North Carolina state law does not specifically address religious exemptions with respect to employment.

The overall addressing of religious exemptions in North Carolina state law is found in General Law 130A-157, which reads:

“If the genuine religious beliefs of an adult or of a child’s parent, guardian or person in loco parentis conflict with the immunization requirements contained in this chapter, the adult or child will be exempt from the requirements.

“Upon presentation of a written statement of their bona fide religious beliefs and opposition to vaccination requirements, a person may attend college, university, school or facility without presenting a vaccination certificate. “

The North Carolina Department of Health and Human Services cited the General Statute when asked how it dealt with the problem.

The NC job security division said it “will examine whether the person claiming unemployment benefits complies with their employer’s policy.”

“Under Title VII of the Civil Rights Act, an employer’s policy should include an exemption based on an employee’s sincere religious belief, practice or observance. “

Denver-based employment law firm Hall Estill said employers with more than 100 workers “will still be required to determine whether there is reasonable accommodation for employees seeking to evade the mandate of. vaccination because of a sincere religious belief, or a reason based on the disability.