Labor & Employment

ONTARIO’S SECOND PROVINCIAL EMERGENCY AND WHAT IT MEANS FOR THE WORKPLACE

On January 12, 2021, the Ontario government declared a second provincial emergency under section 7.0.1 (1) of the Emergency Management and Civil Protection Act, in response to the drastic rise in the number of COVID-19 cases in the province.

Stay-At-Home Order

As part of the provincial emergency, Ontario has issued a stay-at-home order that will come into effect at 12:01 a.m. on Thursday, January 14, 2021, and will last for at least 28 days. This stay-at-home order requires that Ontarians remain at home except for certain permitted purposes, including going to the grocery store or pharmacy, accessing health care services, exercising, or working, where permitted. The province has mandated that “all businesses must ensure that any employee who can work from home, does work from home” (emphasis added).

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ATTENTION TORONTO EMPLOYERS

On January 4, 2021, Dr. Eileen de Villa, Medical Officer of Health, announced new measures for all employers and persons responsible for a business or organization in the City of Toronto (“Toronto“) permitted to be open under the Reopening Ontario Act. All persons responsible for a business or organization in Toronto are instructed to follow the public health measures outlined below:

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The FFCRA: It’s goodbye for now, but maybe not forever

With 2020 coming to an end, speculation swirled among employers about whether the Families First Coronavirus Response Act’s December 31 expiration date would be extended. Well, employers have their answer in the stimulus bill signed by President Trump on December 27. It’s goodbye for now to the FFCRA, but it may not be goodbye forever. Read more…

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How employers should handle vaccination issues in relation to COVID-19 vaccination

Mandatory vaccination policies are typically legal, but in many cases implementing such policies may prove challenging. In a recent Gallup Poll, only 58% of those in the U.S. said they would willingly be vaccinated. That potentially leaves a significant percent of individuals unvaccinated creating a dilemma for employers about whether to mandate vaccines for employees. Read more…

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FAQ: EEOC Issues Guidance for Employers Regarding COVID-19 Vaccinations

On December 16, 2020, the Equal Employment Opportunity Commission (EEOC) issued guidance regarding COVID-19 vaccinations in the workplace and how they may implicate the Americans with Disabilities Act (ADA) and other federal laws. In short, the ADA and related federal laws generally do not prohibit employers from requiring vaccines for their employees so long as the employer provides reasonable accommodations for disabilities and sincerely held religious beliefs. However, other laws may prohibit terminating the employment of an employee who refuses to get vaccinated.

Davis & Gilbert Labor & Employment attorneys Gregg Brochin and Sabrina Worthy summarize key questions and answers from the new EEOC guidance regarding COVID-19 vaccinations in the workplace. If you have additional questions, please contact any of the authors or the D&G attorney with whom you have regular contact. Read more…

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Video: COVID-19 Vaccine Challenges in the Workplace – Employment Law This Week

As featured in #WorkforceWednesday: Employers considering mandatory COVID-19 vaccination programs need to address challenges. For example, how will your company handle reasonable accommodations or the potential risk of liability for health problems caused by employer-mandated vaccines? Read more.

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EEOC Updates COVID-19 Guidance on Employer Administered or Mandated Vaccinations

As the first wave of COVID-19 vaccinations are being administered across the United States, employers are considering whether to mandate and/or administer the COVID-19 vaccine to employees.  On December 16, 2020, the U.S. Equal Employment Opportunity Commission (“EEOC” or “Commission”) released updates to “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws,” its Technical Assistance Questions and Answers publication, addressing potential concerns with vaccine administration and anti-discrimination laws the EEOC enforces.

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News regarding Covid-19 regulations

The state of emergency related to the spread of Covid-19 in Latvia has been extended until 11 January 2021, strengthening the previously established restrictions.

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CDC’s Revised Guidance Allows for Shorter Quarantine Periods for Close Contacts

In advance of the December holiday season, the CDC has issued a revised guidance on recommended quarantine periods.

The revised guidance provides shortened quarantine periods for individuals who have been in close contact with someone who has COVID-19. While the CDC maintains that the 14-day quarantine period provides greater protection for reducing transmission of the coronavirus, the agency has now provided two shorter options, which it says are designed to help alleviate the personal economic hardship associated with the extended quarantine period.

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Modified CDC guidance offers employers options for quarantining

Under revised guidance issued on Dec. 2, 2020, the Centers for Disease Control and Prevention (CDC) has provided new options for shorter quarantine periods due to COVID-19 exposure. These new quarantine alternatives will provide some relief to employers dealing with staffing shortages due to quarantining employees.  Read more…

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