New Missouri Law Requires Employers to Provide Unpaid Leave & Other Accommodations for Victims of Domestic or Sexual Violence
Effective August 28, 2021, Missouri employers with at least 20 Missouri employees must provide unpaid leave for employees who are victims of domestic or sexual violence (as defined by state statute) or have family or household members who are victims of such violence. Covered employers must also notify current employees of their right to leave under the law by October 27, 2021 (or upon commencement of employment for future employees). Learn More
Virginia OSHA Issues Third Iteration of its Emergency COVID-19 RegulationOn August 26, 2021, the Virginia Safety and Health Codes Board adopted revised amendments to the Final Permanent Standard for Infectious Disease Prevention of the SARS-CoV-2 Virus That Causes COVID-19 (the Final Permanent Standard). Governor Ralph Northam then proposed an additional amendment, which the Board adopted as well. As a result, the Final Permanent Standard, as amended, became effective September 8, 2021. This third version of Virginia’s emergency COVID-19 regulation includes some notable changes. Learn More |
President Biden’s COVID-19 Action Plan—What Employers Want to KnowOn September 9, 2021, President Biden released his COVID-19 Action Plan, Path Out of the Pandemic (the “Plan”). The Plan mandates vaccination against COVID-19 for employees working for employers that have 100 or more employees, as well as employees that work for the federal government or healthcare entities, and/or are federal contractors. The following Q&As address some of the common employer concerns regarding Biden’s Plan and the upcoming OSHA Emergency Temporary Standard (ETS). Learn More |
NLRB General Counsel Issues Memorandum Urging Regions to Seek Punitive Remedies Against Employers Found to Violate the NLRANational Labor Relations Board General Counsel (GC) Jennifer Abruzzo recently issued a hard-hitting Memorandum urging the Board’s regional offices to consider closely the full scope of aggressive remedies she deems available to them for issuance against employers. This Memorandum effectively directs the regional offices to adopt the GC’s position that the Board possesses “broad discretionary authority under Section 10(c)” of the National Labor Relations Act to seek a “full panoply” of remedies available against employers found to commit unfair labor practices. Learn More |
