There is a growing argument that there should be three types of people considered under COVID-19 protocols: unvaccinated, vaccinated, and previously infected. This argument claims that because they were infected, they have the antibodies similar to vaccinations, and in certain studies, better protected than those who are vaccinated.
U.S. Department of Health & Human Service (HHS) issued additional guidance concerning how HIPAA rules intertwine with the COVID environment. The guidance provides greater clarity to employers as to when HIPAA does and does not apply in various situations. The following is a rundown of the guidance.
Last week, President Biden directed OSHA to issue an Emergency Temporary Standard (ETS) that will require all employers with 100 or more employees to ensure that their employees are either fully vaccinated or that the unvaccinated employees produce a negative test weekly before coming to work. The ETS will also require these employers to provide paid time off for their employees to get vaccinated or to recover if they are “under the weather post-vaccination.”
Delta argues that the costs of hospital stays for COVID total, on average, about $40,000-$50,000 per incident thus driving up healthcare costs for all employees.
With all who are unemployed and those who are actively looking for a new job while working, jobs are not being filled. There are a reported 9 million jobs available. Economists are calling the new paradigm “The Great Job Mismatch.” What is driving this trend?
On April 27, 2021, President Biden signed an Executive Order (EO 14026), “Increasing the Minimum Wage for Federal Contractors.” The EO would set the hourly minimum wage paid to workers performing work on or in connection with covered federal contracts to $15.00 per hour, beginning January 30, 2022. In order to do so, implementing regulations would have to be promulgated.
It’s neither the one job for life nor the one specific career path for life that motivates the new workforce. Today, particularly millennials (aged between 25 and 40 years old) and Gen Z (up to 24 years old), are rejecting the concept of one full-time job and a single boss in favor of something that’s being dubbed polywork, or having multiple jobs at once.
The benefits of remote work, when logistically feasible, are immense. Employees have more flexibility with their day, and employers have found that employees tend to work longer. It has forced employers to rethink the future workplace. But there are drawbacks.
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