In its 81st Session, the Nevada Legislature passed and Governor Sisolak signed into law approximately 140 pieces of new legislation. This article highlights key labor and employment laws that will soon take effect, or already are in effect.
In a tremendous move toward pre-pandemic standards, Governor Whitmer announced that beginning June 22, 2021 nearly all COVID related orders will be lifted and Michigan will resume all activities.
On June 17, 2021, the California Occupational Safety and Health Standards Board voted and passed its latest set of proposed revisions to the COVID-19 Emergency Temporary Standards Regulation, which took effect per an executive order by Governor Newsom.
On June 14, 2021, Texas Governor Greg Abbott signed the Pandemic Liability Protection Act, which provides liability protections for health care providers, businesses, non-profits, religious institutions and schools that follow certain safety protocols.
Marin County, California has enacted an urgency ordinance that requires employers in the County’s unincorporated areas with 25 or fewer employees to provide supplemental paid sick leave for certain COVID-19-related reasons through Sept. 30.
Just six weeks after holding that Ontario Regulation 228/20 under the ESA did not remove an employee’s common law right to claim constructive dismissal arising from a layoff during the pandemic, the Ontario SJC came to the opposite conclusion.
Employees are being hired, but for some businesses in some industries, there are new requirements in place which were not there at the start of the pandemic.
Since the EEOC released its updated COVID-19 guidance greenlighting vaccine incentives, many employers seized the opportunity to offer incentives to employees to both get vaccinated and voluntarily provide proof of vaccination.
On June 11, 2021, California’s Occupational Safety and Health Standards Board released its latest set of proposed revisions for re-adoption into Cal/OSHA’s COVID-19 Emergency Temporary Standards.
We’ve been hearing a lot of conflicting information about what we may and may not require of our employees. Because our business is public facing, may we at least ask our employees whether they are vaccinated?
