While some effects of the COVID-19 Pandemic may continue to linger, the Public Health Emergency officially ended in May 2023. Does that mean the CARES Act (Coronavirus Aid, Relief and Economic Security Act) is no longer relevant?
Unfortunately, the CARES Act is still relevant for landlords, specifically the 30-day notice period required for “Covered Dwelling Units.”
For a brief recap on the history and some potential issues for not complying with the Act, please see this prior blog post
Continue Reading With the COVID-19 Pandemic Over, Is the CARES Act Still In Effect?
School Law Update: CDC Adjusts Direction on Exposure Quarantine Requirements for Employees
On August 11, 2022, the CDC updated its COVID-19 guidance as the risk of severe illness, hospitalization, and death from COVID exposure has significantly declined. More specific guidance for school districts was issued by the CDC, which can be found here.
In addition, the Department of Public Instruction has published guidance entitled “COVID-19 Infection Control and Mitigation Measures for Wisconsin Schools 2022/2023,” which can be found here.
While we published a Legal Update on the recent CDC
Continue Reading School Law Update: CDC Adjusts Direction on Exposure Quarantine Requirements for Employees
Supply Chain Delay Claims: A Day Late and a $1,000 Short
Covid-19 has created many challenges for owners and contractors. Initially, the biggest fear was that a Covid-19 outbreak might shut down a construction site.[1] Next, material prices skyrocketed. Currently, one of the largest concerns is the unreliable supply chain. This article discusses supply chain delay claims and steps owners, contractors, and material suppliers can do to help mitigate the effects of supply chain troubles.
Ounce of Prevention
Steel deliveries have been a major supply chain issue. However, the
Continue Reading Supply Chain Delay Claims: A Day Late and a $1,000 Short
‘Political Beliefs’ and Employer Mask Mandates
Many requests for exemptions from COVID-19-related work rules involve religious liberty or medical disability, but what if an employee objects simply on political grounds?
Madison’s Equal Opportunities Ordinance,1 which protects 24 classes from discrimination, recognizes that employees should not be punished because of “political beliefs” that do not impact job performance. While employers should try to accommodate employees’ “political beliefs” where possible, they need not tolerate activity that interferes with business operations. Madison employees should also be aware
Continue Reading ‘Political Beliefs’ and Employer Mask Mandates
New Coverage Requirements for At-Home COVID-19 Tests
Effective January 15, 2022, the Biden Administration extended the provisions of the Families First Coronavirus Response Act (FFCRA) and the Coronavirus Aid, Relief, and Economic Security Act (CARES Act) by requiring health plans and insurers to cover the cost of over-the-counter (OTC) COVID-19 tests. Plans must cover OTC COVID-19 tests without imposing cost sharing, prior authorization or other medical management requirements, such as the need for a prescription. Plans may provide coverage for OTC COVID-19 tests directly at the
Continue Reading New Coverage Requirements for At-Home COVID-19 Tests
Who CARES? – Status on the Coronavirus Aid, Relief, and Economic Security (CARES) Act
The Coronavirus Aid, Relief and Economic Security Act (“CARES Act”) was signed into law on March 27, 2020, bringing many new wrinkles to the residential real estate rental practice. While several of its provisions have expired, specifically those regarding eviction moratoria, one particular provision lingers without an apparent sunset. Section 4024(c)(1) of the CARES Act requires that “[t]he lessor of a covered dwelling unit may not require the tenant to vacate the covered dwelling unit before the date that
Continue Reading Who CARES? – Status on the Coronavirus Aid, Relief, and Economic Security (CARES) Act
Supreme Court Stays OSHA ETS, Upholds CMS Vaccination Mandate
On January 13, 2022, the Supreme Court of the United States issued two decisions addressing the Occupational Safety and Health Administration’s (OSHA) Vaccination and Testing Emergency Temporary Standard (ETS) and the Center for Medicare & Medicaid Services (CMS) vaccination mandate.
The Supreme Court put the OSHA ETS on hold, finding the ETS was more akin to a general public health measure rather than an “occupational safety or health standard.” The stay will remain in place pending a review of
Continue Reading Supreme Court Stays OSHA ETS, Upholds CMS Vaccination Mandate
OSHA’s Vaccine or Test Rule Remains in Limbo Following Arguments before the U.S. Supreme Court
As you know, in early November, OSHA announced an emergency temporary standard (“ETS”) which affects employers with 100 or more employees. The ETS directs these covered employers to develop, implement, and enforce a written mandatory COVID-19 vaccination policy—or to adopt a written policy requiring employees to either choose to be vaccinated or to be tested regularly and wear a face covering at work.
