Sen. Dave Kinskey

Maddy summaryHB 1009 requires employers to pay 50% of a terminated employee's wages for 13 weeks if the employee is fired or quits due to a COVID-19 vaccination mandate, with specific exceptions (e.g., mandates in place before October 31, 2021). It establishes liability for employers who terminate workers over vaccine refusal and creates a legal cause of action for damages. The bill also mandates employers to provide 90 days' notice before vaccine requirements, offer reasonable alternatives (like reassignment or testing), and accept religious/medical exemptions. Additionally, it presumes vaccine-related injuries are compensable under worker's compensation.

Maddy summaryThis bill prohibits Wyoming state government agencies from enforcing federal mandates requiring employers to ensure employees receive COVID-19 vaccinations or weekly testing. It specifically blocks enforcement until federal regulations are legally confirmed after all court challenges are resolved. The law also appropriates $1 million for the attorney general to challenge federal mandates in court, aiming to protect citizens' rights to make personal health decisions without government coercion. It directly affects Wyoming public entities (like state agencies) and employers subject to federal rules, but does not apply to private businesses.

Maddy summaryWyoming's SF 1001 prohibits most employers from requiring COVID-19 vaccination as a condition of employment. It allows exceptions only for employers who document that vaccination is critical for workplace safety and provide medical/religious exemptions, along with reasonable alternatives like reassignment or testing. Employers violating the law face $100 daily penalties, and must offer severance pay if employees leave due to non-compliant mandates. The bill specifically addresses healthcare employers and creates a program for antibody testing, while citing staffing shortages as its legislative motivation.

Maddy summaryWyoming's SF 1009 limits mandatory COVID-19 vaccinations in workplaces by requiring employers to provide 90 days' notice before implementing such mandates, establish religious/medical exemption processes, and offer reasonable alternatives like reassignment or testing. Employers must pay affected workers 50% of their wages for 13 weeks if they lose jobs due to refusing a vaccine mandate implemented after November 1, 2021. The bill directly affects employers (including healthcare and public accommodations) and employees who decline vaccination under new requirements. It also establishes a legal cause of action for damages related to vaccine-related terminations and amends workers' compensation to presume vaccine injuries are work-related.

Maddy summaryHB 1001 prohibits Wyoming employers from requiring COVID-19 vaccinations as a condition of employment, except in limited circumstances. It mandates employers to provide medical and religious exemptions, offer reasonable alternatives (like reassignment or testing), and pay severance to employees who leave due to non-compliant mandates. The law applies broadly but specifically addresses critical staffing shortages in healthcare, requiring employers to document workplace safety justifications for any exceptions. It also creates programs for employer-funded testing and adjusts worker's compensation to cover vaccine-related injuries.

2021/Summaries/HB0239.pdf

2021/Summaries/HB0231.pdf