Fisher Phillips News

COVID-19 Vaccines in the Workplace

Conversations about COVID-19 with Fisher Phillips

Moderator: Travis Vance

Join Travis Vance, co-chair of the firm’s Workplace Safety and Catastrophe Management Practice Group and a leader of the firm’s COVID-19 Task Force, as he connects with thought leaders from around the firm to discuss timely issues related to the pandemic’s impact on the workplace.

 

It’s the topic every employer across the country wants to know about: COVID-19 vaccines and the workplace. In this podcast, Fisher Phillips partners Phil Bauknight and Kevin Troutman – who have been leading our firm’s Vaccine Subcommittee – discuss key issues that employers should consider surrounding the COVID-19 vaccination effort. Among their topics: whether and how to implement a mandatory vaccination program, dealing with reasonable accommodations, alternatives to a mandatory vaccine requirement, and other common questions.

California Enacts a Slew of New COVID-19 Regulations and Updates

Conversations about COVID-19 with Fisher Phillips

Moderator: Travis Vance

Join Travis Vance, co-chair of the firm’s Workplace Safety and Catastrophe Management Practice Group and a leader of the firm’s COVID-19 Task Force, as he connects with thought leaders from around the firm to discuss timely issues related to the pandemic’s impact on the workplace.

 

It’s often said that doing business in California is like doing business in an entirely different country, and the state’s response to the pandemic is no exception to this rule. In this podcast, California attorneys Ben Ebbink and Hannah Sweiss discuss the most pressing issues they have seen from clients and California employers related to COVID-19. They will discuss questions about international travel, employers’ new obligations, and recent legislation affecting California employers from a federal, state, and local level.

California’s New COVID-19 Notification Law

Conversations about COVID-19 with Fisher Phillips

Moderator: Travis Vance

Join Travis Vance, co-chair of the firm’s Workplace Safety and Catastrophe Management Practice Group and a leader of the firm’s COVID-19 Task Force, as he connects with thought leaders from around the firm to discuss timely issues related to the pandemic’s impact on the workplace.

 

In this podcast, California attorneys Ben Ebbink and Hannah Sweiss discuss COVID-19 issues in the California workplace, specifically the details of a dramatic new state statute (AB865) that imposes incredible new notification requirements – among other things – on California employers. The new law, in effect as of January 1, 2021, completely redefines what an employer must do when there is a COVID-19 case in a California workplace. It is a must-listen for any organization with a presence in California.

Legal Alert: Guidance For Employers As CDC Reduces Coronavirus Quarantine Period To 7 To 10 Days

This legal alert was published on December 3, 2020 by Benjamin Morrell and Travis Vance in Charlotte.

The Centers for Disease Control and Prevention just issued new guidance stating that coronavirus quarantines may be shortened to seven or 10 days under certain circumstances, down from the 14 days currently recommended, according to media reports. This will permit businesses to return employees who have been exposed to COVID-19 back to work on a reduced timeframe. What do employers need to know about this encouraging development?

Employer Solutions For Supporting Working Mothers During The Pandemic – And Beyond

This newsletter article was published on December 29th, 2020 by Emily Litzinger in Louisville.

Undoubtedly, working mothers have always worked a “double shift” – a full day at work followed by hours spent caring for their children, running to soccer practice, and getting food on the table. Before the pandemic, however, working mothers at least had a network of support including childcare and school to make this challenge possible. But once COVID-19 hit, childcare became scarce, virtual school continued indefinitely, and the months blurred together. The pressure mounted to such unrealistic levels that working mothers began to leave the workforce at a shocking rate. This article will take a closer look on the unique problems faced by working mothers during the pandemic, and will offer six tangible solutions that employers can put into place to support these valuable team members at their workplaces.

Legal Alert: EEOC Announces Record-High Recovery Against Employers In FY2020

This legal alert was published on November 17th, 2020 by J. Randall Coffey in Kansas City, and Richard Meneghello in Portland.

