Rep. Clarence Styvar

Maddy summaryHB 1005 requires Wyoming employers who mandate COVID-19 vaccines to grant exemptions for employees with religious objections, medical reasons preventing vaccination, or who have fully recovered from COVID-19. Employers must accept written evidence of these exemptions and cannot terminate an employee for seeking one. If an employer denies a valid exemption and terminates the employee, they face liability for $5,000 in damages or actual losses, whichever is greater. This bill directly affects employers in Wyoming with vaccine mandates and employees seeking exemption from those requirements.

Maddy summaryHB 1004 prohibits Wyoming employers from requiring COVID-19 vaccinations as a condition of employment or discriminating against employees based on their vaccination status. The bill defines "COVID-19 vaccination status" and creates penalties, including misdemeanor charges (up to 6 months in jail or $750 fine) and potential $500,000 in damages for affected workers. It also amends other laws to ensure employers violating this prohibition cannot claim liability immunity under public health emergency protections. This law directly affects all Wyoming employers with one or more employees and their workers regarding vaccination-related employment decisions.

Maddy summaryWyoming's SF 1004 prohibits employers from requiring employees to receive a COVID-19 vaccine as a condition of employment or discriminating against them based on vaccination status. It applies to all employers and employees in the state, making it illegal to refuse hiring, alter pay, or change working conditions due to vaccination status. Violations carry misdemeanor penalties of up to six months in jail, a $750 fine, or both. Affected employees can also sue for at least $500,000 in damages plus additional relief.

Maddy summaryThis bill (SF 1005) proposes that Wyoming employers must grant exemptions from COVID-19 vaccine mandates for employees with religious objections, medical reasons, or proof of prior infection. It requires employers to accept written evidence of these exemptions and mandates that employers pay $5,000 or actual damages if they deny a valid exemption and terminate an employee. The bill also modifies liability protections (in W.S. 35-4-114) to ensure employers cannot claim immunity for violating these exemption requirements. It directly affects Wyoming employers and employees in workplaces with vaccine mandates. The bill was introduced in 2021 but did not advance beyond committee consideration.

Maddy summaryHB 1003 prohibits discrimination based on COVID-19 vaccination status in health insurance and public services. It directly affects health insurers, businesses, and individuals by banning insurers from denying coverage, increasing premiums, or limiting benefits based on vaccination status (Section 26-20-901), and preventing businesses from denying services, employment, education, or health care access due to vaccination status or "immunity passports" (Section 35-4-140). Key mechanisms include criminal penalties (up to 6 months jail or $750 fine for violations) and civil remedies for affected individuals. The bill defines "COVID-19 vaccination status" and "immunity passport" to clarify prohibited actions. It was introduced in Wyoming in 2021 but did not advance beyond committee consideration.

Maddy summaryWyoming's SF 1003 prohibits discrimination based on COVID-19 vaccination status in health insurance and public services. It bans insurers from denying coverage, increasing premiums, or limiting benefits due to vaccination status (Section 26-20-901), and prohibits requiring vaccination for access to services, employment, education, or public accommodations (Section 35-4-140). The bill also forbids asking about vaccination status or using "immunity passports" as a condition for services. Violations carry misdemeanor penalties (up to 6 months jail or $750 fine) and allow civil lawsuits for affected individuals. This law directly affects health insurers, businesses, schools, and employers operating in Wyoming.

2021/Summaries/HB0253.pdf