On October 8, 2021, the Douglas County Health Department—which recently separated from the Tri-County Health Department that covered Douglas, Adams and Arapahoe Counties—issued a public health order relating to COVID-19 mitigation protocols.
The Canadian federal government announced that federal public servants in the Core Public Administration as well as employees in the federally regulated air, rail and marine transportation sectors will be required to be fully vaccinated against COVID-19.
On October 8, 2021, Ontario published Regulation 698/21 under the Reopening Ontario (A Flexible Response to COVID-19) Act, 2020, which removes certain capacity limits and physical distancing requirements.
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.
With the Delta variant putting residents and staff in long-term care homes at risk of contracting COVID-19, on October 1, 2021, Ontario announced certain mandatory vaccination and randomized testing requirements.
As workplaces reopen after COVID-19, many employers in the United Kingdom are considering whether to implement policies requiring employees to be fully vaccinated before returning to the workplace.
Ontario announced that effective September 25, 2021, capacity limits at certain venues where proof of vaccination is required would be “cautiously” increased.
Employers that want to rely on the app would do well to draw up a policy covering the measures for providing a safe workplace. If it is necessary to know who has been vaccinated, tested and/or who has recovered, the use of the app likely is justifiable.
