The EEOC has announced the launch of an initiative aimed at ensuring that the use of artificial intelligence (AI) and other technology-driven tools utilized in hiring and other employment decisions complies with anti-discrimination laws.
On Friday, November 12, the U.S. Court of Appeals for the Fifth Circuit issued an order staying enforcement and implementation of the federal Occupational Safety and Health Administration’s (OSHA) COVID-19 “vaccine or test” emergency temporary standard.
The USCIS has entered into a settlement agreement in Shergill v. Mayorkas, which expands opportunities for certain L-2 and H-4 visa holders to maintain work authorization while awaiting USCIS adjudication.
An Ontario arbitrator recently dismissed a union’s policy grievance and upheld a mandatory COVID-19 vaccination policy on the grounds that it was reasonable and did not breach the collective agreement.
The Puerto Rico Supreme Court has reinforced the strong public policy favoring arbitration agreements in Puerto Rico, validating continued employment as implicit consent for such agreements.
While employers generally provide some form of notice of electronic monitoring, as a matter of practice, in their employee handbook, New York now requires transparency about workplace monitoring as a matter of law.
The 2nd Circuit has upheld NY’s vaccine mandate for healthcare workers, rejecting arguments advanced by healthcare professionals that the mandate’s failure to provide for religious exemptions violated their religious freedoms and should be enjoined.
A discussion of considerations for Florida employers given the ETS mandates and potential Florida legislative action related to vaccine mandates generally.
On November 10, 2021, Ontario announced that, out of an abundance of caution, it is pausing the lifting of capacity limits in certain higher-risk settings where proof of vaccination is required.
