California currently has a patchwork of local COVID-19 supplemental paid sick leave ordinances which remain in effect in 2021.
A key tech initiative as COVID-19 vaccinations begin rolling out are digital health passports. One example is being developed by a group of large tech companies, along with the Mayo Clinic, as part of the Vaccination Credential Initiative.
On Jan. 29, 2021, the Occupational Safety and Health Administration (OSHA) published “Protecting Workers: Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace.”
As employers continue to grapple with a safe return to the workplace, the U.S. Centers for Disease Control and Prevention issued new guidance for businesses and employers on SARS-CoV-2 testing of employees, as part of a more comprehensive approach to reducing transmission of the virus in non-healthcare workplaces.
In 2020, employers with employees in California were inundated with new compliance requirements brought on by the COVID-19 pandemic. Now that the leave requirements of the FFCRA have expired, many local agencies are reviewing the supplemental sick leave ordinances that were adopted in 2020.
As all eyes were on Washington, D.C. last week with the inauguration of the 46th President. President Biden has laid out an “aggressive plan” to “change the course of the pandemic, build a bridge towards economic recovery, and invest in racial justice.”
While its rollout has been slow, the vaccine is being administered across the U.S. and in other countries. For a variety of reasons, organizations want to know whether their workforce members (employees, contractors, etc.) have been vaccinated. The EEOC has provided some guidance on the issue.
On Dec. 29, 2020, the U.S. Department of Labor issued two field assistance bulletins aimed at clarifying obligations under the Family and Medical Leave Act in light of the prevalence of telework and telehealth.
In March 2020, when Congress passed the Families First Coronavirus Response Act (FFCRA) with a sunset date of Dec. 31, 2020, few anticipated the COVID-19 pandemic would be ongoing into 2021. But the pandemic has not slowed, and requests for COVID-19-related leave (along with the corresponding tax credits) continue.
When the federal Families First Coronavirus Response Act (FFCRA) expired on Dec. 31, 2020, COVID-19-related leave was no longer assured for many employees throughout the United States unless another law, like the Family and Medical Leave Act or the Americans with Disabilities Act, applies.
On Dec. 9, 2020, Pittsburgh Mayor Peduto signed a new ordinance granting COVID-19 Sick Time to certain employees working within the City.
By now, employers likely have heard the news that the Centers for Disease Control and Prevention (CDC) has reduced the length of time that individuals should quarantine after an exposure to COVID-19. The old adage “don’t believe everything you read” turns out to be true in this case.
On Nov. 16, 2020, the Center for Disease Control (CDC) clarified its guidance permitting critical infrastructure workers to return to work before the end of the standard 14-day quarantine period following exposure to COVID-19.
As previously reported, on Oct. 2, 2020, the Michigan Supreme Court invalidated post-Apr. 30, 2020 Executive Orders that Governor Whitmer issued related to the COVID-19 pandemic.
As we enter flu season (in the midst of a national spike in COVID-19 cases), and it now appears that a COVID-19 vaccine is on the horizon, employers are struggling with whether they should require employees to be vaccinated for seasonal influenza and/or COVID-19 infection.
Just when you thought you had your contact tracing protocol down for dealing with COVID-19 exposures, the Centers for Disease Control and Prevention (CDC) guidance has changed again.
California wrapped up its 2020 Legislative Session with the Governor passing several bills that bring dramatic changes to employee leave requirements.
From July 28 through Aug. 5, 2020, DMEC gathered feedback through an online survey on how organizations are approaching efforts to return employees to the workplace amid the COVID-19 pandemic. … Read More
In light of new executive orders to ensure wide availability of voting options in California, employers may question if they still are required to provide time during the workday for their employees to vote.
For many, the start of school looks different this year: from all virtual, to hybrid, to parent’s choice. Employers required to provide leave under the Federal Families First Coronavirus Act (FFCRA) may be wondering how to administer FFCRA leave under this new regime.
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