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The Employer Handbook BlogPreparing for Exceptions To Your Business’s COVID-19 Vaccine Program
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I was in The Zone yesterday. Continue reading
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Who was the worst employer of 2020? Place your vote!
Wikirishiaacharya, CC BY-SA 3.0, via Wikimedia Commons
By most reasonable accounts, this year has been one hot mess.
The ADA does not require accommodating medical marijuana use. But, what about synthetic THC?
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The Americans with Disabilities Act requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship.
In the history of ADA, I don’t know of any court that has concluded that an employer must accommodate an employee’s use of medical marijuana. That’s because, federally, marijuana is still an illegal drug. (It’s on the Schedule One list). But, what about accommodating someone who uses medically-prescribed synthetic marijuana to treat the symptoms of an underlying disability? Continue reading
A nurse, a TikTok video, and ignoring COVID-19 safety protocols. (This doesn’t end well…)
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Pretty much none of you who emailed me after yesterday’s post about state-mandated vaccines were too keen on that idea.
But, speaking of COVID-19 and safety precautions, let’s see what you think about today’s twist. Continue reading
Can your state require you to get the COVID-19 vaccine? At least one has a pending bill…
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Enough with the “Can companies require employee COVID-19 vaccinations?” articles already! Yes, they probably can, subject to disability and religious accommodations.
But, what if, instead of an employer mandating vaccinations, an entire state did so for nearly all of its residents? No, I wasn’t just clickbaiting you with the title of this blog post. One state actually has a pending bill. Continue reading
Heads up! Check to see if your state and local quarantine rules have changed recently.
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Last week, I wrote here about how the CDC had changed its guidance on COVID-19 close contact. As a result, lots of state and local guidance became misaligned with the federal change.
But now they’re catching up. Continue reading
Can your business dodge an EEOC discrimination claim by closing and opening under a new name?
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If you got to this page via Google, please don’t call or email me. 😉
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It took until December, but I just read about the most ‘2020’ social media firing of the year.
Håkan Dahlström, CC BY 2.0, via Wikimedia Commons
Plus, I get to start the week right by citing a source called “Russian Machine Never Breaks.”
***chef’s kiss***
For how much did one of the most important employment cases of 2020 just settle?
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On June 15, 2020, the U.S. Supreme Court ruled in Bostock v. Clayton County that Title VII of the Civil Rights Act of 1964, which makes it unlawful for employers to discriminate based on sex, also prohibits discrimination based on sexual orientation and transgender status. It was a landmark opinion.
One of the actions consolidated into the Bostock action was EEOC v. R.G. & G.R. Harris Funeral Homes. The EEOC argued specifically that Title VII prohibits discrimination based on transgender status. On November 30, 2020, it settled.
And I’ve got all the details for you. Continue reading
Just when you thought you had it all figured out, the CDC updated its ‘close contact’ guidance (again!)
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You and me, we’re a lot alike. Continue reading