On November 16, 2021, I presented a complimentary webinar entitled “What Does OSHA’s COVID-19 ETS Mean for New York Employers?”. For those who couldn’t attend the live webinar, I’m happy to make it available for you to watch at your convenience.
In the webinar, I discuss:
- Covered Employers & Employees
- Policy & Notice Requirements
- Testing Option
- Paid Leave
- HERO Act Implications
- Legal Challenges
In light of recent court action, it’s still unclear whether OSHA’s Emergency Temporary Standard targeting employers with 100 or more employees will ever take effect. But if it does, employers may have a very short window to prepare for compliance.
Many of the COVID-19 ETS requirements could be in place as soon as December 6, 2021. And full compliance, including weekly testing for any unvaccinated employees, is set for a January 4, 2022 deadline.
Make sure your organization is prepared to comply if necessary.
Why You Should Watch “What Does OSHA’s COVID-19 ETS Mean for New York Employers?”
It is frustrating that you must prepare to comply with this OSHA mandate that the courts may block from ever taking effect. But, since there is a chance the COVID-19 ETS will survive legal challenge, it’s critical to be ready for the possibility.
Most employers with 100+ employees would be covered. But not all. Make sure you know what requirements may apply to your organization.
And there’s more to it than just requiring that all employees either become vaccinated or test weekly for COVID-19. The ETS also requires employers to maintain a record of all employees’ vaccination status, exclude workers who test positive for COVID-19, pay employees for time off related to vaccinations, and more.
Plus, being subject to the OSHA COVID-19 ETS would have implications under the NY HERO Act. And there would be bargaining obligations for most unionized employers!
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