Below is an excerpt of an article co-authored with Environmental, Energy + Telecommunications Group lawyer Jon Schaefer, published by EHS Today on August 31, 2023.
Across the country, manufacturers are learning they need to ensure employees working both inside and out are adequately protected from heat-related risks. Earlier in the summer, OSHA issued the…
Below is an excerpt of an article co-authored with Robinson+Cole Labor and Employment Group lawyer Natale V. DiNatale and Environmental, Energy + Telecommunications Group Jon Schaefer published by the Connecticut Business and Industry Association (CBIA) on April 12, 2023.
OSHA is poised to revive a policy that would require employers to permit union officials to…
‘Tis especially the season this year for company holiday parties. Manufacturers may have avoided hosting large group gatherings over the last few years, including parties, and may be seeking ways to engage workers and increase morale in the workplace at this time of year; to that end, hosting holiday or festive lunches, parties, and gatherings…
This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.
Over the last two years, employers have followed the evolving laws and guidance issued by federal, state, and local governments and public health authorities. On July 12, 2022, the Equal Employment Opportunity Commission (EEOC) made several noteworthy revisions to…
This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.
With the arrival of summer, employers may be planning summer activities and offering other benefits or incentives to their employees. Manufacturers, whose employees have been frontline workers for over two years, may be particularly interested in providing such benefits…
Below is an excerpt of an article co-authored with Kayla N. West and Jonathan H. Schaefer that was published in ISHN on February 16, 2022.
The article points out that since the COVID-19 vaccination was made available to the public in late 2020, the topic of vaccination has been widely discussed across the country, in…
This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.
Last month, President Biden issued an Executive Order which effectively imposes several COVID-19 safety standards and protocols, including mandatory vaccination, upon certain federal contractors and subcontractors. Specifically, the Executive Order directs federal agencies to incorporate a clause into all covered federal contracts which will require federal contractors or subcontractors to comply with guidance published by the White House’s Safer Federal Workforce Task Force (Guidance), and which was released on September 24, 2021. Under the Executive Order and Guidance, certain manufacturers and other companies doing business with the federal government will soon be required to mandate vaccination for their workforces and ensure compliance with masking and social distancing requirements, among other requirements. …
Continue Reading Mandatory Vaccination and Safety Protocols for Federal Contractors
This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.
While employers in healthcare and education have mandated, or considered mandating, vaccination of employees during the COVID-19 pandemic, recently employers in many other industries are considering doing so. Manufacturers are now grappling with how best to evaluate the risks associated with such policies, implementation and administration of a mandatory vaccination policy, and the handling of requests for exemption, which may follow. Under federal and many state laws, employers requiring vaccination must provide employees (and applicants with job offers) with the opportunity to request an exemption from vaccination as a reasonable accommodation, based on a disability (or medical condition) or sincerely held religious belief. Employers are required to engage in an interactive process with employees to understand the request and determine whether to approve or deny it. Therefore, it is critical that employers maintain clear policies and procedures for evaluating such requests and understand their legal obligations in doing so. Of particular note, general vaccine hesitancies and personal philosophies are generally not protected by law and employers are not required to consider such exemption requests unless a state or local law provides otherwise.
Continue Reading Navigating Requests for Exemption from Mandatory Workplace Vaccination Policies
This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.
Earlier this year, we covered the topic of drug testing in the workplace. Since then, several states have passed legislation legalizing recreational use of cannabis, including Connecticut; this new law not only legalizes the recreational use of cannabis in the state, but also imposes various obligations and restrictions on employers, which are effective July 1, 2022. While certain employers in the manufacturing industry may be exempt from these employment-related restrictions in the new law, manufacturers may still be impacted.
Continue Reading Connecticut’s Recreational Marijuana Law And Its Impact on the Workplace
Below in an excerpt from an article authored by Robinson+Cole Labor and Employment Group lawyers Abby M. Warren and Emily A. Zaklukiewicz that was published in Industry Week on July 21, 2021.
For many months, manufacturers have been navigating issues related to the COVID-19 vaccine and its impact on the workplace. This includes implementation of…
