It has been 427 days since Michigan Gov. Gretchen Whitmer issued her first COVID-19 related emergency order, prohibiting in person work that was not necessary to sustain or protect life.
As of May 10, 55.02% of Michigan residents over the age of 16 have officially received at least one dose of a COVID-19 vaccine. What does this mean? Employers who have been grappling with the Michigan Occupational Safety and Health Administration’s Emergency Rule requiring “a policy prohibiting in-person work for employees to the extent that their work activities can feasibly be completed remotely” can breathe a sigh of relief. Effective May 24, in-person work in Michigan may resume without the “feasibility” demonstration.
However, employers should take note that even though employers may return employees to in-person work, the mask-mandate and other mitigation strategies required by the MIOSHA Emergency Rules shall continue in full force and effect.
In the coming weeks as the number of vaccinations continues to grow, other restrictions will be lessened under Gov. Whitmer’s reopening plan:
- 60% vaccinated, plus 14 days: conference centers and banquet halls will be able to increase capacity to 25% of their building fire code capacity, exercise facilities and gyms can increase their capacity to 50% and the 11 p.m. curfew on bars and restaurants is lifted.
- 65% vaccinated, plus 14 days: all indoor capacity limits lifted and the 15-person, three family limit on indoor residential gatherings will be eliminated.
- 70% vaccinated, plus 14 days: Mask mandate will officially be lifted as this is the percentage medical experts say is necessary to achieve herd immunity.
While the percentages may not seem too far apart from one another, 1.21 million more Michigan residents over the age of 16 will need to receive at least one dose of a COVID-19 vaccine before the 70% level of vaccination is achieved.
To stay up to date on the MI Vacc to Normal Plan and vaccine roll-out, visit: www.michigan.gov/covidvaccine.
Add a comment
Subscribe
RSSTopics
- Employment Liability
- Labor Law
- Employment Discrimination
- Human Resources
- Fair Labor Standards Act (FLSA)
- Wage & Hour
- National Labor Relations Act
- National Labor Relations Board
- Employment Agreement
- Americans With Disabilities Act (ADA)
- Equal Employment Opportunity Commission (EEOC)
- COVID-19
- Department of Labor (DOL)
- Minimum Wage
- Coronavirus
- Whistleblower Protection Act
- Accommodations
- First Amendment
- Family Medical Leave Act (FMLA)
- Paid Medical Leave Act (PMLA)
- Regulatory Law
- Unemployment Benefits
- OSHA Issues
- Title VII
- Public Education
- Retaliation
- Sick Leave
- At Will Employment
- Workplace Harassment
- Contracts
- Hostile Work Environment
- Business Risk Management
- Noncompete Agreements
- Transgender Issues
- ERISA
- Workers' Compensation
- Department of Justice
- Medicare Issues
- Cannabis
- LGBTQ
- Class Actions
- Sexual Harassment
- Garnishments
- Civil Rights
- Social Media
- Retail Liability
- RICO
- Emergency Information
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Department of Education (DOE)
- Title IX
- Tax Law
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Diversity
- Union Organizing & Relations
Recent Updates
- U.S. Supreme Court Bolsters Right of Employees to Request Religious Accommodations
- U.S. Supreme Court Rules Website Designer Free to Refuse Services Under First Amendment
- NLRB Restores FedEx II Standard When Factoring Workers’ Entrepreneurship
- Sixth Circuit Adopts New “Similarly Situated” Employees Evaluation Standard for Issuing Court-Approved Notice of FLSA Suits
- Unanimous Supreme Court Finds Lip Service not Good Enough for Disabled Student
- Michigan Senate Votes to Repeal 2012 Right-to-Work Law
- Michigan Appellate Court Overturns Decision on Minimum Wage, Paid Sick Leave Requirements
- Michigan Supreme Court Ruling Could Result in High Exposure Claims Against Employers
- FTC Proposes Ban on All Employer Noncompete Agreements
- Court Delays Ruling on Fate of Michigan’s Paid Sick Leave, Minimum Wage Laws Until February 2023