The COVID-19 pandemic may be in the rear-view mirror, but the ripple effects are still being felt by employers. Cases regarding religious and disability discrimination brought during or immediately after the COVID-19 pandemic are trudging along and culminating, in some instances, in significant consequences for companies.
On July 20, 2026, the Equal Employment Opportunity Commission (EEOC) announced it had reached a settlement with Idaho-based company Battelle Energy Alliance, LLC for $5 million regarding allegations of religious and disability discrimination. The charges related to the company’s vaccine mandate policy during the COVID-19 pandemic. After investigating, the EEOC found reasonable cause to believe the company had discriminated against more than 100 employees by denying religious and/or disability accommodation requests in response to the company’s mandatory COVID-19 vaccine policy. The company voluntarily resolved the charges against it to avoid an extended dispute, with no admission of guilt. In addition to the monetary value, the settlement requires the company to train human resources employees on accommodation request policies.
In a statement about the settlement, EEOC Chair Andrea Lucas stated “Let me be clear: there was no pandemic exception to workers’ civil rights and liberties. . . . When companies fail to meet [their legal obligations regarding accommodations], the EEOC will act decisively to enforce the law and deliver meaningful results for victims of COVID-19 vaccine-related discrimination.” Consistent with prior statements from the EEOC, Chair Lucas’ focus shows us we can expect continuing developments regarding COVID-19 vaccine discrimination cases.
