Earlier quoted context omitted.
HIPAA (not HIPPA) is only relevant in terms of your health care provider(s) disclosing information. A company is completely free to demand proof of vaccination records xor refuse to employ you (and as long as they're demanding it from you and not your health care provider [without your permission], there is no precedent being set here and HIPAA doesn't even enter the picture). As a general rule of thumb (barring some…
interesting - I thought either HIPAA (thanks for the correction), FMLA or ADA protected employees from being asked about medical information that could result in they being discriminated against in regards to employment things.
The first is a note from your doctor. My kids' school requires vaccination unless you bring in a note from your doctor claiming that you have an underlying condition preventing you from being vaccinated. It doesn't have to say what the condition is. Of course there are some doctors that will write up these notes from anyone, and some parents who will seek those out. But the work involved in finding one cuts down on the number of people who will do it.
The second is that the vaccination requirement is only for people who work in the office. You don't need to be vaccinated to work remotely, so allow people who don't want to disclose information to work remotely. Again, this can be gamed by people who don't want to return. But I think that over time the remote crowd will see fewer interesting projects which means fewer opportunities for promotion, making that option less desirable.