COVID-19 and the rise of remote work forced companies everywhere to take a hard look at many corporate policies and bylaws, including aspects of employment contracts and severance agreements.
These changes could impact your rights, your health or even your ability to a file a lawsuit against your employer. Here’s a brief summary of the changes or practices you should be aware of heading into 2022.
While most employment laws are set at the state level, the emergency temporary standard (ETS) is a federal law that will impact everyone employed by a company with at least 100 workers.
Unless it is overturned, workers will need to submit proof of a COVID-19 vaccination by January 10, or submit to weekly testing and wear face coverings beginning February 9. SCOTUS heard oral arguments on the case on January 7, so stay tuned.
If you work remotely for a business located in a different state, watch out for jurisdiction clauses and/or mandatory arbitration clauses in employment agreements. These terms determine which sets of laws govern your relationship with an employer, and may restrict your ability to request a jury trial for employment disputes, explained Joyce Smithey, a labor and employment attorney.
For example, state law may determine the paid or unpaid leave an employer offers as part of their overall compensation packages, or how unused time is paid out upon termination.
Arbitration tends to favor the employer...
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