With the recent amendments, challenges to COVID-19 prevention measures will no longer be permissible under the Act but will now have to be brought under federal laws such as Title VII or the ADA, or the Illinois Human Rights Act. While these laws prohibit religious and disability discrimination in employment and in places of public accommodation/education, proving a violation is much more difficult than it would have been under the Act. Thus, employers will still need to carefully weigh requests for religious or medical exemption from COVID-19 prevention measures but can reject those requests which result in undue burdens or unreasonable accommodations.
It is widely expected the Governor will quickly sign the Act and the amendment will become immediately effective.
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