Immunization status is considered protected information according to the HIPAA and the ADA, and similar laws exist in other jurisdictions.
https://www.shrm.org/resourcesandtools/legal-and-compliance/...
https://www.eeoc.gov/wysk/what-you-should-know-about-covid-1...
https://www.hipaajournal.com/is-it-a-hipaa-violation-to-ask-...
The requirement to provide the information says otherwise.
Your sexual orientation is private information your employer can’t ask about, your vaccination status isn’t protected. Providing it can be required for employment.
Your third link even says: The EEOC confirmed “there’s no indication that there’s any federal law that would be violated by the employer asking this question.”. It also in most cases it can be a requirement for employment.
Which requirement?
> Your sexual orientation is private information your employer can’t ask about, your vaccination status isn’t protected. Providing it can be required for employment. Your third link even says: The EEOC confirmed “there’s no indication that there’s any federal law that would be violated by the employer asking this question.”. It also in most cases it can be a requirement for employment.
You're confusing being able to ask and discriminating against vaccination / medical status. The things an employer can't ask are very specific (and numerous). The things an employer can't discriminate against are more broad.
The requirement to provide vaccination status to go to school or be employed.
I think you have some basic confusion here. HIPPA covers your Name, but that’s not in any way inherently protected information. It becomes so in a medical setting because having your name associated with for example an AIDS clinic lets people infer things. As such it’s the association that’s protected not your name.
Medical data does have various protections in the US, but it’s far more limited than just blanket protection.