As more employers pivot away from working remotely, the question of how to handle unvaccinated employees will come to a head.
On May 13, the Center for Disease Control (CDC) changed its COVID-19 masking guidelines, announcing fully vaccinated Americans could now unmask indoors. While the guidance remains subject to state, local and business requirements, employers are faced with this new challenge.
A rule change that would have made it easier for businesses to classify workers as independent contractors rather than employees has been withdrawn.
It is time to remind you that relaxing workplace safety measures could also invite litigation from employees in a stressed economy, because – let’s be honest – it seems like the smallest of disagreements can now result in huge blowups.
Keeping business information and data locked down, being aware of the pitfalls of data security while working from home or remotely and keeping pace with prevention technology should be a top priority for business leadership – and their employees.
As the final days of the COVID-19 pandemic crest on the horizon, employers are left wondering how they should run their business, what risks they should be willing to take and what kind of pain could likely be felt.
Though there are hopeful signs, there are concerns about how to return to work safely
The work-from-home adjustment prompted new legal concerns about insurance coverage for incidents that take place during the remote workday.
To try to find out whether this was a trend or whether I was reading too much into Judge McGuire’s statement, I informally polled several employment litigation practitioners to see if any of them had experience with these kinds of cases. Here are just a few that I found and what I think they mean for the future of employment litigation.
While the nation moved forward with the “work from home” trend during the COVID-19 pandemic, the question of who bore the brunt of the cost for this unwanted necessity has yet to be answered?