Insights

• Unvaccinated individuals are prohibited from entering public indoor spaces in some states (i.e. New York).
  • Some exceptions are allowed if individuals provide proof of a recent negative Covid-19 test and or maintain mask wearing throughout their time instead (with the exception of eating or drinking indoors). *Check with your local health departments to view guidelines specific to you.
• Unvaccinated individuals in some states are required to maintain mask wearing at work, school, all indoor spaces and all public transportation. *Unless specified otherwise
• Unvaccinated individuals are required to receive reoccurring antigen testing to attend work or school and show proof of a negative test. *Frequency varies depending on national, state, or local guidelines.
• Unvaccinated individuals flying domestically out of NYS are recommended to have a pcr test prior to & post traveling.
• Unvaccinated individuals flying internationally out of NYS are required to receive a negative PCR test prior to & post traveling.
• Unvaccinated individuals attending public venues must show proof of a recent negative Covid-19 antigen test & wear a mask inside.

2022 Vaccination Guidelines:

• • December 2021: COVID-19 vaccination proof requirements will be expanded to include younger children and to require full vaccination:
    
    • Children: Starting December 14, 2021, children ages 5 to 11 will be required to have proof of vaccination for all public indoor activities. They must show they have received at least one dose of a vaccine.
    • Full Vaccination: Starting December 27, 2021, people 12 and older participating in public indoor activities will be required to show proof they have received two vaccine doses, except for those who have received the one dose of the Johnson & Johnson vaccine. *Vaccinated individuals must have proof of vaccination (hard copy, photo or electronic) & an ID to match the information

Private Employers:

• • As of Dec. 27, 2021 All private employers in New York City will have to require their workers to get vaccinated against COVID-19. This mandate will apply to workers at approximately 184,000 businesses throughout the state.

Restrictions for Unvaccinated Individuals:

• • Unvaccinated individuals flying domestically out of NYS are recommended to have a pcr test prior to & post traveling.
  • Unvaccinated individuals flying internationally out of NYS are required to receive a negative PCR test prior to & post traveling.
  • Unvaccinated individuals attending public venues must show proof of a recent negative Covid-19 antigen test & wear a mask inside.
  • The ability to upload your vaccination & booster information
  • The organizer has an overview of all vaccinated & boosted users (employers, students, healthcare workers, attendees).
  • Detailed data & analytics tracking customizable to what’s most important to you.
  • Effectively Communicate with your users via email or SMS with CrowdPass’ customizable messenger hub.
  • The Ability to create and implement daily, or weekly wellness check questionnaires

General Information:

• • • All COVID-19 restrictions have been lifted for vaccinated individuals including capacity & travel guidelines (unless otherwise specified) – must have proof of vaccination.
    • Individuals fully vaccinated for 6+ months are being urged to get boosters, but this is not a mandatory action at the present time.

Overview:

• Federal, state, and local authorities have announced that they are requiring certain categories of workers to be vaccinated.
• Under these types of mandates, workers who decline vaccination must comply with measures that do not apply to their vaccinated counterparts, such as weekly COVID-19 testing and/or mask wearing.

By State:

• Alabama:
  
  • The Alabama legislation, which took effect immediately, requires that employers mandating COVID-19 vaccines give workers the opportunity to request an exemption, and bars employers from firing anyone who makes that request for a specified period during consideration and/or denial of an exemption request, and, if denied, potentially an appeal to the state.
• Florida:
  
  • The new Florida law notes private employers may require employees to be vaccinated. However, a private employer may not impose a COVID-19 mandate without providing individual exemptions allowing an employee to “opt out” of such mandate based on one of five reasons; Medical, Religion Covid-19 Immunity, Periodic Testing, User of Employer-Provided PPE.
• Iowa: 
  
  • It is required that employees receive the COVID-19 vaccine, unless exempt by waiver:
    
    • HF 902 allows Iowa employees to seek a waiver from an employer’s COVID-19 vaccine mandate by providing a statement that receiving the vaccine would be injurious to the health and well-being of the employee or an individual residing with the employee.
• Kansas:
  
  • If an employer implements a COVID-19 vaccine requirement, HB 2001 requires exemptions for employees and applicants who submit a written waiver to the employer stating that complying with the mandate would
    
    • Endanger the life or health of the employee or an individual (must be signed off by an authority figure or physician).
    • Violate sincerely held religious beliefs of the employee, as evidenced by an accompanying written statement signed by the employee.

• North Dakota:
  
  • Lawmakers pass a bill to limit employer-issued vaccine mandates;
    
    • Employers who require the COVID-19 vaccination for workers will have to offer a wide range of opt-outs, including allowing employees to regularly test for COVID-19, prove they have antibodies built up or claim medical, religious or philosophical exemptions.
• New York:
  
  • As of Dec. 27, 2021 All private employers in New York City will have to require their workers to get vaccinated against COVID-19. This mandate will apply to workers at approximately 184,000 businesses throughout the state.
  • The city will offer exemptions for private employees with valid medical or religious reasons
    
    • Whether businesses could face fines or inspections if they failed to follow the new rules has not been announced yet.
• Tennessee:
  
  • Private employers who employ one or more employees within Tennessee, governmental entities, and schools are prohibited from requiring proof of COVID-19 vaccination or taking adverse action against an employee or applicant for refusing to provide proof of vaccination if the employee or applicant objects to vaccination for any reason.
• Texas:
  
  • No entity in Texas can “compel” any individual, including any employee or consumer, to receive a COVID-19 vaccination who objects “for any reason of personal conscience, based on a religious belief, or for medical reasons, including prior recovery from COVID-19.”
  • The order also establishes a maximum criminal penalty of $1,000 but expressly excludes confinement as a penalty.
• Utah:
  
  • SB2004 requires employers to relieve an employee from a COVID-19 vaccination requirement/mandate under certain conditions:
    
    • If receiving the vaccine would be injurious to the health and wellbeing of the employee or prospective employee.
    • If receiving the vaccine would conflict with a sincerely held religious belief, practice, or observance of the employee or prospective employee

If receiving the vaccine would conflict with a “sincerely held personal belief” of the employee or prospective employee.

• West Virginia:
• • • • A bill passed to limit West Virginia employers in their ability to require workers to be vaccinated against the coronavirus, allowing certain medical and religious exemptions.