Put aside, for the moment, fears of the omicron variant. We just don’t know enough about it even though Connecticut had its first case announced this weekend.
And put aside, for the moment, the new mandate in New York City that is requiring all employers to require proof of vaccination for employees.
Rather, I
It’s been 22 months since my first post on the COVID-19 pandemic. Looking back on that first post way back on January 22, 2020, is more than a little strange. It was couched with a lot of “it’s still too early to know” language like this:
“While it seems too early to implement any
Thanksgiving evokes different emotions in people.
For some, it’s their favorite holiday. A time to get together with friends and family and celebrate all that life has to offer.
For others, it’s not as sweet. It can serve as a bitter reminder of all that has been lost in the past year, perhaps a job
Last week, I deleted the Twitter app off my iPhone as a bit of an experiment. I’ve done this a few times before — but the start of the pandemic back in early 2020 had me going full on Twitter since then. After all, if it’s important, it’s on Twitter, right?
Well, not exactly. In fact, when I was sick for a few days, I kept turning to Twitter and finding…not much that merited the visit to the app — just boredom. (Never fear though, I can still access it on my computer browser.) Nevertheless, I wondered how much I’d miss if I just took it of my phone.
The first real answer came on Friday when news came of the Fifth Circuit’s beatdown decision to stay enforcement of the OSHA vax or test Emergency Temporary Standard. Turns out you can hear about it the same time as others even without being on Twitter.
But what happened next was interesting for me — nothing. Without being on Twitter, I missed the immediate reactions, overreactions, snark, and, sure, some actual insights.
And that’s ok.
We are entering a time during this pandemic when the changes are happening more incrementally and slowly. Perhaps we are headed for a modest 5th wave here, for example. That might require employers to adjust on the fly again. But speed isn’t everything right now.
Thus, with the luxury of a few more days to ponder and think, where are we now on the OSHA rule?
Continue Reading Court Stays OSHA ETS, But We Know All Too Well It’s Not the Last Word
Being sick over the last week brought me a lot of unexpected “gifts”. Sure, there were the forced afternoon naps (oh, who’s kidding, even a morning nap too) . The watching of “The Price is Right” at least once (or was it twice?). The early start of a post-pandemic diet.
But also the “gift” of
Over the weekend, I was joking with a friend that we’ve seen more changes in employment law in the last 18 months than the last 18 years.
That’s an exaggeration of course. But it certainly does feel like there’s been a lot of changes. Sometimes it’s hard to catch up. So rather than a long
Today, I’ll be presenting on the topic of working remotely (i.e. telework) along with my colleagues Rauchell Beckford-Anderson, Bradley Harper and Louis Schatz.
If you missed it, you’ll be able to view it on demand here.
The topic of remote work has certainly taken off during this pandemic.
But a few stats stood out for
18 months.
Is that a long time? Short?
Everyone has marked this pandemic in their own time, but over the last few days, I realized that I hit the 18 month mark since I left work one morning not knowing when I would really be back.
For me, it’s been both a long and short
With the Delta variant continuing to surge throughout the country, employers have begun to seriously consider mandatory vaccination policies. As I mentioned before, on September 9th, we presented a webinar on the topic.
But shortly after our webinar, the Biden Administration released a COVID-19 Action Plan which combines executive orders with forthcoming
Earlier today, my colleagues and I gave a webinar on mandatory vaccination policies. It’s almost like the President was listening.
This afternoon, President Biden announced that the Department of Labor, and specifically, OSHA will be issuing a new rule that will require all employers with 100 or more employees to ensure their workforce is fully