COVID-19 Vaccinations and the Workplace
EEOC guidance on mandatory vaccine programs in the workplace
COVID-19 Client Advisor (June 15, 2020)
It’s week 2 of Phase 2 and in this week’s Advisor we address revised guidance from the EEOC, as well as some FAQs from OSHA regarding face coverings. We also look at the requirements for the new Emergency Educator License. COVID-19 advisor vol 11 (June 15, 2020)
EEOC Update: The Latest COVID-19 Guidance (June 11, 2020)
Updated EEOC Technical Assistance
COVID-19 Client Advisor (June 8, 2020)
As Massachusetts moves into Phase 2 of its reopening plan and details start to emerge about plans for reopening schools in the fall, we resume our weekly Advisors for clients and friends. This week we address some FAQs, OSHA COVID-19 reporting requirements, safety supplies for schools, and the recent passage of Chapter 92 of the [...]
EEOC Posts New Q & A Document Regarding COVID-19 and EEO Laws
New guidance from EEOC regarding COVID-19 and the laws EEOC enforces.
PANDEMIC PREPAREDNESS IN THE WORKPLACE AND THE ADA (updated 3/22/2020)
EEOC guidance regarding preparing for a pandemic
Disabled Teacher Can Bring Suit Over Denial Of Part-Time Work
In Incutto v. Newton Public Schools, 2019 WL 1490132 (2019), a full-time elementary school teacher (Incutto) sued the Newton Public Schools (Newton) under the Americans with Disabilities Act for failing to accommodate her fibromyalgia by denying her requests to work on a part-time basis. Newton moved for summary judgment on the basis that the ability [...]
MCAD: Duty To Accomodate May Exceed FMLA Limits
On February 5, 2017, a Massachusetts Commission Against Discrimination (MCAD) hearing officer held that an employer’s obligation to provide a reasonable accommodation may exceed the leave time guaranteed by the Family and Medical Leave Act (FMLA). MCAD v. Country Bank For Savings , 10-SEM-02769 (J. Kaplan). The Complainant, Amanda LaPete, charged her former employer with [...]
Clearing the Smoke Around The Medical Marijuana Act and The Workplace
The Massachusetts Medical Marijuana Act (MMA), which became effective January 1, 2013, permits qualifying patients with defined medical conditions to obtain and use marijuana for medicinal purposes. It also raises a number of questions for employers regarding how the Act will impact employer obligations and employee rights.