By means of Decree 493/21 published in the Official Gazette on 6 August 2021, a benefit of reduction of an employer’s social security contributions was established for the case of new hiring of personnel who participate, or have participated, in Educational, Vocational Training or Labor Intermediation Programs of the Ministry of Labor, Employment and Social Security.
Through Law No. 31246, published on 25 June 2021, Articles 49 and 60 of the Occupational Safety and Health Law, Act No. 29783 were amended. The amendment seeks to guarantee the welfare of the worker against communicable diseases inside and outside the workplace,
In the framework of the global pandemic caused by SARS-CoV-2, and given both the decrease of cases and the increase of vaccination in Argentina, through Decree 494/2021, the National Government has established new preventive measures applicable between 7 August and 1 October 2021, inclusive, attuned to those that were last implemented by means of Decree 413/2021.
The latest video in the United States: The Employer Rapport series, focuses on mandatory vaccinations in the workplace.
On 12 July the European Commission and the European External Actions Service (EEAS) published guidance on “due diligence for EU businesses to address the risk of forced labour in their operations and supply chains”. The non-binding guidance seeks to provide European companies with practical advice on the implementation of effective human rights due diligence practices to address forced labour risks in their supply chains.
The world of work after COVID-19 is not the same as before. The pandemic has triggered a change in employment law and created new challenges.
Pressure is mounting on US and multinational employers to require COVID-19 vaccines for employees, as the Delta variant spreads voraciously, spiking infections and hospitalizations across the country and forcing employers to once again shutter worksites or change their workplace safety protocols. But can (and should) employers mandate vaccination?
On 16 July 2021, the Order of the Ministry of Economy of Ukraine No. 913-21 approving the templates of employment agreements on home and distance work came into effect.
While US Immigration and Customs Enforcement has allowed some flexibility for US employers over the course of the COVID-19 pandemic, the relaxed rules will no longer apply once employees are routinely and predictably in the office. Without this flexibility, employers must act quickly to (1) update I-9s completed during the pandemic pursuant to ICE’s flexible rules, and (2) put in place or refresh protocols for I-9 completion and maintenance in a workplace that is always changing with shifting post-pandemic norms.
Indirect sex discrimination claims about working patterns and hours are sometimes based on the premise that women are less able than men to comply with an employer’s requirements because they are more likely to have childcare responsibilities.