BACK TO THE OFFICE
Back to the Office Dilemmas: How Employers and Insurers are Addressing Evolving Risks Around Mandatory Vaccines
Lisa Parlato LeDonne
VP and General Counsel, Data Privacy/Chief Privacy Officer and Chief Labor & Employment Counsel
Honeywell
Bobby Simpson
Executive Senior Counsel, Compliance, Litigation and Labor & Employment
GE Current, a Daintree Company
Magdelen Bickford
Member, Chair Labor and Employment Group
McGlinchey Stafford
- The continuing impact of the pandemic and the outlook on associated risks for 2022
- Managing discrimination cases brought by employees refusing to get vaccinated based on disability, religion or political views
- What constitutes “reasonable accommodation” for employees under EEOC rules?
- Examples of “undue hardship” to the employer
- Recent retaliation claims around providing accommodation for employees who do not/can’t
get vaccinated due to a medical disability
- What are reasonable accommodations for employees suffering from “long-haul” COVID-19
- “At Risk Workers”: Reasonable accommodations for those with weakened immune systems who are at risk if vaccinated and cannot use face coverings
- Employee data privacy: New claims relating to vaccination verification or contact tracing efforts
- State data privacy laws that differ from federal rules and guidelines
- OSHA compliance:
- State of OSHA’s ETS rule and associated compliance planning
- NY HERO Act compliance
- What are the differences between the NY HERO Act and IL, ME, CT, and NJ workplace safety laws?
- Recent whistleblower complaints