At the beginning of the pandemic, many employers began to require employees to be screened for COVID-19 symptoms prior to starting work. Common screenings include daily temperature checks and symptom questionnaires, as well as questions about recent travel or recent exposure to COVID-19. Predictably, lawsuits have started to surface by employees alleging state and federal

The light at the tunnel is near! Due to the increase in vaccinations in the United States, the CDC has issued updated guidance regarding “fully vaccinated” individuals. For purposes of the guidance, an individual is considered fully vaccinated two or more weeks after receiving the second shot of a two-dose vaccine (Pfizer-BioNTech or Moderna) or

According to new guidance from the U.S. Department of Labor, workers who refused jobs that they viewed as unsafe for COVID-19 reasons may now be eligible to collect unemployment benefits. The DOL published this guidance on February 25 in keeping with President Biden’s promise to provide unemployment benefits to workers who chose unemployment over exposure

As the COVID-19 vaccine becomes available across the country, companies are facing critical decisions as they create policies and/or plan for the transition back to work. Below is a list of questions and best practices Frantz Ward attorneys frequently discuss with clients related to key issues facing returning to the office.

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Yesterday, on his first full day in office, President Biden signed an additional ten Executive Orders, among them one directing the Occupational Safety and Health Administration (OSHA) to take immediate action and issue guidance to employers on protecting workers from COVID-19.

Specifically identifying “healthcare workers and other essential workers, many of whom are people of

Originally effective on April 1, 2020, the Families First Coronavirus Response Act (“FFCRA”) required certain employers with fewer than 500 employees to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The FFCRA specified an effective date through December 31, 2020. While many anticipated that

On December 16 the EEOC updated its guidance regarding the COVID-19 pandemic to include questions and answers regarding the COVID-19 vaccination. Per the guidance, employers may mandate employees receive the vaccine, but employers who do so, must keep in mind employment non-discrimination laws. Noteworthy provisions of the updated guidance are summarized below:

  • Disability-related considerations:

With COVID-19 cases continuing to rise, the Occupational Safety and Health Administration (OSHA) has issued new respiratory protection guidance focused on protecting workers in nursing homes, assisted living and other long-term care facilities (collectively “LTCFs”).

OSHA’s new guidance stresses the significance of proper and effective Personal Protective Equipment (“PPE”) when dealing with COVID positive patients

As businesses in Ohio and across the country continue reopening, many employees are refusing to return to work, and are instead remaining off collecting unemployment benefits. This has frustrated many employers, and Ohio Governor DeWine recently stepped in to address the issue.

In particular, Governor DeWine issued an Executive Order specifying that employees who refuse