The Occupational Safety and Health Administration (OSHA) released its rules requiring COVID-19 vaccinations for companies that employ 100 or more employees.
This article discusses the means by which those owners can prepare for the issues they will face when an owner dies, becomes disabled, becomes divorced, or just wants out.
Just as marriages start out rosy and full of excitement, many new business owners start out excited and with a picture-perfect view of the road ahead. However, just like spouses in a marriage can have times when it is difficult to get along, those new business owners may eventually become disillusioned about their relationship. Very often, one owner will develop feelings that he or she is carrying a disproportionate share of the work load, is contributing a disproportionate share of the financial or other resources needed to run the business, or is the victim of a power or equity imbalance. Most new business owners do not foresee future conflicts and do not prepare for them, but should.
In this day of work from home, the gig economy, and demands for more flexibility in the work-life balance, it is becoming harder to determine if the people that work for you are properly classified as employees or independent contractors.
The Occupational Safety and Health Administration (OSHA) recently posted guidance to help employers identify COVID-19 risks to unvaccinated or otherwise at-risk workers, and help prevent exposure and infection. Because the CDC has advised that fully vaccinated people can resume activities without wearing masks or physically distancing, the guidance is designed to aid employers in providing a safe work place for the unvaccinated and the vaccinated who are at-risk despite being vaccinated.
Last month, the EEOC issued guidance regarding whether or not employers can require employees to obtain the Covid-19 vaccination as a condition of employment. Under the EEOC guidelines, the answer is “Yes, but.”