On May 11, 2023, Puerto Rico Governor Hon. Pedro Pierluisi issued Executive Order No. 2023-012, through which he declared the end of the state of emergency caused by COVID-19.
Since January 1, 2021, Colorado’s Healthy Families & Workplaces Act has required employers to provide up to 80 hours of supplemental public health emergency leave for conditions relating to COVID-19. That obligation ends on June 9, 2023.
Given a recent announcement by the Biden-Harris administration ending the COVID-19 Public Health Emergency, CMS has stated that it will “soon end” its mandatory vaccination requirement.
The Utah legislature recently passed H.B. 131, which prohibits employers, government entities, and places of public accommodation from using an individual’s immunity status as a restriction.
Three months into the new legislative year, with all but a handful of state legislatures currently in session, clear employment law trends for 2023 have emerged.
As we mark the third anniversary of COVID-19 compliance challenges in the United States, we are gifting employers a roundup of where things stand with COVID-19 (or related) leave requirements.
On February 28, 2023, Philadelphia, Pennsylvania’s Department of Labor published regulations concerning three distinct types of job-protected paid leave employers must provide under the Promoting Healthy Families and Workplaces Ordinance.
On February 3, 2023, California’s Office of Administrative Law approved Cal/OSHA’s COVID-19 Non-Emergency Regulation (NER). The NER is now the operative COVID-19 regulation for most California employers.
The non-emergency COVID regulation adopted by the Cal/OSHA Standards Board at its meeting on December 15, 2022, will not become effective until approved by the Office of Administrative Law (OAL), which is expected to occur in January 2023.
The New York Department of Health has circulated a revised Advisory on return-to-work protocols for healthcare personnel after infection or exposure to COVID-19.
