Compliance Corner

Minnesota OSHA (MNOSHA) has announced that it will suspend enforcement of the state’s emergency temporary standard (ETS), which requires that employers with 100 or more employees ensure that employees either be vaccinated against COVID-19 or produce a weekly negative test.

The Los Angeles County Department of Public Health (LACDPH) has issued an order requiring all employers to provide masks to employees who work indoors and in close contact with other works or the public. Employers must provide masks as soon as possible but no later than Jan. 17, 2022.

Effective Jan. 1, 2022, Colorado (CO) requires employers with 15 or fewer employees to provide paid sick leave to employees. Larger employers were already subject to the requirement.

The California Department of Industrial Relations has released frequently asked questions regarding the Garment Worker Protection Act, which took effect on Jan. 1, 2022. This law addresses proper payment of employees in the garment industry and the responsibility for parties contracting to have garment operations performed.

The California Department of Public Health (CDPH) has extended the requirement to wear face masks indoors until at least Feb. 15, 2022, regardless of COVID-19 vaccination status. Before the extension, the mask requirement was scheduled to end on Jan. 15, 2022.

The California Division of Occupational Safety and Health (Cal/OSHA) has revised emergency rules related to protecting workers from COVID-19. The changes take effect on Jan. 14, 2022.

Boston has announced that certain employers will be required to verify employees are fully vaccinated against COVID-19. Covered employers must check proof of vaccination and post a notice about the COVID-19 vaccine requirement.

West Hollywood, California has enacted an ordinance that requires employers to provide paid and unpaid leave benefits. Leave benefits become effective on January 1, 2022 for “hotel workers.” The effective date for all other employers is July 1, 2022.

Update: Allegheny County has posted its paid sick leave ordinance, notice, guidelines and FAQs to its website. Although the Ordinance required employers’ notice obligations to begin immediately once the law was approved, and for the other provisions of the ordinance to take effect 90 calendar days after the notice was posted, the County has changed the effective date of all parts of the ordinance to be December 15, 2021.

New York has enacted legislation (Senate Bill 2928A) that expands the definition of “family member” under the New York Paid Family Leave (PFL) law to include siblings. The expanded definition takes effect on January 1, 2023.