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So much for that glass being half-full. For the government’s vaccine mandates, things are going from bad to — ah, you can read this sign.

Yesterday, a Louisiana federal judge entered a nationwide injunction against the CMS healthcare COVID-19 vaccine mandate. I’ll detail that tomorrow.

Today, I’ve got news on the big hit that the Executive Order mandating COVID-19 vaccinations for employees of certain federal contractors (the “Contactor EO”) just took. Continue reading

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I know. You have a business to run, and all of this uncertainty about whether OSHA can force COVID-19 vaccinations or weekly testing at companies with 100 or more employees isn’t helping.

So, let’s see if we can at least clarify the timing. Continue reading

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Over the weekend, a colleague asked a few of us how (if?) most private employers with more than 99 employees are prepping their workplaces for the OSHA vaccine-or-test mandate in light of its uncertain fate at the Sixth Circuit — especially after the beatdown that OSHA took at the Fifth Circuit.

And I was like, ” I don’t know.”

So, perhaps the best blog readers in the world can help. Continue reading

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If your company makes its employees sign arbitration agreements, then this post is for you.

The rest of you can get an early start on happy hour find something else to read while sipping your morning cup of coffee. Continue reading

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While nerds like me were flooding LinkedIn with status updates about Sixth Circuit this and OSHA ETS that, the U.S. Equal Employment Opportunity Commission was hosting a secret “virtual dialogue” with the employer Illuminati about retaliation updating its COVID-19 Technical Assistance to include additional information on retaliation.

Anything 🤯?  Continue reading

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In recent years, some states and municipalities have made it unlawful to discriminate based on an individual’s hairstyle because certain protected classes — usually Black women —  receive unfair treatment based on inherent hair texture and protective hairstyles, like braids, locs, and twists. Why, yesterday, Tempe became the second city in Arizona to pass a hair discrimination ban.

There’s nothing explicit under federal antidiscrimination law, like Title VII, that outlaws hair discrimination. But, that hasn’t stopped the EEOC from pursuing related claims for race discrimination. Continue reading

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“Doing What’s Right – Not Just What’s Legal”
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