On August 13, 2021, The Occupational Safety and Health Administration (OSHA) updated its COVID-19 guidance for non-healthcare employers, suggesting that employers may want to “consider” adopting a policy requiring employees to receive the COVID-19 vaccination or submit to regular COVID-19 testing.
OSHA’s guidance includes the following recommendations for employers;
Considering OSHA’s new guidance, employers should review their policies and procedures regarding any potential COVID-19 exposure to employees and develop an infectious disease plan.
For assistance on developing a plan, contact email@example.com
With most employees working remotely in the last year, the convenience of working at home, elimination of commute times, and more flexibility have become a top recruiting tool. With today’s technology, working remote has become more a reality without missing a beat.
However, what happens when an employee or top candidate is in a state where the employee does not have an office or other employees? There are several considerations to review for remote employees since taxation of wages and employer withholding generally is not linked to the state in which the employer has an office or facility, but where the employee lives.
If the remote location is new, employers should review specific guidelines and regulations such as;
Non-Compete Agreements prevent (or at least slow) employees from taking a client/customer list and/or trade secrets when they leave the company; however these Agreements could become part of the past. On July 9, 2021, President Biden signed an executive order asking the FTC (Federal Trade Commission) to “ban or limit” non-compete agreements. The Biden Administration says non-competes prohibit “economic mobility” by limiting people’s ability to change jobs, in turn keeping wages down and preventing employees from leaving for a better paying position elsewhere. Now that the executive order has been issued, employers are wondering, are non-compete Agreements with employees now illegal because of this order? The short answer is No – but employers should be on alert. How far the FTC will go remains to be seen. Stay tuned!
Texas businesses now have claims protection from plaintiffs citing COVID-19 injuries, if certain safety protocols have been followed. The law, which became effective on June 14, 2021, provides liability protection for certain businesses. Key points of the Act include;
1. Plaintiffs must prove the business knew of and failed to warn plaintiff of a condition that is likely to create exposure to the COVID-19 virus and the business;
If a business receives a claim, contacting an attorney is advised. More information on the Act can be found at: Texas Pandemic Liability Protection Act