While the nation's public health emergency may be over, the EEOC is reminding employers that they still may continue many of their COVID-19 policies.
President Biden has signed a congressional resolution that terminates the COVID-19 national emergency, returning a number of deadlines and provisions affecting employee benefit plans to their pre-pandemic norms.
A federal district court has ruled that a 2021 Montana law - which classified vaccination status as a protected characteristic under the state's antidiscrimination laws and barred employers from refusing employment or otherwise discriminating against individuals on that basis - is unconstitutional.
The COVID-19 state of emergency in California will end on February 28, 2023, Gov. Gavin Newsom has announced. So, what will its expiration mean for employers?
Effective November 1, New York City will no longer require private businesses to mandate that their employees be vaccinated for COVID-19.
Lowering health care costs and prescription drug expenses and making more affordable coverage possible are among employers' top future health care reform priorities, according to a recently released study.
Recognizing the long-term nature of the COVID-19 pandemic, the Centers for Disease Control and Prevention (CDC) relaxed its guidance surrounding isolation and quarantine following exposure to the coronavirus.
The Department of Health and Human Services has declared that monkeypox a public health emergency, with over 7100 confirmed cases in the US and nearly 27,000 cases globally.
To ensure that workplace COVID testing does not violate the Americans with Disabilities Act, employers must consider the level of community transmission, the vaccination status of employees and other factors.
A medical practice will compensate affected employees and provide other relief to resolve a COVID-19-related genetic information case filed by the EEOC.
News: HR guidance on preventing infectious diseases in the workplace.
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