What the Supreme Court's Vaccine Mandate Rulings Mean for Employers

What the Supreme Court's Vaccine Mandate Rulings Mean for Employers

With the Supreme Court blocking the Biden administration's vaccine-or-test mandate for large employers from taking effect, what happens next? And, does the ruling leave companies on their own when it comes to vaccine-related safety measures? XpertHR Legal Editor David Weisenfeld [https://www.xperthr.com/authors/xperthr-editorial-team/33553/#david-b-weisenfeld-jd-legal-editor] breaks down this monumental ruling striking down the COVID-19 Emergency Temporary Standard (ETS) that would have affected an estimated 84-million employees, and a separate opinion upholding a vaccine requirement for health care workers. Meanwhile, XpertHR Legal Editor Melissa Boyce [https://www.xperthr.com/authors/xperthr-editorial-team/33553/], who leads our vaccination resource coverage, discusses how employers can proceed now that the Supreme Court has spoken.

California Employment Law Changes to Watch in 2021

Littler employment shareholders Bruce Sarchet [https://www.littler.com/people/bruce-j-sarchet] and Emily Patajo [https://www.littler.com/people/emily-t-patajo] join XpertHR Legal Editor David Weisenfeld for an in-depth look at the many new developments affecting California employers in 2021. Some of the more notable developments include the: * Expansion of the California Family Rights Act to apply to employers with five or more employees; * New pay data-reporting requirements for employers with 100 or more employees; * Emergency COVID-19 workplace safety regulations; * Changes to the California Consumer Privacy Act; and * Added diversity requirements for the boards of publicly held corporations.

FFCRA's December 31 Expiration Date Looms Large for HR

On this podcast, Littler employment attorney Natasha DeCourcy [https://www.littler.com/people/natasha-l-decourcy] joins XpertHR Legal Editor David Weisenfeld to discuss what happens if the Families First Coronavirus Response Act and its federal paid leave provision is allowed to expire on December 31. DeCourcy takes employers through all the potential contingencies, including whether an expiration also means the end of an employer's ability to continue claiming tax credits. She also advises that employers should not mention the FFCRA, or anything related to COVID, at all in their employee handbooks because of the fleeting nature of these requirements.

What the Biden Presidency Could Mean for Employers

This podcast explores the various changes employers should expect after President-elect Biden takes office on January 20, as Proskauer employment attorneys Anthony Oncidi [https://www.proskauer.com/professionals/anthony-oncidi] and Laura Fant [https://www.proskauer.com/professionals/laura-fant] join XpertHR Legal Editor David Weisenfeld. Oncidi heads the labor and employment group at Proskauer's Los Angeles office while Fant practices with the firm's New York City office. While there would have been more developments had the Democrats taken control of the Senate (at best they can achieve a 50-50 split), Oncidi and Fant agree there will be significant action at the regulatory level.

Handling Employee Social Media Use Amid the 2020 Election

Long-time employment attorneys Jonathan Hyman [https://meyersroman.com/attorneys/jonathan-t-hyman/] and Robin Shea [https://www.constangy.com/people-Robin-Shea], both accomplished bloggers on workplace issues, join XpertHR Legal Editor David Weisenfeld for a wide-ranging discussion about employee social media use. Generally speaking, employers can hold an employee responsible for posts on their personal social media accounts. But there are lots of exceptions to the rule. "Employers can't get too draconian or employees will perceive them as Big Brother," said Hyman. "The message shouldn't be 'don't post political stuff.' It should be 'let's be respectful.'" Shea asserted that employers must avoid content-based judgments. "You can't allow pro-Biden posts and not pro-Trump posts." Both agree there may be situations where employers may need to hold employees accountable for what they post on their personal social channels (e.g. harassment or calls for violence).