The Centers for Disease Control and Prevention (CDC) issued public health recommendations for fully vaccinated people that provide guidance on activities these individuals can engage in.
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California has a new pay data reporting law, and covered employers must submit the first set of data to the state by March 31, 2021. The new law, known as SB 973 and codified as California Government Code section 12999, applies to private California employers with 100 or more employees,
with at least one employee in California. Covered employers must submit pay and hours-worked data by establishment, job category, race, ethnicity and sex (“pay data”) to the California Department of Fair Employment and Housing (DFEH). The first submissions are due on March 31, 2021, and similar data will be due annually thereafter.
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As COVID-19 vaccines become more widely accessible, and certain localities relax COVID-19 restrictions, employers hoping to ramp up on-site operations or reduce absenteeism face a new challenge: navigating employee vaccination. Employers are evaluating whether to mandate, strongly suggest or simply remain neutral regarding COVID-19 vaccinations and on-site work.
The considerations surrounding workplace vaccination programs are complex. Business justifications and accommodation issues, potential public relations and employee relations pitfalls, the impact of vaccination on workforce safety procedures, litigation risks on multiple fronts these are just the beginning. To help piece together this business and regulatory puzzle, we have compiled a list of issues organizations should consider as they set policy and communication plans regarding on-site work and COVID-19 vaccines. We have also identified issues to consider wit
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In each of the past seven years, major tech companies have released diversity reports, charting the number of women and people of color they employ. The numbers are reported to the Equal Employment Opportunity Commission, but companies have dedicated more and more resources to publicly displaying their commitments to diversity. The displays are impressive. The results are not.
These companies spend millions on targeted outreach and strategic partnerships, but the results change little from year to year. Between 2014 and 2020, for example, the share of Black and Latinx tech workers at Facebook each increased by less than 2 percentage points.