![]() The choice of a lawyer or other professional is an important decision and should not be based solely upon advertisements. Under certain state laws the following statements may be required on this website and we have included them in order to be in full compliance with these rules. NLR does not answer legal questions nor will we refer you to an attorney or other professional if you request such information from us. The NLR does not wish, nor does it intend, to solicit the business of anyone or to refer anyone to an attorney or other professional. Some states have laws and ethical rules regarding solicitation and advertisement practices by attorneys and/or other professionals. The National Law Review is not a law firm nor is intended to be a referral service for attorneys and/or other professionals. No attorney-client or confidential relationship is formed by the transmission of information between you and the National Law Review website or any of the law firms, attorneys or other professionals or organizations who include content on the National Law Review website. If you require legal or professional advice, kindly contact an attorney or other suitable professional advisor. Any legal analysis, legislative updates or other content and links should not be construed as legal or professional advice or a substitute for such advice. The National Law Review is a free to use, no-log in database of legal and business articles. The content and links on intended for general information purposes only. ![]() You are responsible for reading, understanding and agreeing to the National Law Review's (NLR’s) and the National Law Forum LLC's Terms of Use and Privacy Policy before using the National Law Review website. Any enforcement of COVID-19 vaccination mandates by employers before this date will not be subject to this new law. The law will take effect on January 18, 2022, and it is not retroactive. Once provided with such a certification, a covered employer “shall not be permitted to penalize or discriminate against current or prospective employee … by practices including, but not limited to, benefits decisions, hiring, firing, or withholding bonuses, pay raises, or promotions.” The legislation permits an eligible employee or prospective employee to be exempted from having to comply with a COVID-19 vaccination mandate of a covered employer as a condition of continued employment or hire by presenting:Ī notarized certification executed by a licensed physician or advanced practice registered nurse stating that a medical exemption is required due to the individual’s physical condition or a specific precaution or because the individual has COVID-19 antibodies from a previous infection or has recovered from COVID-19 orĪ notarized certification executed by the individual stating that he or she holds religious beliefs that prevent him or her from taking the COVID-19 vaccination. The West Virginia Legislature passed HB 335 last month by a vote of 68–30 in the House of Delegates and by a narrow vote of 17–16 in the Senate. On October 22, 2021, Governor Justice approved House Bill (HB) 335, which addresses COVID-19 immunization requirements for employment in the public and private sectors. ![]() Public Services, Infrastructure, TransportationĪlthough West Virginia Governor Jim Justice has actively pushed for residents to get vaccinated-most notably, through his statewide “ Do It For Babydog” sweepstakes-he has voiced opposition to COVID-19 vaccination mandates and new masking initiatives. ![]()
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