On May 13, 2021, the Centers for Disease Control and Prevention (CDC) announced that Americans who have been fully vaccinated against COVID-19 no longer need to wear a face covering or practice physically distancing in any setting.
In Anderson v Total Instant Lawns Ltd, 2021 ONSC 2933 (Total Instant Lawns), an employee claimed her job was terminated and sought damages for wrongful dismissal.
Littler’s ninth annual survey – completed by nearly 1,200 in-house lawyers, C-suite executives and HR professionals – provides a window into important issues impacting the workplace and employers’ strategies for addressing them.
On May 10, 2021, Michigan Governor Gretchen Whitmer announced that 55% of Michiganders had received the first dose of available COVID-19 vaccines, hitting the first milestone of the MI Vacc to Normal Plan.
Arizona recently enacted a law amending Arizona Revised Statutes Section 13-905 to allow persons convicted of certain criminal offenses the opportunity to set aside a prior conviction and seek a Certificate of Second Chance.
On May 5, 2021, Cal/OSHA issued much-awaited FAQs which provide clarity on whether employers must continue to exclude fully vaccinated employees from the workplace if they were exposed to a confirmed positive COVID-19 case (at work or otherwise).
The federal FLSA and some state wage laws contain provisions that impose criminal penalties on violators. These provisions, once rarely used, are taking on new life as government officials have begun leveraging them in recent criminal-enforcement actions.
In the Netherlands, employers are liable for harm suffered by employees during their work. This can include psychological damage due to sexual harassment.
