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.
Labor & Employment
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.
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.
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…
The Government have published an updated Return to Work Safely Protocol, extended the triggered redundancy protection period, and issued a Remote Working Checklist to assist employers in their health and safety obligations to employees working from home. We also outline the benefits of digitising HR records.
The ‘Work Safely Protocol’
In the latest expansion of California’s family and medical leave law, effective January 1, 2021, employers with five or more employees will be required to provide unpaid family and medical leave to qualifying employees. The new law, SB 1383, also allows employees to take protected leave to care for an expanded set of family members under circumstances beyond what the earlier version of the law provided.
As the COVID-19 pandemic continues across the country, this new law will be particularly impactful as California employees may increasingly seek leave to care for themselves and their family members. Read more…
Video: NY Travel Advisory Changes, CA’s COVID-19 Exposure Notice, Executive Order Reversals – Employment Law This Week
As featured in #WorkforceWednesday: This episode looks at how workplace guidance is changing as COVID-19 surges and the executive orders most likely to be reversed by the new administration.
Just one week after ordering new business restrictions to combat the recent surge of COVID-19, Governor Larry Hogan announced further mitigation measures in Maryland that will dial back business operations.
On November 17, 2020, Governor Hogan issued Executive Order 20-11-17-01, which amends and restates Executive Order 20-11-10-01 (which we previously summarized here). The amended order goes into effect at 5:00 p.m. on Friday, November 20, 2020.
Michigan recently announced two COVID-19 developments that will impact employers and their workplaces. Most recently, the Michigan Department of Health and Human Services (MDHHS) issued new restrictions for business operations in the state that are set to take effect on November 18 and last through December 8, 2020 (the “Three Week Pause Order”). The Three Week Pause Order followed an announcement late last week by the Michigan Occupational Safety and Health Administration (MIOSHA) of a State Emphasis Program (SEP) focused on in-door activities and venues, including office settings. The Three Week Pause Order and SEP announcements also include an important reminder to employers of the potential liabilities and penalties if they violate the State’s COVID-19 safety requirements.
As you may be aware, on Saturday 31st October 2020 the UK government announced that, in light of the new lockdown being introduced in England, the furlough scheme is being extended for a further month and will now end in December 2020. This means that the Job Support Scheme previously announced will be postponed and come into effect once the extended furlough ends.