Vaccine passports—standardized credentials showing proof of vaccination—are gaining momentum in some states as a means of returning to normalcy and allowing businesses to open fully to those who prove they have been inoculated against COVID-19.
A primary goal of this Report is to highlight the myriad and overlapping labor and employment issues that arise as the workplace transforms, and the imperative that successful solutions will require significant cross-disciplinary collaboration.
In response to President Biden’s January 2021 executive order, OSHA released a National Emphasis Program on March 12, 2021, targeting industries where workers are at a high risk of contracting SARS-CoV-2, the cause of COVID-19.
On March 2, 2021, the Michigan Department of Health and Human Services (MDHHS) issued an order updating its previous stance on face coverings in most public settings, and on the number of individuals who can attend certain types of gatherings.
On February 16, 2021, the Department of Labor’s Occupational Safety and Health Administration (OSHA) published in the Federal Register a notice of proposed rulemaking to update its Hazard Communication Standard.
On February 25, 2021, Wisconsin enacted a law that gives certain entities broad immunity from civil liability related to COVID-19 unless they acted recklessly or engaged in wanton conduct or intentional misconduct.
After contentious negotiations, Governor Phil Murphy has signed the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act.
Littler’s latest survey of more than 1,800 in-house counsel, HR professionals and C-suite executives finds most employers unlikely to mandate COVID-19 vaccination for a variety of reasons.
