On December 18, 2020, the Michigan Department of Health and Human Services (MDHHS) issued an emergency epidemic order rolling back some of the restrictions previously in place for Michigan businesses.
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 18, 2020, California’s Occupational Safety and Health Standards Board (Standards Board) conducted a Stakeholders Meeting to address employer concerns about the COVID-19 Emergency Temporary Standard.
On December 14, 2020, the California Department of Health issued guidance shortening the quarantine period from 14 days to 10 days for asymptomatic “close contacts” of an infected individual, with or without testing.
On December 8, 2020, Pittsburgh’s City Council unanimously passed a Temporary COVID-19 Paid Sick Leave Ordinance, which Mayor Peduto signed on December 9, 2020.
Almost a year into the pandemic, a question that plagues the minds of many employers is how to reintegrate employees who have been exposed to COVID-19, while simultaneously safeguarding the wellbeing of coworkers and clients.
On December 7, 2020, due to the continued increase in COVID-19 cases and related deaths, and in anticipation of further cases following the Thanksgiving holiday, Michigan has extended its epidemic order by 12 days.
On December 2, 2020, the CDC issued its much-anticipated updated guidance suggesting that, depending on “local circumstances and resources,” individuals may be able to exit self-quarantine sooner than 14 days.
On November 16, 2020, the CDC modified its guidance for “critical infrastructure” employers on whether they can permit asymptomatic workers to continue to work after exposure to an individual with a suspected or confirmed case of COVID-19.