The ETS was immediately challenged, and within a few days, the ETS was halted nation-wide by
Continue Reading OSHA’s Vaccine or Test Rule Remains in Limbo Following Arguments before the U.S. Supreme Court
OSHA Retracts Portion of COVID-19 Emergency Temporary Standard for Healthcare Employers
On December 27, 2021, the Occupational Safety and Health Administration (OSHA) announced it is withdrawing the non-recordkeeping portion of the Emergency Temporary Standard for healthcare employers (Healthcare ETS). However, the requirements outlined under the Healthcare ETS will now serve as guidelines for compliance with the general duty clause of the Occupational Safety and Health Act (OSH Act).
Issued on June 21, 2021, the Healthcare ETS outlined rigorous safety standards (previously discussed here) intended to protect workers from the
Continue Reading OSHA Retracts Portion of COVID-19 Emergency Temporary Standard for Healthcare Employers
CDC Shortens Recommended Isolation and Quarantine Periods
On Monday, December 27, 2021, the Centers for Disease Control and Prevention (CDC) shortened the recommended isolation and quarantine period for certain individuals infected with or exposed to COVID-19. The new recommendations come in light of evidence that the majority of SARS-CoV-2 transmissions occur in the 1-2 days prior to onset of symptoms and the 2-3 days after. The CDC’s new recommendations, outlined below, will be a welcome change for many employers struggling with staffing shortages as it will
Continue Reading CDC Shortens Recommended Isolation and Quarantine Periods
Supreme Court Accepts Vaccine Mandate Cases
The Supreme Court has announced that it will hear oral arguments on both the OSHA ETS vaccine mandate and the CMS vaccine mandate on January 7, 2022.
On December 17, 2021, we shared with you that the Fifth Circuit limited the scope of the injunction related to the CMS Mandate, which meant that 26 states were required to comply with the mandate again. (Click here to read more). On December 18, 2021, we shared with you that the Sixth
Continue Reading Supreme Court Accepts Vaccine Mandate Cases
U.S. Supreme Court to Hold Special Session on January 7, 2022 to Review Federal Vaccine Mandates
On Wednesday, the U.S. Supreme Court issued an order (found here) that it would hold a special session to hear arguments on OSHA’s vaccine-or-test rule that mandates employers with 100 or more employees require its employees to be fully vaccinated against the COVID-19 virus or be subject to weekly tests. The Court issued its order in response to emergency applications for an administrative stay in response to the U.S. Court of Appeals for the Sixth Circuit’s 2-1 decision
Continue Reading U.S. Supreme Court to Hold Special Session on January 7, 2022 to Review Federal Vaccine Mandates
Sixth Circuit Lifts Stay of OSHA’s Vaccination Mandate–OSHA Follows by Announcing Enforcement Policy
On Friday, December 17, 2021, a three-judge panel of the U.S. Court of Appeals for the Sixth Circuit lifted the stay of OSHA’s emergency temporary standard (ETS) mandating COVID-19 vaccinations in the workplace or, alternatively, requiring unvaccinated employees to submit to weekly COVID-19 tests. The stay was originally issued by the U.S. Court of Appeals for the Fifth Circuit on November 5, 2021, when the Fifth Circuit held that OSHA had exceeded its statutory and constitutional authorities when it
Continue Reading Sixth Circuit Lifts Stay of OSHA’s Vaccination Mandate–OSHA Follows by Announcing Enforcement Policy
OSHA Mandate Back On – Shot or Test by February 9th!
This week I was talking to Bob, a local HR professional (you know who you are), and he asked, “So Sara, what are the chances we are going to get a ruling on this OSHA mandate before the holidays?” to which I replied, “Highly unlikely…I would be shocked if anything happens before the holidays—but I am sure if it is reinstated, OSHA will give employers a break on compliance.” Well, I was half-right.
Last night, the Sixth Circuit reinstated
Continue Reading OSHA Mandate Back On – Shot or Test by February 9th!
At-Home COVID-19 Tests Soon to be Covered by Employer Health Plans
On December 2, President Biden announced a nine-point action plan to combat COVID-19 as the United States heads into the winter months and with the emergence of a new variant, Omicron. One of the actions announced calls for the Departments of Health and Human Services, Labor and the Treasury to issue guidance by January 15, 2022 to clarify that individuals who purchase over-the-counter COVID-19 at-home diagnostic tests may seek reimbursement from their group health plan or health insurance issuer
Continue Reading At-Home COVID-19 Tests Soon to be Covered by Employer Health Plans
EEOC Provides Additional Guidance on When COVID-19 May Qualify as a Disability
On December 14, 2021, the Equal Employment Opportunity Commission (EEOC) published additional guidance addressing when an individual infected with COVID-19 may qualify as disabled under the Americans with Disabilities Act (ADA). The publication expands on the EEOC’s September 2021 guidance regarding whether “long-haul” COVID-19 is a disability under the ADA.
Title I of the ADA prohibits discrimination on the basis of disability in the workplace. An employee may be disabled, for purposes of the ADA, in one of three
Continue Reading EEOC Provides Additional Guidance on When COVID-19 May Qualify as a Disability