The British Columbia Supreme Court in Parmar v. Tribe Management Inc. rendered the first civil court decision examining whether an employer can do so in a non-unionized workplace.
As the pandemic unfolds, officials are reevaluating their health and safety protocols and adjusting workplace guidance. This post provides links to key reopening orders and/or mitigation measures issued in recent weeks, at the statewide level.
California state and local governmental bodies—our state legislature, and counties and cities—were active again this year in their efforts to regulate the workplace.
After we finally got our minds (and workplace policies and practices) wrapped around COVID-19, our employees have now expressed concern about monkeypox and what we’re doing about it.
An arbitrator recently decided that a mandatory vaccination policy requiring employees in two long-term care homes to receive three doses of the COVID-19 vaccine was reasonable.
On August 26, 2022, the Eleventh Circuit upheld a lower court’s injunction of Executive Order 14042, President Biden’s executive order requiring employees working on federal government contracts to be vaccinated for COVID-19, but narrowed its scope.
An employee has objected to anti-discrimination and harassment training that includes a module on sexual orientation and gender identity based on her religious beliefs. Must she be accommodated?
On August 2, 2022, the New York State Department of Health issued revised guidance regarding daily health screenings and related policies for home care staff.
On August 11, 2022, the Centers for Disease Control and Prevention issued a new Summary of Guidance for Minimizing the Impact of COVID-19 on Individual Persons, Communities, and Health Care Systems.
