When considering the coronavirus vaccinations in the U.S., employers should carefully evaluate their approach to employee vaccination. The EEOC has historically advised employers to encourage, but not require, vaccinations to avoid liability under the ADA or Title VII of the Civil Rights Act of 1964. Employers who choose to require vaccinations as a condition of returning to the workplace must comply with those laws in evaluating exemption requests from employees who object on medical or disability-related grounds or based on a sincerely-held religious belief. In those circumstances, employers may be required to engage in the interactive process and offer reasonable accommodations, which may include the requirement to wear a mask at all times, moving the employee to a different position, or additional testing and screening.