Skip to main content

What I’ve Been Reading This Week

 

I think one of the big developments this week was the updated guidance in regard to employers and employees and the coronavirus vaccine.  Many readers have likely seen the news reports this week about the vaccine being released across the country (and world for that matter.)  In the weeks and months ahead, as more of the vaccine is distributed, I suspect the recently released guidance will be a good resource to consult.

As always, below are a couple articles that caught my eye this week.


Virtual Onboarding in 2021

As we come to the end of 2020, many employers and HR professionals are likely looking ahead to 2021 and what the workplace (and hiring process) will look like.  Even as we round out December, it is a good idea to start coordinating and planning ahead for the coming months.  As this article from HRDive points out, virtual onboarding is likely to continue to be commonplace in the months ahead.  With virtual onboarding comes a change to how employers and HR professionals work to integrate new employees.  This article provides a few suggestions and pointers on how employers can effectively utilize virtual onboarding in the year ahead.


EEOC Provides Updated Guidance In Regard to Coronavirus Vaccinations

On Tuesday, the Equal Employment Opportunity Commission (“EEOC”) issued updated guidance on the rights and responsibilities of employers and employees in regard to the coronavirus vaccine.  In short, if an employee cannot get vaccinated because of a disability or a sincerely held religious belief, practice, or observance (and there is no reasonable accommodation available), an employer may lawfully exclude the employee from the workplace.  However, this does not necessarily mean the employer can terminate the employee.  I refer readers to the guidance for more information, but this updated guidance is well worth reviewing.

Comments

Post a Comment

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum, it was noted that emplo
Post a Comment
Read more

What I’ve Been Reading This Week

A few years ago, I remember when the “Fight for $15” movement was taking off around the country.  Lo and behold, it appears that a $15/hour minimum wage is not the stopping point, which should be no surprise.  As the below article notes, New York is aggressively moving to ramp up hourly wage rates even higher.  While all the  below articles are worth a read, I called particular attention to that one. As always, below are a couple article that caught my eye this week. Disney World Workers Reject Latest Contract Offer Late last week, it was announced that workers at Disney World had rejected the most recent contract offer from the company, calling on their employer to do better.  As Brooks Barnes at The New York Times writes, the unions that represent about 32,000 workers at Disney World reported their members resoundingly rejected the 5 year contract offer which would have seen workers receive a 10% raise and retroactive increased back pay.  While Disney’s offer would have increased pa
Post a Comment
Read more

Utah Non-Compete Bill Falters in House

Last month, a non-compete bill sponsored by Representative Brian Greene (Republican from Pleasant Grove) & up for vote in the Utah House failed to make it through the Legislature.  The bill sought to ban enforcement of non-competes if they came after a worker was already employed, given no compensation (such as a bonus or promotion) for signing the non-compete, and laid off within six months.  However, by a 22 - 49 vote, the bill was resoundingly defeated after some business groups lobbied to kill the non-compete bill.  One group in particular, The Free Enterprise Utah coalition, argued that the Utah State Legislature should hold off on any changes to non compete laws in the state until a survey about non competes was done among Utah businesses.  Representative Greene had countered this claim and argued that a survey was not needed to show that the current non compete laws in the states allowed many businesses, including some small high tech companies in the state, to per
Post a Comment
Read more