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As the COVID-19 vaccine rollout continues, a significant
question for U.S. based employers will be whether or not to
implement a mandatory vaccination program, along with other
return-to-work measures. Guidance published by the Equal Employment
Opportunity Commission (EEOC) in December 2020 (EEOC Guidance)
suggests that a mandatory vaccine program is lawful, subject to a
number of caveats and statutory considerations. Employers should
carefully consider these caveats and considerations prior to
implementing any mandatory vaccination regime. For employers with
workforces in Canada, see our bulletin discussing considerations in the
Thursday, February 11, 2021
On February 4, 2021, Arizona Governor Doug Ducey signed into law House Bill (H.B.) 2045, which expands protections for pregnant workers under Arizona law. The measure amends the Arizona Civil Rights Act (ACRA) to mirror existing protections under the federal Pregnancy Discrimination Act of 1978, which amended Title VII of the Civil Rights Act of 1964. Arizona legislators passed H.B. 2045 because the ACRA did not previously contain express protections for pregnancy and related conditions. To address the gap between state and federal law, Arizona legislators amended the ACRA to allow the Arizona Attorney General’s Office to investigate and enforce these protections under state law. With the governor’s signature, Arizona joins at least 27 states that have enacted laws specifically prohibiting discrimination against pregnant employees.
On February 4, 2021, Arizona Governor Doug Ducey signed into law House Bill (H.B.) 2045, which expands protections for pregnant workers under Arizona law. The measure amends the Arizona.