CDC Issues Updated Guidance on COVID-19

The United States Centers for Disease Control and Prevention (CDC) held a telebriefing (transcript to be uploaded when available) today at 2:00 p.m. CST to provide updated guidance on the COVID-19 pandemic in light of the prevalence of the highly contagious Delta variant. They key points of the CDC’s updated guidance include:

  • New data shows that the COVID-19 Delta variant behaves uniquely differently from the original Alpha variant. Therefore, some vaccinated people who contract the variant can be contagious and spread the disease.
  • The CDC continues to urge all Americans to get vaccinated, emphasizing that increasing the percentage of the population that is fully vaccinated is key to defeating COVID-19 variants.
  • The CDC’s guidance for unvaccinated individuals remains the same: continue masking until you are fully vaccinated.
  • The CDC further recommends that fully vaccinated individuals in areas of high or substantial COVID-19 transmission wear masks indoors and in public spaces.
  • The CDC notes that some fully vaccinated persons may choose to wear masks regardless of level of transmission in their area if they or members of their household are immunocompromised, at increased risk of severe disease, or not fully vaccinated.
  • The CDC recommends that everyone in K-12 school settings (including teachers, staff, students, and visitors) wear masks, regardless of vaccination status. The CDC continues to support in-person learning for all students.
  • Leaders in areas of high or substantial COVID-19 transmission should encourage vaccination and universal mask-wearing.

The CDC will continue to update its guidance as necessary in accordance with scientific data or other relevant developments.

Lake Effect is here to answer your questions about COVID-related guidance. We continue to closely monitor important legal and HR developments in this area, including updates from federal, state, and local authorities. Please keep watching our blogs and emails for these important updates, as well as discussions of how compliance meets culture. To dive deeper into these issues, contact us at info@le-hrlaw.com or 1-844-333-5253.

Maintaining a Respectful Workplace Post-COVID

While some organizations have been on site through the pandemic, others have returned in recent months. Many others are planning a more robust employee return to office in the coming weeks. As more employees return to work in the office, employers may need to reestablish and remind employees about expectations of workplace conduct to foster and maintain a respectful workplace.

While employees have been working virtually, it is likely that their work clothes have become more casual, morning routines have become less regimented, and communications with coworkers have become more informal as they connected from their homes. Employers may want to review, revise, and remind employees about dress code and attendance policies. Further, employers should grant grace during the return, as employees navigate at-home responsibilities, commute times, new health and safety changes to their work environment, and their own well-being.

While the return may be welcome for some, others may struggle. Employees may experience micro-rejections and awkward moments deciding whether to hug, shake hands, or maintain social distancing with coworkers and others. Office banter may become more casual now that video calls introduced us to our coworkers’ personal lives outside the workplace. At the same time, in-person interactions may be stilted after months of virtual exchanges. This is the time for managers – and coworkers – to refine their empathic leadership and listening skills to understand the needs of others, and be sensitive to their feelings and thoughts.

There may also be times employees become upset with one another, feel hurt, over-share, delve into personal information (including vaccination status and health conditions), or even pass judgment on mask wearing or vaccination status. At its worst, there is a risk that these interactions may be perceived as harassment or discrimination. Consider scheduling your annual respectful workplace training to remind employees of appropriate workplace conduct to prevent harassment and discrimination. Keep in mind that the EEOC recommends employers provide such training on an annual basis, in person, and provided by an experienced trainer.

Lake Effect is here to answer your questions about empathic leadership and respectful workplace training. We continue to monitor important legal and HR developments, as well as COVID-related updates from federal, state, and local authorities. Please keep watching our blogs and emails for these important updates, as well as discussions of how compliance meets culture. To dive into these issues, contact us at info@le-hrlaw.com or 1-844-333-5253.

Increased Fines for Not Posting Employment Posters

The federal government recently increased the fines employers may face for violating federal employment law posting requirements. Going forward, the potential posting fines are:

  • Family and Medical Leave Act – $178
  • Job Safety and Health: It’s the Law – $13,653
  • Employee Polygraph Protection Act – $21,663
  • EEO is the Law – $576

Employers should also be aware that each state has its own poster requirements, most of which impose fees for failing to comply. It is important for employers to maintain an effective strategy for staying informed about the applicable local, state, and federal posting requirements. Contact your partners at Lake Effect with questions about obtaining and updating required employment posters.

Lake Effect is here to answer your questions about your posting requirements and other employment law and HR compliance matters. We continue to monitor important legal and HR developments, as well as COVID-related updates from federal, state, and local authorities. Please keep watching our blogs and emails for these important updates, as well as discussions of how compliance meets culture. To dive into these issues, contact us at info@le-hrlaw.com or 1-844-333-5253.

HR Reporting Updates

There have been two important employer reporting updates for Human Resource practitioners.

First, the Equal Employment Opportunity Commission (EEOC) announced an extension of the deadline for submission of 2019 and 2020 EEO-1 Component 1 Data Collection to Monday, August 23, 2021. Please see Lake Effect’s prior blog on EEO-1 reporting requirements for more information.

Second, the Social Security Administration announced that it is discontinuing Employer Correction Request Notices (EDCOR), also known as “Social Security No Match Letters.” Their stated rationale for this change is “to focus on making it a better, easier, more convenient experience for employers to report wages electronically.” Please see Lake Effect’s prior blog on Social Security No Match Letters for more information.

Lake Effect is here to answer your questions about employer reporting requirements. We continue to monitor important legal and HR developments, as well as COVID-related updates from federal, state, and local authorities. Please watch our blogs and emails for these important updates, as well as discussions of how compliance meets culture. To dive into these issues, contact us at info@le-hrlaw.com or 1-844-333-5253.

Lake Effect HR & Law, LLC
(844) 333-5253 (LAKE)
info@le-hrlaw.com

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