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.
NY has expanded the definition of “family member” under the New York Paid Family Leave Act to include “siblings,” and updated its guidance regarding paid leave time for COVID-19 vaccinations.
The White House on November 4 announced that the deadline for employers covered by the federal contractor vaccine requirement to comply with the vaccine mandate will be extended from December 8, 2021 to January 4, 2022.
The Safer Federal Workforce Task Force has published additional FAQs to guide federal contractors and subcontractors working to comply with the requirements of Executive Order 14042, Ensuring Adequate COVID Safety Protocols for Federal Contractors.
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.
