Labor & Employment Law Updates
On March 10, 2022, the U.S. Department of Labor released new resources aimed at providing information to vulnerable workers, such as immigrant workers, workers of color, and women, who are terminated or are subjected to other adverse employment actions in retaliation for exercising their lawful rights
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On February 17, 2022, the Federal Register published a proposed rule by the U.S. Department of Agriculture (“USDA”) that would require federal contractors to certify their labor law compliance.[1] The proposed rule would apply to all solicitations and contracts that exceed the simplified acquisition threshold, which is currently $250,000.[2]
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On February 28, 2022, the Tenth Circuit re-affirmed that circumstantial evidence is sufficient to prove pretext of willful discrimination under the Age Discrimination in Employment Act (“ADEA”).
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On February 19, 2022, the 2022 COVID-19 Supplemental Paid Sick Leave Law, Senate Bill 114, went into effect in California.[1] The law, which retroactively applies from January 1, 2022, and extends until September 30, 2022, requires employers with 26 or more employees to provide supplemental paid sick leave of up to 80 hours for COVID-19 related paid leave.
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Both chambers of Congress recently passed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (the “Act”), a bill aimed at preventing employers from requiring workers to arbitrate sexual harassment and assault claims.[1] The bill is now headed to the desk of President Biden for his expected signature.
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On February 9, 2022, the Ninth Circuit resolved a decades long dispute involving claims under the California whistleblower protection statute in Wallen Lawson v. PPG Architectural Finishes Inc [1] The Court determined that the test prescribed in Cal. Lab. Code § 1102.6 is the correct legal framework for claims of whistleblower retaliation. [2]
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After the United States Supreme Court stayed the implementation and enforcement of the COVID-19 Emergency Temporary Standard (ETS) requiring private employers to implement a mandatory vaccination or weekly testing and masking policy.[1] the federal Occupational Safety and Health Administration (OSHA) announced its withdrawal of the ETS as of January 26, 2022.[2]
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On January 1, 2022, all Colorado employers—regardless of size—became subject to traditional paid sick leave requirements under the Healthy Families and Workplaces Act (“HFWA”).[1] This requirement differs from the 2021 version of the Act, which required only employers with 16 or more employees to provide paid sick leave.[2]
[1] C.R.S. § 8-13.3-403(1)(c).
[2] C.R.S. § 8-13.3-403(1)(b).
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On January 14, 2022, the U.S. Supreme Court agreed to hear a case where the outcome may require public employers to reevaluate their policies regarding employees’ unprotected speech. [1]
[1] Kennedy v. Bremerton Sch. Dist., 991 F.3d 1004, 1010 (9th Cir. 2021), cert. granted, No. 21-418, 2022 WL 129501 (U.S. Jan. 14, 2022).
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The Department of Homeland Security (DHS) and U.S. immigration and Customs Enforcement (ICE) have extended flexibility in complying with the Employment Eligibility Verification (Form I-9) requirements until April 30, 2022 due to the ongoing COVID-19 pandemic.
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A COVID-19 diagnosis alone, however, is not enough.
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A federal court has issued a nationwide injunction blocking the federal government from enforcing its upcoming vaccination requirements for employers awarded federal contracts.
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A new round of mandates leaves Douglas and Broomfield Counties as the only counties in the Denver metropolitan area who have not instituted a mandate.
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We’ll be back next week!
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The Fifth Circuit found OSHA exceeded its statutory authority in issuing the November 5, 2021, Emergency Temporary Standard applying COVID vaccination measures to all employers with 100 or more employees.
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Employers have no obligation under the Americans with Disabilities Act (ADA) to accommodate a disabled employee’s problems outside the workplace and unrelated to her essential job functions
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OSHA has issued an Emergency Temporary Standard requiring employers with 100 or more employees to develop, implement, and enforce a COVID vaccination policy.
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