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.
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.
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.
The federal appellate court denied an attempt by a group of employees to block enforcement of a vaccine mandate that applied to more than 93,000 employees.
Discrimination against people with caregiving responsibilities may violate federal antidiscrimination laws, according to new guidance issued by the Equal Employment Opportunity Commission (EEOC) - a situation intensified by the COVID-19 pandemic.
News: HR guidance and workplace support on the coronavirus (COVID-19) pandemic.
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