When can a customer be denied service for not wearing a (COVID) mask, considering medical exceptions? I work in a retail liquor store. We require customers to wear masks to prevent the spread of COVID19. Technically speaking is wearing masks a law, a health order or the store policy as a result of the health order? A customer asked if we had a mask he could use. We said no. He then argued he had a medical exemption and isn't supposed to be refused service. My questions are: Can a customer be denied service or entry for not wearing a mask even if they claim they have a medical exception? Must they prove it with some sort of certificate? Some people have claimed that they do not need to show proof. If the customer is acting in a dishonest manner, for example if I see them wearing a mask before entering the store, does that make a difference? Does the quality of mask or the material it is made of make a difference? Some customers pull their shirt over their face and my coworkers tell them that is alright. I am considering putting in a complaint to the health inspector. Also can customers remove their masks to use the face unlock feature of their smart phone? Some customers pay with their phones.
https://bchumanrights.ca/mask-poster/ Technically speaking is wearing masks a law, a health order or the store policy as a result of the health order? Technically speaking it's a Ministerial Order made under the power delegated to the Minister by the Emergency Program Act R.S.B.C. 1996, c. 111, s. 10. Can a customer be denied service or entry for not wearing a mask even if they claim they have a medical exception? No, they cannot. If they claim they have an exemption, then as far as you are concerned, they have an exemption. Refusing service would be illegal discrimination on the basis of disability. Must they prove it with some sort of certificate? No. Some people have claimed that they do not need to show proof. Those people are right. If the customer is acting in a dishonest manner, for example if I see them wearing a mask before entering the store, does that make a difference? No. Does the quality of mask or the material it is made of make a difference? Yes. They must wear a face covering. &quot;face covering&quot; means either of the following that covers the nose and mouth of a person: (a) a medical or non-medical mask; (b) a tightly woven fabric; Some customers pull their shirt over their face and my coworkers tell them that is alright. Depends on the shirt: if it is made of &quot;a tightly woven fabric&quot; then it is alright.
Vaccination status does not currently define a protected class under Florida or Federal law. Being or not being vaccinated is not legally recognized as a condition that &quot;substantially limits a major life activity&quot;, hence is not an example of disability-related discrimination. The opposite scenario, where an employer refuses to hire an un-vaccinated person, potentially runs afoul of disability discrimination laws when a person has a legal disability that prevents their vaccination. As noted here, due to the scope of the Privacy Rule HIPAA does not directly apply to your question, when the patient discloses information. However, the healthcare provider cannot disclose such information without patient authorization. It's hard to see a First Amendment basis supporting the action (in case the law changes w.r.t. vaccination and discrimination). You could imagine a religion which holds that vaccination against some disease is blasphemy, and forcing an employer to hire the vaccinated is compelled speech which repudiates a fundament of their belief. Even so, it is not sufficient that the business owner holds some odd belief, the belief has to be essential to the nature of the business (see BSA v. Dale). That could be the case of a religious school.
No If the price advertised is not honoured by the business and you are asked to pay a higher price, you do not have an automatic right to buy the item at the special offer or sale price. As long as the shop or business tells you before you pay that the higher price applies, you have the option to either buy it at the higher price or decide not to. However, the shop or business may be in breach of consumer law in relation to misleading advertising. The prosecution (or not) of the misleading advertising is the government’s task, not yours. This is a common formulation across Common Law jurisdictions as it a codification of the historic common law position. An advertised price is not an offer capable of acceptance, it is an invitation to treat. That is, it is an invitation for you to make them an offer and the price that is likely to be accepted. It is overlaid with later developments in consumer protection surrounding false advertising and misleading and deceptive conduct.
It works by prohibiting discrimination based on use of medical marijuana, thus it limits employer actions w.r.t. hiring, firing, and on the job treatment. It is not an absolute prohibition. §2103(b)(3) states that Nothing in this act shall require an employer to commit any act that would put the employer or any person acting on its behalf in violation of Federal law. Since employers may be subject to federal drug-free workplace rules, detectable usage of medical marijuana is a fireable offense on such jobs, until the federal regulations are eliminated. The law is also clear that this does not create a right to be under the influence while on the job, and §510 lists definite prohibitions against actions while under the influence. As for the question of whether the law prohibits discrimination based on simple possession of a card but does not prohibit discrimination on the basis of actual use (leaving aside the preceding disclaimers), this has been decided in Palmiter v. Commonwealth Health Systems, Inc. – it's not just card-possession that is protected. Indeed, the hospital in this lawsuit did not contest the claim that the law protects employees who use medical marijuana, the dispute was over whether a cause of private action was created (can a fired employee sue? &quot;Yes&quot;, says the court). See also Hudnell v. Thomas Jefferson Univ. Hosps.
