The new Occupational Safety and Health Administration (“OSHA”) emergency temporary standard mandating various COVID-19 policies and procedures for employers with at least 100 employees (“ETS”) has an uncertain future in light of recent legal challenges.
If you noticed headlines last week that the U.S. House of Representatives passed legislation prohibiting employer from discriminating against job applicants because of their age, you might have wondered: does that mean it’s currently permissible to do so?
The Occupational Safety and Health Administration (“OSHA”) has published its long-awaited emergency temporary standard (“ETS”) on COVID-19 vaccination, testing and face coverings, effective as of today (November 5, 2021), and applicable to employers with 100 or more employees.
The White House has announced that the requirement for covered employees at covered federal contractor workplaces to be fully vaccinated under the Safer Federal Workforce Task Force Guidance for Federal Contractors and Subcontractors (the “Contractor Guidance”) has been extended to January 4, 2022.
On November 1, 2021, the Biden administration’s Safer Federal Workforce Task Force issued new Frequently Asked Questions (“FAQs”) for federal contractors subject to Executive Order No. 14042 (“EO 14042”) on Ensuring Adequate COVID Safety Protocols for Federal Contractors.
When Texas governor Greg Abbott issued an executive order on October 11th stating that no entity in Texas could compel receipt of a COVID-19 vaccination by “any individual, including an employee or a consumer” who objects for any reason of “personal conscience, based on a religious belief, or for medical reasons, including prior recovery from COVID-19,” he set the stage for a potential conflict with pre-existing executive orders issued by President Biden.
On October 28, 2021, the State of Florida filed a challenge to the Biden administration’s requirement that employees of federal government contractors be vaccinated by December 8, 2021.
This article outlines a dozen Environmental, Social, Governance (ESG) disclosure errors that companies should stop making today.
This note examines the importance of document management as a risk mitigation strategy for corporations and provides a “Top 10 Tips” list for setting up and using a DMS.
After my previous blog post regarding recent labor enforcement actions taken under the U.S.-Mexico-Canada Agreement (“USMCA”) impacting U.S. companies with facilities or subsidiaries in Mexico, I received questions regarding employer rights under Mexican labor law.