Blog Post
12/23/2020
By Robert L. Duston and Carolyn A. Pellegrini

On December 11, 2020, the Food and Drug Administration issued emergency use authorization (EUA) for a COVID vaccine developed by Pfizer.  On December 18, 2020, the FDA granted similar approval to a vaccine developed by Moderna.  Despite various manufacturing, distribution and logistics issues, over 20 million doses have been administered, and approximately 100 million more doses are expected to be distributed by the end of April, providing significant protection to 60 million people in the U.S.  A third vaccine from Johnson & Johnson may be added in the coming months.  Wider distribution will occur over the following months based upon manufacturing capacity and distribution efforts, but it could be sometime in the fall before everyone who wants the vaccine can receive it.

Blog Post
12/23/2020
By Ruth A. Rauls and Lelia F. Parker

In 2020, Pennsylvania courts increasingly ruled in favor of employees terminated for using medical marijuana. These employees had been legally using it pursuant to the state’s Medical Marijuana Act (“MMA”) when they were fired. The MMA allows individuals with serious medical conditions to obtain prescriptions for medical marijuana to help manage those conditions. This article highlights key decisions in state and federal courts in Pennsylvania during 2020 that exemplify the trending direction of employee rights to use medical marijuana in Pennsylvania. It also explains how the courts have ruled regarding unemployment compensation benefits and disability discrimination claims that flowed from termination for lawful medical marijuana use.

Blog Post
11/03/2020
By Ruth A. Rauls and Lisa M. Koblin

New Jersey Governor Phil Murphy recently issued an Executive Order effective November 5, 2020, mandating new health and safety requirements in the workplace due to the increased spread of COVID-19. These health and safety mandates apply to every business, non-profit and governmental or educational entity that requires or permits any of its workforce to be physically present at a worksite. NJ employers should be prepared to implement daily employee health checks, as well as mandatory social distancing and face masks for all employees, customers and visitors, with very limited exceptions. Employers who fail to institute these measures can be subject to fines, penalties, or their worksites can be shut down by the State. Employers should review their COVID-19-related policies and practices as soon as possible to make sure they are compliant with the Governor’s new Order.

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