Michigan issues new COVID-19 rules for health care employers and ends restrictions for all other employers, effective today.
Michigan to allow return to in-person work starting May 24 as state reaches COVID-19 vaccination threshold.
Michigan incentivizes residents to get the COVID-19 vaccine with double-benefit of defeating virus and fully reopening state’s economy sooner.
Michigan extends work from home order for six month amid increases of COVID-19 cases, rise in variants.
Despite a recent ruling by the Michigan Supreme Court striking down the state’s Emergency Powers of the Governor Act, employers must still follow COVID-19 health and safety requirements.
Employers should proceed with caution when dealing with employee leaves and other issues under the Families First Coronavirus Response Act (FFCRA), especially those operating in the health care industry.
A federal court rules U.S. Department of Labor overreached with some aspects of its Final Rule on employee leave laws related to COVID-19.
New Michigan executive orders outline return to work rules with enforceable workplace standards during pandemic.
Michigan Gov. Gretchen Whitmer extends Stay Home, Stay Safe executive order but loosens some restrictions.
Amid the confusing tangle of federal and state COVID-19 laws and executive orders, Michigan employers can consult this guide to remain in compliance.
SPECIAL ALERT: Employers must review this additional U.S. Department of Labor guidance regarding implementation of the new Families First Coronavirus Response Act.
The Department of Labor has issued guidance on the new Families First Coronavirus Response Act.
Is your workplace compliant with OSHA-issued COVID-19 guidelines?
This post offers a checklist for first responder planning health emergency situations like the coronavirus pandemic.
- Employment Liability
- Department of Labor (DOL)
- Labor Law
- Equal Employment Opportunity Commission (EEOC)
- Tax Law
- Employment Discrimination
- Human Resources
- Wage & Hour
- Civil Litigation
- Fair Labor Standards Act (FLSA)
- National Labor Relations Act
- Employment Agreement
- National Labor Relations Board
- Americans With Disabilities Act (ADA)
- Contract Employees
- Minimum Wage
- National Labor Relations Board (NLRB)
- Whistleblower Protection Act
- Family Medical Leave Act (FMLA)
- Regulatory Law
- Paid Medical Leave Act (PMLA)
- OSHA Issues
- Title VII
- Unemployment Benefits
- First Amendment
- Sick Leave
- Workplace Harassment
- Public Education
- Transgender Issues
- Hostile Work Environment
- At Will Employment
- Business Risk Management
- Noncompete Agreements
- Workers' Compensation
- Department of Justice
- Medicare Issues
- Class Actions
- Sexual Harassment
- Civil Rights
- Social Media
- Retail Liability
- Emergency Information
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Department of Education (DOE)
- Title IX
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Union Organizing & Relations
- Tax Considerations When Settling an Employment Claim 2.0
- DOL Finalizes Rule Tightening Independent Contractor Test
- NLRB Finalizes Rule Broadening Joint Employer Test
- EEOC Issues New Proposed Enforcement Guidance on Harassment in the Workplace
- Proposed Rule Change to Minimum Salary Requirements Would Expand Overtime Pay to Millions of Workers not Currently Eligible
- 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