As we enter 2022, employers should be aware of the legal trends that are under consideration in the workplace. Below is a list of items that should be reviewed by every employer:
Religious & Medical Accommodations for Covid-19 Vaccinations –
A religious or medical accommodation is often requested by an employee when a conflict arises between a specific task or position that the employee cannot fulfill due to a medical or religious reason. Every employer should have Covid-19 protocols in place.
Paid Family Leave Laws – Paid family leave laws and coverage increased over the past few years. Paid family leave provides eligible employee job protection, paid time off for their children (newborn, fostered, or adopted), care for ill family members, and assist loved ones for care during military deployments. Paid family leave may also be available in some situations when an employee or their minor, dependent child are under an order of quarantine or isolation due to COVID-19.
Mental Health Days – Many companies in 2021 started offering mental health days for employees. This was in large part due to the stressful effects of the pandemic and a continuous trend of remote working. An employer’s policy and procedures should be evaluated regularly in order to reflect any changes to federal and state law in 2022.
Employers must be aware of law changes on a state and national level, and policies and procedures must be reviewed and revised accordingly.
Stuart J. Oberman, Esq.
Stuart J. Oberman is the founder and President of Oberman Law Firm. Mr. Oberman graduated from Urbana University and received his law degree from John Marshall Law School. Mr. Oberman has been practicing law for over 30 years, and before going into private practice, Mr. Oberman was in-house counsel for a Fortune 500 Company.
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