By now I am sure you have heard that the Michigan Supreme Court struck a blow to Gov. Gretchen Whitmer on Oct. 2 finding that the 1945 Emergency Powers of the Governor Act was an unconstitutional grant of authority by our state legislature to the executive branch, thus striking her executive orders.
On Oct. 5, the court issued an order clarifying that its prior ruling is effective immediately.
Employers should not be under the delusion, however, that all restrictions and requirements are now null and void. On Oct. 5, the Michigan Department of Health and Human Services issued Emergency Order Under MCL 333.2253 – Gathering Prohibition and Mask Order.
This order again mandates wearing face coverings in public (with the same exemptions as the executive orders including children under age five, those who cannot medically tolerate them, while eating or drinking at restaurants, etc.) and imposed many of the same limitations on the size of gatherings in various settings.
On Oct. 14, the Michigan Occupational Safety and Health Administration refiled its Emergency Rules – Coronavirus Disease 2019 (COVID-19) with the Secretary of State requiring health surveillance by employers, the implementation of workplace controls, training, personal protective equipment and other health and safety measures by industry based on their specific exposure risk. These rules remain in effect for six months.
The long and short? Very little has changed. Michiganders are expected to continue exercising precautions to slow the spread of COVID-19. Employers should also be cognizant of and follow any orders issued by their local county health department.
- Senior Attorney
An attorney in the firm’s Detroit office, Claudia D. Orr exclusively represents and advises employers and management in employment and labor law matters.
Ms. Orr's clients include Fortune 500 companies, local governments ...
Add a comment
SubscribeRSS Plunkett Cooney LinkedIn Page Plunkett Cooney Twitter Page Plunkett Cooney Facebook Page
- Employment Liability
- Labor Law
- Regulatory Law
- Equal Employment Opportunity Commission (EEOC)
- Department of Labor (DOL)
- Employment Discrimination
- Human Resources
- Workplace Harassment
- Family Medical Leave Act (FMLA)
- Wage & Hour
- Title VII
- Fair Labor Standards Act (FLSA)
- Americans With Disabilities Act (ADA)
- Sick Leave
- National Labor Relations Act
- Employment Agreement
- Sexual Harassment
- Paid Medical Leave Act (PMLA)
- OSHA Issues
- Minimum Wage
- Civil Rights
- National Labor Relations Board
- Non-compete Agreements
- Social Media
- Transgender Issues
- Whistleblower Protection Act
- Retail Liability
- Emergency Information
- Workers' Compensation
- Business Risk Management
- Class Actions
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Hostile Work Environment
- Department of Education (DOE)
- Title IX
- Tax Law
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Union Organizing & Relations
- Important COVID-19 Updates for Michigan Employers
- What Employers Can Do to Protect Themselves, Employees in Age of Digital Harassment
- New Pact to Trigger Inter-Department Consultation
- Garnishment Error Results In Employer’s Debt
- Stunning Victory by Employer in Discrimination Case
- Michigan Governor’s COVID-19 Executive Orders Struck But Replaced
- Rare Published Opinion Bad News For Michigan Employers
- DOL Issues Partially Revised Regulations Regarding Paid Sick Leave Under FFCRA
- Grieving the Loss of the Company’s Social Media Accounts
- New Federal Employee Leave Laws – the Confusion That Keeps on Coming