Any sexual harassment allegation must be taken seriously and must be thoroughly and timely investigated. Ignoring the problem, delaying an investigation, or retaliating against the victim are not options. The repercussions for doing so can be onerous.
The law on vaccination mandates is rapidly evolving—and, to the dismay of some, continues to affirm the legality of vaccine mandates.
The CDC has changed course again. Yesterday (July 27), the CDC issued new masking guidelines in response to the Delta variant of COVID-19. Effective July 27, 2021, the CDC recommends that all persons—vaccinated or otherwise—mask up indoors.
Looking to move your business out west? You may be able to domesticate your foreign corporation into a California entity.
California employers know that non-exempt employees are entitled to meal and rest premiums when such employees are unable to timely take an interrupted meal or rest period. California employers already know how costly these premiums can be. Recently, however, the California Supreme Court upped those costs by ruling that meal-or-rest-period premiums must take into account any and all non-discretionary payments that an employee earns and receives over a pay period.
As we said in our last blog post, Cal/OSHA has updated its masking guidance to align with federal policy. For California employers, this means that fully vaccinated employees may go maskless indoors, so as long as the employer knows which employees are fully vaccinated.
Yesterday (Thursday, June 17), Cal/OSHA updated its Emergency Temporary Standards (“ETS”) to align with federal policy—and the pandemic’s trajectory. For California employers, this is welcome news.
As employers throughout the State of California are aware, last November Cal/OSHA promulgated extensive COVID-19 regulations (known as the Emergency Temporary Standards, or “ETS”). Given that these regulations were enacted before the availability of COVID-19 vaccinations, these regulations did not consider vaccination status and mandated (among other things) strict masking policies to protect workers from COVID-19.
As the pandemic’s trajectory changes, so does federal guidance. On May 28, 2021, the EEOC issued its latest round of vaccination guidance, which employers in the United States would be well to keep in mind.
By now, employers have heard through the proverbial grapevine that that employees are entitled to COBRA continuation health coverage subsidies under the American Rescue Plan Act of 2021 (“ARPA”). What many employers do not know, however, are the ARPA’s less glamorous—but equally critical—details.
