Blog Post
By Robert L. Duston and Lauren F. Schoeberl

This is a summer when many employees (and employers) may be done with COVID-19, but the virus is not done with us. While government mandates have virtually disappeared, the expected surge of omicron variants during 2022, and the resulting increase in absenteeism due to illness and quarantine policies, may prompt employers to look at re-instituting COVID-19 precautions and procedures. The Equal Employment and Opportunity Commission (“EEOC”) recently released updated guidance on a number of issues.

Blog Post
By Jason Tremblay and Elizabeth Thompson

SEIU and ABOMA Agree on COVID-19 Vaccination Rules for Unionized Employees

This alert contains time-sensitive material – all building owners or condominium associations that wish to require vaccination must “opt-in” by October 12, 2021

Blog Post
By Lisa M. Koblin

Along with the new wave of post-COVID litigation surfacing across the country, the EEOC has now brought its first lawsuit against an employer for allegedly failing to accommodate and unlawfully terminating a disabled employee who had requested to work remotely due to COVID-19. In this case, EEOC v. ISS Facility Services, Inc., the EEOC brought suit on behalf of former ISS Facility Services (“ISS”) employee, Ronisha Moncrief, alleging various violations of federal employment law.