On Friday, November 6, the Oregon Occupational Safety and Health Administration (OR-OSHA) released the final Temporary Rule Addressing COVID-19 Workplace Risks.
As employers continue to grapple with the ever-changing legal landscape of COVID-era regulations, 2021 will bring changes to the traditional realm of employment law in dozens of jurisdictions.
The Michigan Occupational Safety and Health Administration is the latest state agency to codify requirements contained in Governor Whitmer’s now-invalid COVID-19 emergency orders.
Assembly Bill 2855, recently signed into law by Governor Newsom, will require that acute care hospitals in California reimburse employees and job applicants for certain training costs.
In light of the Michigan Supreme Court’s October 2, 2020 order nullifying over 100 of the governor’s COVID-19 executive orders, the Michigan Department of Health and Human Services continues to issue health-related orders to protect Michigan residents.
On September 30, 2020, Governor Gretchen Whitmer issued Executive Order 2020-191, maintaining previously enacted infection control protocols in long-term care facilities and protections for its residents and employees.
On September 29, 2020, California Governor Gavin Newsom signed into law Assembly Bill 2537 (AB 2537), the latest in a series of legislative enactments designed to protect employees from COVID-19 exposures in the workplace.
On September 17, 2020, Philadelphia, Pennsylvania Mayor Jim Kenney signed File Number 200303, an amendment to the city's generally applicable paid sick and safe time law, the Promoting Healthy Families and Workplaces Ordinance (PHFWO).
Delaware recently issued the 27th Modification: State of Emergency Declaration. The recent guidelines, which became effective September 4, contain several sector-specific requirements affecting the health and home care industries operating in Delaware.
