On July 28, 2021, the California Department of Public Health (CDPH) issued new guidance calling for masking measures to prevent the spread of the COVID-19 Delta variant.
Governor Lamont recently signed a new law, effective October 1, 2021, which adds to the Fair Employment Practices Act an explicit ban on Connecticut employers inquiring into the ages of prospective employees “on an initial employment application.”
St. Louis County and the City of St. Louis issued similar face covering orders, effective July 26, 2021. They require individuals, both vaccinated and unvaccinated, to wear a face covering when in “indoor and enclosed public buildings and spaces."
Texas Governor Greg Abbott recently signed two new bills that significantly expand the protections for employees who assert claims of sexual harassment under the Texas Labor Code.
The Puerto Rico Department of Health has issued Administrative Order providing that, in order to physically attend school, post-school educational institutions, or universities, personnel and students age 12 and older must be vaccinated against COVID-19.
The CDC has revised its COVID-19 guidance, recommending that even individuals who have been fully vaccinated against COVID-19 should resume wearing masks in public indoor settings in areas with substantial or high COVID-19 transmission rates.
Compliance or internal audit departments frequently carry out audits intended to assure that business partners in an organization have policies and procedures that are effective for maintaining corporate compliance and consistent with myriad laws.
The history, benefits, and challenges of implementing a successful vendor or supplier diversity program that pushes the needle forward regarding Inclusion, Equity & Diversity.
A corporate whistleblower can create more financial, organizational, and reputational damage to an employer by using the federal False Claims Act (FCA), 31 U.S.C. § 3729-33, than by using any other “whistleblower” law.
