Vaccine Mandate Guidelines for Federal Contractors Offer Flexibility

Federal contractors have flexibility to decide how to enforce COVID-19 vaccination mandates for workers, according to new guidance the White House released on Monday.

The Biden administration released the guidance in response for requests on more details regarding the mandate, which the administration issued through an executive order in September. The mandate goes into full effect on December 8, 2021.

The new guidance details issues such as exemptions to the mandate, possible accommodations for those who refuse to be vaccinated, and requirements of employees to verify their vaccination status. The guidance also allows for contractors to establish a timeline for employees whose request for an accommodation is denied.

Senior administration officials say the federal government will allow contractors to determine when an employee has a sincerely held religious belief or medical condition that requires accommodation, CNBC reports. Federal contractors are not required to make a final determination on accommodation requests when an employee begins work.

However, federal contractors must require employees with pending accommodation requests to abide by policies on masking and social distancing while their requests are under review.

The federal contractor guidelines are stricter than the forthcoming vaccine mandate for businesses with 100 or more employees, which allow for regular COVID-19 testing as an alternative to a vaccine. The U.S. Department of Labor is still finalizing those rules. Some businesses have asked for that mandate to be delayed until after the holiday season over concerns about possible supply chain disruptions.