FortneyScott’s Client Briefing on New Federal Vaccination Mandates
Sep 13, 2021
FortneyScott provided a client briefing to discuss the new vaccination obligations that President Biden announced on September 9, 2021. In our September 9th Client Alert, we provided initial information immediately after the announcement. We want to follow up promptly and provide you with additional details.
FortneyScott attorneys David Fortney and Nita Beecher provided the latest information on vaccine mandates on Monday, September 13.
In the briefing, they addressed:
- The announcement that OSHA will issue an Emergency Temporary Standard that will include obligations to vaccinate workers and to provide paid time off
- The two new Executive Orders announcing new COVID safety protocols for Federal contractors and employees
- The Safer Federal Workforce Task Force guidance
- How the new obligations for federal contractors and employers fit within President Biden’s Action Plan, The Path Out of the Pandemic. We will address the Plan’s six pillars, including vaccinating the unvaccinated; further protecting the vaccinated through booster shots; keeping schools open; increasing testing and requiring masks; protecting the economic recovery, and improving care for those with Covid-19.
To request a copy of the briefing, please email info@fortneyscott.com.
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On March 29, 2024, the Office of Management and Budget published revisions to federal data that covered entities must collect on race and ethnicity.
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On April 23, 2024, the Federal Trade Commission voted, 3 to 2, to ban nearly all non-compete agreements. The ban is scheduled to become effective 120 days after it is published in the Federal Register (as of the date of this alert, it has not yet been published).
On Tuesday, April 23, 2024, the Department of Labor (DOL) released its long-delayed final rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees, increasing the salary threshold for overtime exemptions.
DOL released its final OT Rules which will become effective July 1, 2024.
The EEOC’s final Pregnant Workers Fairness Act (“PWFA”) regulations were republished in the Federal Register on April 19 and will become effective on June 18th. The final regulations and guidance clarified and, in some cases, expanded on employers’ accommodation obligations for pregnancy related conditions from what the EEOC originally included in the proposed regulations.
On March 29, 2024, the Office of Management and Budget published revisions to federal data that covered entities must collect on race and ethnicity.
On January 29, 2024, on the 15th anniversary of the enactment of the Lily Ledbetter Fair Pay Act, the Biden Administration announced a proposed regulation to prohibit federal contractors and subcontractors from using job applicant’s prior salary history when setting pay and to require federal contractors to disclose the expected salary range in job postings. The proposal was published in the Federal Register on January 30, 2024 and comments were due on April 1, 2024.
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Join our skilled presenters as they discuss the actions of the DOL (Wage & Hour; OFCCP; OSHA), the NLRB, and recent Court arguments confronting the Chevron doctrine, with a focus on the impact on the workplace.
On January 30, 2024, the Biden Administration published a proposed regulation to prohibit federal contractors and subcontractors from using job applicant’s prior salary history when setting pay and to require federal contractors to disclose the expected salary range in job postings.
On January 9, 2024, the Department of Labor’s Wage and Hour Administration (“W&H”) issued its long-awaited final regulation, “Employee or Independent Contractor Classification Under the Fair Labor Standards Act.”
