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.
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.
Pursuant to Executive Order 14042, Ensuring Adequate COVID Safety Protocols for Federal Contractors, the Safer Federal Workforce Task Force has released Guidance for Federal Contractors and Subcontractors.
On August 31, 2021, the Office of Management and Budget approved the Affirmative Action Program Verification Interface (AAVI) proposed by the OFCCP for the verification and upload of federal contractor affirmative action plans.
On September 1, 2021, the OFCCP announced that it was reversing its prior position regarding the use of EEO-1 compensation data collected by the EEOC for calendar years 2018 and 2019.
On August 18, 2021, New York City amended its law to require contractors and subcontractors to enter into labor peace agreements with labor organizations as a condition to being awarded or renewing a city service contract with NYC agencies.
