Many employers may want to avoid drawing a red line between vaccinated and non-vaccinated employees by adopting a “soft” approach, requiring that employees either provide proof of vaccination or periodic proof of a negative COVID test.
Florida employers can require employees to obtain COVID-19 vaccinations, submit records of such vaccination, and implement other safety measures for their workplaces notwithstanding national publicity suggesting otherwise.
As follow-up to the California Department of Public Health’s new guidance issued on July 28, 2021, seven Bay Area counties issued separate orders to mandate masks indoors.
On July 29, 2021, Governor Greg Abbott issued Executive Order GA-38, combining several existing COVID-19 executive orders for the stated purpose of promoting statewide uniformity and certainty in the state's COVID-19 response.
The mayor of Duluth, Minnesota recently signed File # 21-023-O, which, effective August 19, 2021, broadens covered uses of leave under the Earned Sick and Safe Time (ESST) Ordinance, and amends employer notice and enforcement provisions.
On July 29, 2021, Puerto Rico enacted a law that expands employment protections to employees who are registered and licensed medical cannabis patients.
On July 28, 2021, the California Department of Public Health (CDPH) issued new guidance calling for masking measures to prevent the spread of the COVID-19 Delta variant.
Governor Lamont recently signed a new law, effective October 1, 2021, which adds to the Fair Employment Practices Act an explicit ban on Connecticut employers inquiring into the ages of prospective employees “on an initial employment application.”
St. Louis County and the City of St. Louis issued similar face covering orders, effective July 26, 2021. They require individuals, both vaccinated and unvaccinated, to wear a face covering when in “indoor and enclosed public buildings and spaces."
Texas Governor Greg Abbott recently signed two new bills that significantly expand the protections for employees who assert claims of sexual harassment under the Texas Labor Code.