I'm a notary. If someone showed me a marked-up license, I'd refuse to perform the notarization, and make a note of the persons name and phone number, to make sure I would never make another appointment with the person. Is there a law that says I have to refuse? I don't think so. Is there is a law that says I can refuse if I have any doubts about the person's identity? Absolutely.
&quot;Medical lawyer&quot; is really the wrong focus, this is an issue of civil rights. The question would be, is it a violation of your civil rights to prevent you from taking your baby home; is it legal for the federal government to investigate people who refuse to take a covid test? You can take the question along with pertinent evidence to a civil rights attorney. To pick a non-random hospital's web page, they note that &quot;Any person having surgery or a procedure, including birth, at a Texas Health hospital will be tested for COVID-19 to provide appropriate care for the patient, and for the protection of visitors and the care team&quot;, and &quot;you will need to be tested at admission to help safeguard you and the care team&quot;. In answer to the question whether you can decline testing, they say &quot;Testing is recommended to promote the health of you and your baby. Patients who have COVID-19 can have a weakened immune system and may have inflammatory symptoms that can compromise healing. We encourage you to speak with your provider about the best decision for you&quot;, which doesn't explicitly say &quot;No you may not&quot;, nor &quot;Yes, you may&quot;. However, they cannot literally force you to take the test: at most, they can refuse to treat you. In answer to the question &quot;Will I be separated from my baby if I test positive for COVID-19?&quot;, they say &quot;Texas Health will follow guidelines from the American Academy of Pediatrics, American College of OB/GYN and the Centers for Disease Control for how to keep you and your baby safe during your hospital stay. Ultimately, any decisions about care for you and your baby will be between you and your provider, based on what is best for you both&quot;. This is also not crystal clear. There are three primary legal issues, putting a worst spin on their policy. They say up front that you will be tested prior to admission: the question is whether you can decline to take the test but force them to admit you. Now we are closer to the realm of a medical negligence attorney – they can refuse to treat you, but that might leave them liable. The second question is whether they can temporarily take the infant away, against the mother's wishes (for example, hold the infant in a separate facility while the mother is in the hospital). The third question is whether they have direct authority to take the infant away when you leave the hospital. The third question gets a plain and simple no. The Texas Dept. of Family and Protective Services has some authority in such a matter, but taking a child requires an investigation and a court order.
Not at all. A US business always had the authority to require employees to be vaccinated before entering the workplace, except if a valid state law prohibits this. The EEOC has confirmed that none of the Federal laws which it enforces prevent such a requirement. The proposed mandate under the OSHA Act would merely have required a business subject to the mandate to do what it had the right to do anyway. Even if it is held that the US Federal Government does not have constitutional authority to impose such a mandate, that would not in any way impair any business which chooses to do so from imposing such a requirement on its employees, subject to the requirements under the ADA and the Civil Rights act to offer reasonable accommodations for sincere religious objections, and for disabilities that would interfere with accepting vaccination. Businesses generally are not &quot;covered entities&quot; under HIPPA, and so can ask employees for health information such as a vaccination record, if they choose to. Or they can choose to trust an employee's word on the matter.
Note: IANAL Does the placement of a sticker stating, "We accept XYZ credit cards," essentially obligate a business to accept that card? It depends on whether you mean whether they are obligated to provide goods/services to someone who presents the card, or whether, having provided goods/services, they are obligated to accept the card as payment. For the first question, the answer is "no". The credit card brand could theoretically go after them, however, as names of credit networks are trademarks, so claiming to accept a card but not doing so is trademark infringement. For the second, the answer is "pretty much". Since they misrepresented their establishment, there is no mutual assent and therefore no contract. If they try to use "defrauding the innkeeper statutes", those require fraudulent intent. If you fully intended to pay for you meal by a credit card, and it was their choice to refuse payment, then you have no fraudulent intent. The only avenue I can see for them is some sort of equity argument, but that would be problematic, especially if they ask for the retail, rather than wholesale, price, and not worth the hassle of collecting. So, legally, you can just walk out, but in practice if they have a bouncer they might make trouble for you.