 

The federal agency charged with enforcing the nation’s main workplace discrimination laws just announced that it recovered over $535 million from employers on behalf of aggrieved workers and applicants this past fiscal year, a figure that shattered the previous record and set an all-time high. The EEOC’s November 16 financial report also touted successes in clearing old inventory of charges, increasing the percentage of resolutions achieved in favor of charging parties, and mediating thousands of charges to conclusion. The report further indicated that the EEOC filed the second-lowest number of merits lawsuits against employers in over two decades. What are the top five takeaways for employers from this latest report?

The Top 5 Ways To Keep Your Employees Engaged (And Safe) Despite COVID Fatigue

This newsletter article was published on November 30th, 2020 by Kristin White in Denver.

When the pandemic first began, most employees were ready to pitch in and do their part to help reduce the spread of COVID-19. They adapted to remote working while attending to their children. Others understood they were deemed “essential workers” and adjusted to the new normal when coming to work, which included temperature checks, symptom sign-offs, masks, and social distancing. But after months of being team players, we are all ready for the game to end. Many of your employees are feeling “COVID fatigue” just as we see COVID-19 exposure numbers increasing once again. Here are our top five suggestions for ways to keep your employees masked and socially distanced as we play through these final and extra innings.

Safety For A Diverse Workforce In 2020 – And Beyond

This newsletter article was published on October 30th, 2020 by Ashby Angell, Chantell Foley, and Todd Logsdon in Louisville.

When thinking about safety training for your workforce, you may be, understandably, focused on your workforce as a whole. Just as important, however, is considering the age, gender, nationality, and other aspects of all of your employees in planning for such training. America’s workforce is more diverse than ever, and this diversity can impact the way employees comprehend and implement their training. 

The last census revealed that approximately 17% of the U.S. workforce is currently made up of foreign-born workers, and the Bureau of Labor Statistics projects that minorities, including foreign-born workers, will approach 50% of the American workforce by the year 2050. The BLS also reported in 2016 that women comprised 47% of the total workforce, and younger workers (those ages 15-24) represented 14% of the workforce. As America's workforce continues to evolve, so will yours – and your safety training should evolve in turn.

CDC’s Latest COVID-19 Guidance Complicates 6-15-48 Contact Tracing Procedures For Employers

This legal alert was published on October 22, 2020 by Nicholas Hulse and Travis Vance in Charlotte.

New COVID-19 contact tracing procedures released by the federal government yesterday have expanded the category of individuals who are deemed to be in close contact with each other – and will complicate the already difficult task faced by employers when trying to maintain a safe workplace environment. The updated guidance now indicates that workers should be considered to be at risk of contracting the novel coronavirus if they were within six feet of an infected individual for a total of 15 minutes or more over a 24-hour period during the 48 hours before the infected individual exhibited symptoms or, if asymptomatic, 48 hours before the COVID-19 test was administered, even if the interactions that lead to a cumulative total of 15 minutes were brief and spread out over that time. What do employers need to know about this new standard, and more importantly what do you need to change about your workplace practices?

How To Handle Unprecedented Workplace Tension This Election Season: A 10-Step Action Plan

This newsletter article was published on September 4, 2020 by Megan Janes in Fort Lauderdale and Jennifer Sandberg in Atlanta.

What a year! 2020 has been full of challenges, both personal and professional. Personally, each of us have our own story. Professionally, workplaces have been rocked with unprecedented turmoil as we navigate COVID-19 and the lasting impact of the social justice protest movement. And now, we will close out 2020 with a contentious presidential election. 

A pandemic, racial tensions, concerns about inaccurate news, fears of election fraud, and the potential for high stakes espionage may make workplace issues seem trivial – but just wait until it’s your workplace, regardless of whether you are an employee, manager, or senior leadership. You should anticipate election-related workplace issues regardless of whether your workplace remains virtual, never closed, or falls somewhere in between.

As we count down to the election (less than 60 days to go!) and then the inauguration (a little more than four months to go!), we all have some listening to do. Why listen? Because it may turn out that you are wrong. This article will cover some common misconceptions and provide some legal standards to keep in mind. It then offers a 10-point action plan to proactively avoid problems and respond to them if they arise. The article concludes with information about an interactive workshop that may be of value in helping you address specific issues of tension in your workplace.