adverse Event Reporting System (VAERS).
VAERS is a passive reporting system that allows people to submit a report of an adverse event after vaccination and is run by the Food and Drug Administration (FDA) and the Centers for Disease Control and Prevention (CDC). Research funded by the CDC has shown that fewer than 1 percent of reactions from vaccinations are being reported on VAERS.
Reports made to VAERS do not necessarily mean that a vaccine caused the event or reaction. Miscarriages are labeled as spontaneous abortions or abortions in the reporting system.