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‘Whatever we could do for them, we did’: Hatfield’s newly renovated senior center ready for use
Geralyn Rodgers, director of the Hatfield Senior Center, talks about the library space and recent renovations with Amanda Zygmont, the office assistant and librarian. STAFF PHOTO/CAROL LOLLIS
The new entrance to the renovated Hatfield Senior Center. STAFF PHOTO/CAROL LOLLIS
Right, Glenn Zygmont take cookies dropped off by Deborah Martin at the Hatfield Senior Center for the open house Friday December 11 while left, Amanda Zygmont, the office assistant talks about the renovations to the center. STAFF PHOTO/CAROL LOLLIS
Geralyn Rodgers, the director of the Hatfield Senior Center, talks about the recent renovations to the center. STAFF PHOTO/CAROL LOLLIS
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As hospitals, large healthcare providers and employers in other industries prepare for the vaccine rollout, many will institute mandatory vaccination policies for their workforce. Employers who implement mandatory vaccination policies should be aware of the legal challenges arising from the enforcement of such policies and should implement best practices to minimize the risk of claims. But at the end of the day, this is a question of balancing the rights of co-workers to a safe workplace
and the employee’s legal rights to refuse to be vaccinated.
Employment lawsuits filed for refusal to comply with a mandatory vaccination policy typically arise as religious discrimination claims under Title VII of the Civil Rights Act of 1964 (Title VII) or disability discrimination claims under the Americans with Disabilities Act (ADA), or their state law equivalents. This article will discuss religious discrimination and accommodati