Hubbie has a deadline next Wed for CLAIMING his exemption - religious exemption.
Should the employer then want him to be tested weekly (he is permanent remote), is that not then discrimination based upon his religion?
Has anyone gone this far?
My limited understanding is that the obligation for an employer covered by Title VII is that they need to accommodate unless doing so creates an undue burden. If your husband is working among others, then testing may be deemed to be within the appropriate scope of accommodations.
From my limited understanding, I would also think that if they require this testing from all of those who are accommodated (whether due to religious exemption, medical exemption, or otherwise), regardless of the particular grounds for accommodation, that it wouldn’t be deemed to be discriminatory, because it would be applied to everyone who is unvaccinated without regard to religion.
I’m not an expert or an employment lawyer or something, and none of this is legal advice. It’s simply me sharing my own layperson’s understanding and the materials that I’ve found directly from EEOC and regulations. So please continue to do your own research and consult a lawyer if needed.