Even states that have authorized the use of marijuana for adult recreational or medicinal purposes allow employers to prohibit the use and possession of marijuana and marijuana products at work.
On January 29, 2021, the U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) released guidance for employers: Protecting Workers: Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace.
Ontario’s Ministry of Labour, Training and Skills Development recently provided new and updated guidance for businesses that are required to have a written safety plan, including all businesses operating during a lockdown or shutdown.
On February 3, 2021, the Minnesota Supreme Court held that a general disclaimer that a handbook should not be construed as a contract may not be effective to prevent a paid time off policy contained in the handbook from forming a contract.
An arbitrator has rejected a grievance filed on behalf of Ontario retirement home employees challenging the reasonableness of a policy imposing bi-weekly COVID testing on all staff.
The District of Columbia Council has passed several pieces of legislation that impose significant obligations on D.C. employers, particularly those in the hospitality industry.
The New Jersey Legislature on December 17, 2020 passed legislation removing marijuana as a Schedule I drug and legalizing personal use of cannabis for adults over the age of 21.
As they tick more days off their 2020 calendars, employers with California operations wonder whether, and which, emergency paid sick leave laws might continue into 2021.
On December 16, 2020, the U.S. Equal Employment Opportunity Commission issued much-anticipated guidance to employers considering COVID-19 vaccination programs for their employees.
