On March 1, 2024, the Centers for Disease Control and Prevention announced that it is updating its COVID-19 guidance and is no longer recommending that individuals who test positive for COVID-19 isolate for five days.
Next week, the U.S. Supreme Court will hear oral arguments in two cases asking whether to overturn Chevron USA, Inc. v. Natural Resources Defense Council.
Alberta court finds an employee placed on unpaid leave for failing to comply with the employer’s reasonable, mandatory COVID-19 vaccination policy was not constructively dismissed.
With the increasing number of employees in the UK bringing claims for discrimination on grounds of their beliefs, it is crucial for employers to be up to date on developments.
For the past several years, we have reported on employment and labor laws taking effect mid-year. Increasingly, new compliance challenges are not taking a summer vacation.
An arbitrator recently issued the first award in Ontario to address and uphold the reasonableness of a hospital vaccination policy that provides for the termination of employment for non-compliance.
On June 5, the CMS published a final rule providing guidance to healthcare employees about unwinding provisions of its interim final rule, which mandated COVID-19 testing, education, and vaccinations.
The New York State Department of Health announced on May 30, 2023, that “it has begun the process of repealing the COVID-19 vaccine requirements for workers at regulated health care facilities.”
Given a recent announcement by the Biden-Harris administration ending the COVID-19 Public Health Emergency, CMS has stated that it will “soon end” its mandatory vaccination requirement.
