Helping employers avoid the storm of legal issues in the workplace
As we shared in a previous blog, New York Gov. Andrew Cuomo signed the Health and Essential Rights Act (HERO Act) into law on May 5, 2021. Shortly thereafter, the New York legislature amended the HERO Act to clarify several questions that were left unanswered in the previous version of the law. On June 11, 2021, Gov. Cuomo signed the amended HERO Act into law.
Continue Reading New York passes employer-friendly amendments to HERO Act
In honor of LGBTQ+ Pride Month, the U.S. Equal Employment Opportunity Commission (EEOC) recently released a number of resources to educate employers, employees and applicants about the right to be free from sexual orientation and gender identity discrimination in employment. Although these resources simply restate existing law and policy, they are a great refresher for employers that want to ensure they are complying with federal employment discrimination law.
Continue Reading EEOC issues guidance documents to commemorate LGBTQ+ Pride Month
Since the start of the pandemic in March 2020, the Ohio Industrial Commission (IC) has conducted all hearings remotely. In mid-April 2021, the IC switched from a telephone bridge to the WebEx platform which has video capability. We wrote about this change in this blog post.
Continue Reading Ohio Industrial Commission returning to in-person hearings on July 6, 2021
The Occupational Safety and Health Administration (OSHA) issued a COVID-19 emergency temporary standard that is effective today. In the face of pressure from the White House and some interest groups to develop an emergency OSHA standard targeted specifically at COVID-19 workplace safety, OSHA has issued a standard targeted only at health care employers. The standard sets out extensive workplace safety requirements that employers in the healthcare sector must follow through the duration of the COVID-19 pandemic.
Continue Reading OSHA issues COVID-19 emergency temporary standard for health care employers
On June 10, 2021, the Occupational Health and Safety Administration (OSHA) revised its general COVID-19 guidance applicable to all employers. At the same time, OSHA issued a COVID-19 emergency temporary standard setting out extensive requirements for employers in the health care sector. For more details on the health care emergency temporary standard, see this blog post.
Continue Reading OSHA updates general COVID-19 guidance for all employers
On May 28, 2021, the Equal Employment Opportunity Commission (EEOC) issued updated guidance on COVID-19 vaccination and discrimination law. Specifically, EEOC stated that employers can offer employees incentives, economic or otherwise, to obtain a COVID-19 vaccination.
As we previously reported, the American Rescue Plan Act provides for a temporary 100 percent subsidy of the cost of premiums for COBRA continuation coverage for an employee or dependent who is a COBRA qualified beneficiary due to an involuntary termination of employment or reduction in hours. The law requires employers to send a notice to eligible individuals who incurred an involuntary termination of employment or reduction in hours before April 1, 2021. This notice must be sent by May 31, 2021.
Continue Reading Reminder: Employers must send COBRA Extended Election Notice by May 31, 2021
Working through issues related to a separation of employment can be challenging. Negotiating a separation of employment agreement can be even more difficult if the departure is contentious. Employers are often confronted with the question of whether a non-disparagement clause should become part of the agreement.
On May 5, 2021, New York Gov. Andrew Cuomo signed the Health and Essential Rights Act (HERO Act) into law. Under the new law, employers are required to implement several workplace safety measures in response to the COVID-19 pandemic.
Last week, the CDC updated its guidance regarding masks for individuals fully vaccinated against COVID-19. According to the latest CDC recommendations, persons who are fully vaccinated can resume their indoor and outdoor activities without the need to wear a mask or engage in social distancing, unless there is a federal, state or local law that requires those measures. This includes being able to engage in domestic travel without the need to test for COVID-19 before or after travel or the need to quarantine after returning.
Continue Reading Updated CDC mask guidance: What it means for employers
