A discussion of considerations for Florida employers given the ETS mandates and potential Florida legislative action related to vaccine mandates generally.
OSHA has issued an Emergency Temporary Standard requiring all employers with at least 100 employees to ensure their workers are fully vaccinated against COVID-19 or submit to weekly COVID-19 testing.
As the world closes in on the two-year anniversary of the beginning of the pandemic, and in the face of stagnating rates of vaccination, governments and employers anxious to return to “normal” have been increasingly requiring that workers be vaccinated.
There are several considerations Dutch employers need to keep in mind if they want to scan the QR code on their employees' CoronaCheck app. This discussion is now in full swing and CEOs of a number of multinationals have joined the fray.
On October 18, 2021, an Oregon federal district court denied a request for a temporary restraining order to prevent the Oregon Health Authority’s recent Vaccine Orders from taking effect.
On October 8, 2021, the Douglas County Health Department—which recently separated from the Tri-County Health Department that covered Douglas, Adams and Arapahoe Counties—issued a public health order relating to COVID-19 mitigation protocols.
Under the governor's order, no entity in Texas can “compel” any individual, including any employee or consumer, to receive a COVID-19 vaccination who objects “for any reason of personal conscience, based on a religious belief, or for medical reasons.”
California is at it again – adopting a host of new labor and employment laws that will further regulate and complicate business operations in the Golden State. This article briefly summarizes the new laws, most of which take effect on January 1, 2022.
