As we enter flu season, and likely with a COVID-19 vaccine on the horizon from at least two different pharmaceutical firms, employers should be mindful of compliance concerns regarding employees being required to receive certain vaccinations. For those who missed yesterday’s CFA Webinar (COVID-19 Sticking Points: Mandatory Vaccinations and Other Developing Issues) featuring attorneys from the firm of Fisher Phillips, LLC, caution was the word of the day regarding mandatory vaccinations. If an employer mandates that its employees receive a vaccine, it can expect to receive push back from some of its employees. Some push back will be for political reasons, some out of fear, and others due to disability or religious concerns. Federal law requires employers to provide reasonable accommodations to applicants or employees that object to receiving a vaccination because of a disability or religious beliefs, unless the accommodation would impose undue hardship on the employer. It is also important to note that courts have broadly interpreted both “disability” and “religion” in the mandatory vaccination context.