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Atria Senior Living, a large operator of independent living, assisted living, and other senior living facilities, is requiring more than 10,000 US employees to get the COVID-19 vaccine.
Atria CEO John Moore told Business Insider that requiring the vaccine is the responsible thing to do to stop the spread of the coronavirus among staff and residents.
Several other long-term care companies told Business Insider they are not mandating the coronavirus vaccine.
Employers can require staff to give COVID-19 shots without running afoul of the law, according to federal guidance, and more employers are expected to follow in Atria s footsteps.
Can Employers Require You to Get The Vaccine… Or Else? gobankingrates.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from gobankingrates.com Daily Mail and Mail on Sunday newspapers.
Criminal backgrounds
One part of the bill, called the Employee Background Fairness Act, calls for strictly limiting the ability of employers to use a personâs criminal history to deny someone a job or take any other adverse action unless there is a âdirect relationshipâ between the conviction and the job, or if there is a specific federal, state or local law prohibiting the employment of such a person.
It also contains similar language regarding housing in buildings under the jurisdiction of public housing authorities.
âIt s just important to note that 55% of Illinois adults have a criminal record, and an applicant with a record is 50% less likely to get a callback for a job offer or an interview than an individual who does not,â said Matt Smith of Cabrini Green Legal Aid. âSo what we see is that just routinely, people who ve been caught up in the criminal legal system, sometimes decades prior, continue to face huge and insurmountable challenges in ge
Dive Brief:
The operators of a defunct Illinois Harley-Davidson dealership have agreed to pay $193,750 to a former employee to settle charges brought by the U.S. Equal Employment Opportunity Commission (EEOC) that she was subjected to sexual harassment and retaliation.
The employee was subjected to harassment that included repeated propositions for sex, constant commentary on her body, including requests to wear more revealing work apparel, and sharing numerous, unwanted and graphic sexual images and videos, the agency alleged. When the worker complained, the dealership changed her work hours in a way that interfered with her childcare availability and then fired her for fabricated reasons, according to the EEOC.