On April 7th, the United States Department of Labor issued detailed guidance and model notices to assist employers in implementing the COBRA premium assistance requirement under Section 9501 of the American Rescue Plan Act of 2021 (the ARP).

The ARP requires employers to provide a 100 percent COBRA premium subsidy – between April 1, 2021 and Sept. 30, 2021 – for employees whose reduction in hours or involuntary termination of employment makes them eligible for COBRA continuation coverage during this period. An employer or plan to whom COBRA premiums are payable, advances the COBRA premium and is then entitled to a tax credit for the amount of the premium assistance provided.

Continue Reading American Rescue Plan Act of 2021 Requires Employers to Pay Employee COBRA Premiums Until September 30, 2021

President Biden signed the American Rescue Plan Act of 2021, a $1.9 trillion stimulus package, into law. This post provides details of the bill which includes stimulus checks for individuals earning below certain income thresholds, aid to state and local governments, and money to support vaccine and testing programs, among other things.

This post provides an overview of the aspects of the plan which specifically affect workplaces.

Continue Reading The American Rescue Plan Act of 2021: What Does It Mean for Employers?

In the latest episode of McLane Middleton Minutes, Charla Stevens, chair of the firm’s Employment Law Practice Group, interviews Courtney Kovach, HR Manager at Game Creek Video, on creating a Diversity, Equity, and Inclusion Committee.

Click here to listen to the episode, or find it on your favorite podcast app, including Apple Podcasts, Amazon Music, and Spotify.

The Centers for Disease Control and Prevention (CDC) today issued interim recommendations – https://www.cdc.gov/coronavirus/2019-ncov/vaccines/fully-vaccinated-guidance.html – for fully vaccinated people.  As more individuals have access to the three COVID-19 vaccines being administered under Emergency Use Authorization (EUA), individuals and employers are wondering what that means in terms of gatherings, work, and travel.  The CDC has indicated that what was published is an interim set of recommendations subject to review and modification based on the level of community spread of the virus, the proportion of the public which is fully vaccinated, and the rapidly evolving science on vaccines.

Continue Reading So, You’ve Gotten the Vaccine, Now What? The CDC Has Some Advice

The following article on H-1B Visas was recently published in the Union Leader as part of McLane Middleton’s Know the Law series:

Q. After many unsuccessful attempts at filling an open position, my company recently interviewed an exceptionally qualified candidate. The candidate is a foreign national living abroad. Years ago, my company obtained a visa for an employee in the H-1B lottery. We are interested in obtaining an H-1B visa for this candidate. However, I heard that H-1B visas were banned or the lottery was eliminated. Is there still a way to obtain an H-1B visa?

A. Good news! The H-1B lottery is alive and well, for now. Under the Trump administration, U.S. Citizen and Immigration Services (USCIS) adopted a rule effectively eliminating the H-1B lottery system in favor of a wage-based process. However, the Biden administration delayed the rule’s effective date until Dec. 31, 2021. Therefore, your company may still seek a visa in the H-1B lottery for the 2022 H-1B cap season.

To read the full article, click here.

Beginning February 11, the Biden Administration has launched a “Federal Retail Pharmacy Program” for COVID-19 vaccines. The is a public/private partnership which involves over 40,000 pharmacy locations across the country.

The CDC worked with states “to select initial pharmacy partners.” One criterion was the proximity of the pharmacy to more “at risk” populations.

Additional information may be found here.  The White House has also issued a memorandum on the program located here.

These developments will assist employers by providing more choices for employees who wish to be vaccinated. They will also allow employers who choose to mandate vaccines to select facilities to administer same rather than administering vaccines within their own facilities which requires adherence to strict federal and state regulations.

Businesses are often faced with “emergency” situations which may mean the destruction of the enterprise if immediate legal relief is not sought and obtained.  The examples of such situations are endless, and often arise on a moment’s notice.  Here are some real life examples which the author has dealt with:

To read the full article, click here.

The Centers for Disease Control has issued new guidance regarding quarantine requirements for individuals who have been vaccinated, and for those who have recovered from a COVID-19 infection.

For those who have received the vaccine, the CDC is no longer recommending quarantine following close contact with an infected person if the individual meets all three of the following criteria:

Continue Reading CDC Revises Quarantine Guidance For Those Who Have Been Vaccinated, Or Who Have Recovered From A COVID-19 Infection

The Massachusetts Executive Office of Health and Human Services has issued a guidance for Mass employers who may wish to have their employees vaccinated. The guidance is not a mandate, and is fairly complex regarding steps employers must take to have their employees vaccinated.

Continue Reading The Massachusetts Executive Office of Health and Human Services Issues Employer Vaccine Guidance on Heels of Federal EEOC Position Allowing Employers to Mandate Vaccines

In a recent decision, the Massachusetts Appeals Court ruled that the narrow public policy exception to the general principle that an “at will” employee can be terminated without cause does not apply to an employee fired for submitting a rebuttal to information in the employee’s personnel file.

Continue Reading Massachusetts Appeals Court Addresses Application of Public Policy Exception to At-Will Employment