This afternoon, the U.S. Supreme Court issued a stay of the OSHA Emergency Temporary Standard (“ETS”), meaning it is on hold and employers now have decisions to make.
Here are the practical implications that employers need to know:
With the Court’s ruling, the Court has implemented a stay (i.e. a temporary halt) in the enforcement
As we detailed earlier this month, there has been a flurry of lawsuits challenging various federal vaccine mandates. Litigation around the country aims to challenge the validity of OSHA’s mandatory “vax or test” rule, the CMS mandate for healthcare workers, and the mandate for federal contractors.
The Biden administration’s high-profile vaccination mandate—which requires employees
After being faced with a challenging year in 2020, most people expected 2021 to be the year of return to normalcy; however, 2021 proved to be quite the opposite. Today, a majority of employees continue to work remotely or participate in a hybrid work model. While some employers have set a return to work date
As more workplaces consider mandatory vaccination policies, and with OSHA’s Emergency Temporary Standard expected to be released any day now that will further mandate vaccinations for employers with 100 or more employees, the EEOC has updated its guidance on how to deal with religious exemption requests.
Much of the guidance incorporates prior statements from the
As 2021 begins to wind down, employers need to be ready when changes to the Connecticut Family and Medical Leave Act become effective on January 1, 2022. Whether you are an employer that is already experienced in addressing matters under the existing state or federal family and medical leave laws or are an employer who
We invite you to join us as we discuss the provisions of Connecticut’s new adult-use cannabis law relevant to employers, including: what is allowed, what employers can prohibit, when can employers test for marijuana, and what disciplinary action employers can take against employees. Speakers will identify difficult situations employers may confront with the legalization of
Over the last year, Connecticut has imposed a significant number of new obligations on employers, including laws relating to breastfeeding in the workplace, disclosure of salary ranges, and deterring age discrimination in employment applications. This webinar will provide you with a better understanding of the legal and practical considerations of these new obligations, identify steps
Over the past year, we have all experienced many employment law changes related to COVID-19 and vaccines, workplace accommodations, FMLA, recreational marijuana, legislative updates and more. We invite you to tune in as we recap the hottest workplace topics of 2021 and provide a 2022 roadmap for what employers can expect in the coming year.
As more workplaces mandate vaccinations, employers and employees alike have experienced confusion about COVID-19 vaccine status and the HIPAA Privacy Rule (the “Privacy Rule”). Some have mistakenly thought that HIPAA restricts disclosure in the workplace setting. HIPAA does not and has never applied to health information employers hold about employees in human resources or personnel
As we have noted previously, the State’s new “wage range” notice law becomes effective October 1, 2021. In advance of that effective date, the Connecticut Department of Labor recently issued non-binding “guidance” on the law.
The new guidance tracks State law in many facets and thus much of it is fairly straightforward. However, a few