PER Human Resources – March 2021

 
 

Want to know the latest buzz in the HR arena?  Professional Employer Resources has a world of information in our newsletter. Not only is it fun, it's resourceful! Including, important changes to federal and state employment practices.

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COVID-19 Vaccinations: What to Consider BEFORE Implementing a Policy

With the rollout of the COVID-19 vaccines, employers are faced with myriad questions around when - and if - they should have a vaccination policy for their workplace. Unfortunately, there is no "one size fits all" approach. Whether a vaccine policy, and which type of policy, is right for your workplace depends on what industry you're in, your state restrictions, the level of risk to your employees, your workplace culture, your ability and desire to track employee vaccinations, and numerous other considerations. Read on for a detailed discussion of these issues and more in our comprehensive publication COVID-19 Vaccine and the Workplace: Employer Considerations and Responsibilities, Checklist, and Frequently Asked Questions.
Question: Can an employer mandate that all its employees, without exception, get the COVID-19 vaccine? Get the Answer
FEDERAL UPDATES Easily Avoid a Claim - Don't Retaliate When Employee Expresses COVID Concerns STATE UPDATES ARIZONA: Arizona Amends Civil Rights Act to Prevent Pregnancy Discrimination CALIFORNIA: Approaching Deadline for California Employers to Report Employee Pay Data - Deferral Can Be Requested! California: STOP Rounding Employee Meal Break Punches OHIO: Employer-Friendly Amendments to Employment Discrimination Law Coming VIRGINIA: COVID Requirements: Response Plan, Exposure Notice, Training, and More
Copyright © 2020 ePlace Solutions, Inc., All rights reserved. This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.
 

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