At this point, you’re probably aware that the Biden Administration’s COVID-19 Action Plan required all employers with 100 or more employees to ensure their workforce is fully vaccinated or require any workers who remain unvaccinated to produce a negative test result on at least a weekly basis before coming to work.
On September 9, 2021, the White House announced a series of actions intended to reduce the number of Americans who have not been vaccinated against COVID-19.
While many service, retail and factory workers returned to work several months ago, many employers with white-collar workers have been less inclined to mandate that employees return to the office.
Occupational Safety and Health Administration (“OSHA”) Region VI — which includes Texas, Oklahoma, Louisiana and Arkansas — has established a new Regional Emphasis Program targeting worker exposure to hazards associated with the cleaning of transportation tanks.
On March 12, 2021, OSHA established a 12-month long “National Emphasis Program,” effecting an immediate emphasis on the enforcement of safety standards associated with COVID-19.
As discussed in our recent blog post, the Criminal Antitrust Anti-Retaliation Act of 2019 (“CAARA”) was, earlier this year, assigned for implementation to Occupational Safety and Health Administration’s (“OSHA”) Whistleblower Protection program.
On March 2, as I was waiting in line in the parking lot of NRG Stadium in Houston to get my first COVID jab, Texas Governor Greg Abbott announced that, effective March 10, there would no longer be any COVID-19 operating limits for Texas businesses.
At this point, most employers probably know that the Occupational Safety and Health Administration (“OSHA”) is charged with investigating far more than workplace safety. Indeed, OSHA has a robust Whistleblower Protection Program that oversees worker retaliation complaints pursuant to over 20 different federal whistleblower laws.
One question that employers have been asking since the onset of the pandemic is whether they could be sued by employees who get sick as a result of being exposed to an infected coworker.
We have discussed how employers are obligated to record COVID-19 cases that they have determined are work-related and are confirmed COVID-19 cases, but what happens when an employee who has contracted COVID-19 has to go to a hospital or dies?
As employers re-open workplaces, the use of rapid COVID-19 testing has proliferated. But if an employer learns of a positive result, is it required to report that result on its workplace injury logs?
California Governor Gavin Newson recently signed two new laws related to COVID-19, including a workers’ compensation law governing workplace “outbreaks” of COVID-19, and an exposure notice law that is triggered whenever employers discover that a potentially infectious individual has entered the workplace.