In the November 2021 issue of St. Louis Lawyer, senior counsel Christina Moore shines a light on women lawyers and their accomplishments, noting the supportive role of two local organizations: the Women Lawyers Association (WLA) of Greater St. Louis and the Women in the Legal Profession (WILP) Section of The Bar Association of Metro
This month, the Occupational Safety and Health Administration (OSHA) issued its Emergency Temporary Standard (ETS) applicable to employers of 100 or more employees. The ETS requires employers to adopt a vaccine mandate obligating employees to either get vaccinated or to undergo regular COVID-19 testing.
What is the latest on vaccine mandates? In this episode, Husch Blackwell’s Meg Pekarske is joined by colleague Tom O’Day to discuss the newly released OSHA and CMS rules. They’ll uncover the surprises, discuss how to implement the requirements and analyze the challenges that may be on the horizon for hospices. Tune in to this lively and helpful conversation: https://lnkd.in/eaxixFYD
Missed yesterday’s discussion around issues covered employers must consider under OSHA’s mandates and the steps employers should take to comply with the ETS? The webinar recording is now available for viewing at your convenience. Simply register using the following link and you will have access to the recorded webcast: https://bit.ly/3oH0aO7
OSHA’s COVID-19 Vaccination and Testing Emergency Temporary Standard (ETS) is now effective, and employees who work for covered employers have until January 4, 2022 to get vaccinated or to otherwise comply with the new requirements.
Friday, November 12, 2021
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On November 4, 2021, the Centers for Medicare & Medicaid Services (CMS) released an advance copy of the Interim Final Rule (IFR) related to COVID-19 vaccines for most of the entities covered by applicable Conditions of Participation, Conditions for Coverage or Requirements for Participation. Join Husch Blackwell attorneys for an update and a closer look at the requirements for covered entities. Preview our recent Legal Alert on this topic.
On November 4, 2021, the Centers for Medicare & Medicaid Services (CMS) released an advance copy of the Interim Final Rule (IFR) related to COVID-19 vaccines for most of the entities covered by applicable Conditions of Participation, Conditions for Coverage or Requirements for Participation.
There were no major surprises when the Medicare hospital outpatient prospective payment system (OPPS) and physician fee schedule (PFS) Final Rules were released on November 2, 2021, but there are still several financial and compliance areas that healthcare providers must prepare for as we head into 2022. Today’s update provides a brief summary of the
Executive Order 14042 (Ensuring Adequate COVID Safety Protocols for Federal Contractors), the resulting guidance and the recent array of class deviation contract clauses create interesting and novel federal contract compliance and practical workforce management considerations.
Husch Blackwell addressed the guidance shortly after it was first issued and has now developed a program to explore the topic at depth. Please join us as we discuss issues federal contractors and subcontractors of all tiers will have to consider now that federal agencies have started modifying existing federal contracts to include the new contract clauses, and identify ways you can prepare for and stay in compliance.
Governor Abbott’s Executive Order
On October 11, 2021, Texas Governor Greg Abbott issued Executive Order GA-40 (the Texas Order) banning COVID-19 vaccine mandates by any entity, including private employers, in Texas. Because the Texas Order was issued while Texas remains in a state of emergency related to the pandemic, the Texas Disaster Act grants it the force and effect of law. The Texas Order states that “no entity in Texas” can compel vaccination for anyone in the state who objects “for any reason of personal conscience, based on a religious belief, or for medical reasons, including prior recovery from COVID-19.” “Personal conscience” is undefined, and this ambiguity in the Texas Order makes it unclear whether an individual can object to the COVID-19 vaccine due to reasons other than religion or those medically related.
Healthcare employers have been implementing vaccine mandates—hard mandates, soft mandates, and everything in between—for some time now. The religious exemption requests, however, are piling up. Join Husch Blackwell attorneys who have experience addressing the myriad issues involving religious exemptions, including federal law, state laws and “right of conscience” laws. Stick around for questions and answers and hear other human resources leaders in healthcare share their experiences.