01.26.22
Governor Gavin Newsom and legislative leaders announced they had reached an agreement to restore California’s requirement that businesses provide supplemental paid sick leave for employees impacted by COVID-19.
On January 25, 2022, OSHA announced its decision to withdraw the vaccination, testing and face covering emergency temporary standard issued on November 5 and effective January 26.
01.13.22
Today the Supreme Court issued a stay of OSHA’s vaccinate-or-test emergency temporary standard, blocking the ETS from taking effect.
01.06.22
Employers faced another challenging year in 2021, attempting to keep up with constantly changing regulations and laws addressing the continuing COVID-19 pandemic, while still facing traditional legal issues such as discrimination and worker classification.
12.20.21
Late on Friday, December 17, 2021, the Court of Appeals for the Sixth Circuit ended the Fifth Circuit’s stay of OSHA’s COVID-19 vaccination and testing Emergency Temporary Standard, which applies to employers with 100+ employees
12.16.21
In a major turn of events for California employers, on December 15, 2021, the U.S. Supreme Court granted certiorari in a case that challenges California’s ban on arbitration agreements that limit employees’ right to sue their employers in court on a representative basis under the ...
12.15.21
On Monday, December 13, 2021, Governor Gavin Newsom and the California Department of Public Health announced a renewed mask mandate for all indoor settings.
11.08.21
On November 4, 2021, OSHA issued its hotly anticipated emergency temporary standard requiring employers with 100 or more employees to implement vaccination and testing programs.
10.28.21
The EEOC’s expanded technical assistance now addresses employers’ obligations to respond to and navigate vaccine-related religious accommodation requests pursuant to Title VII of the federal Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, ...
Last month, a split Ninth Circuit panel ruled that certain portions of California’s Assembly Bill 51 (2019) were not preempted by the Federal Arbitration Act (FAA) and held that employers are prohibited from requiring employees to execute an arbitration agreement as a condition of employment.