Since the Biden Administration issued three sweeping vaccine mandates for different areas of the private sector, there have been numerous court challenges. These challenges have resulted in all three mandates being blocked by federal courts. The Vaccine Mandates from OSHA, CMS and for Federal Contractors have all been put on hold until further notice. These mandates would require employers with more than 100 employees, health care facilities, and federal contractors to create and enforce some sort of vaccine mandates for their employees The Biden Administration has stated it will attempt to defend all the mandates. With stays issued from different federal courts there is a potential for all three cases to make it to the Supreme Court for the ultimate decision on the legality of the mandates.
This leaves employers subject to these mandates uncertain about the future. As of right now, employers who fall under one of these mandates are not required to move forward with a vaccine mandate for their employees. This means the much anticipated December 6, 2021 preliminary compliance date is no longer applicable. However, this does not mean that employers are completely out of the woods.
This might be the perfect time for employers to discuss potential plans for a vaccine mandate. Employers should consider what policies would need to be in place and what information they would need from their employees.
If you need advice or policies for potential implementation, please reach out to our employment team. We would be happy to assist you and your business with any questions you might have. We will continue to monitor these legal developments and provide updates to our website.
Disclaimer
The information provided on this website does not, and is not intended to, constitute legal advice; instead, all information, content, and materials available on this site are for general informational purposes only. Information on this website may not constitute the most up-to-date legal or other information. This website contains links to other third-party websites. Such links are only for the convenience of the reader, user or browser; DeMark, Kolbe & Brodek, S.C. does not recommend or endorse the contents of the third-party sites.
Readers of this website should contact their attorney to obtain advice with respect to any particular legal matter. No reader, user, or browser of this site should act or refrain from acting on the basis of information on this site without first seeking legal advice from counsel in the relevant jurisdiction. Only your individual attorney can provide assurances that the information contained herein – and your interpretation of it – is applicable or appropriate to your particular situation. Use of, and access to, this website or any of the links or resources contained within the site do not create an attorney-client relationship between the reader, user, or browser and website authors, contributors, or contributing law firms. All liability with respect to actions taken or not taken based on the contents of this site are hereby expressly disclaimed. The content on this posting is provided "as is;" no representations are made that the content is error-free.
Yorumlar