Employers May Be Able To Scrap Mask Mandates For Fully Vaccinated Workers: A 7-Step Blueprint to Overcome Risks and Hurdles

The announcement yesterday from the CDC that fully vaccinated people no longer need to wear a mask or physically distance in any non-healthcare setting was a welcome relief for all Americans and a hopeful sign that we have turned a significant corner with the COVID-19 pandemic. But the announcement included an important caveat – that the guidance did not overrule federal law,
workplace guidance, local business restrictions, or state, local, or other similar regulations. And because the CDC’s announcement offered no specific guidance for employers, many workplaces may feel unsure how to proceed. The good news is that the new rules seem to offer a path forward for those employers that want to proceed to a mask-less workplace – but such a path involves some
risks to consider and hurdles to overcome. There’s a seven-step blueprint for employers to get to that point.

Employers May Claim Tax Credit For Providing COVID-19 Vaccination Paid Leave, With Qualifications

In an attempt to boost the nation’s COVID-19 vaccination rate, President Joe Biden announced yesterday that small- and medium-sized employers offering vaccine-related paid leave will be eligible for a significant tax credit. The tax credit will fully offset the cost of providing paid time off to employees not only to get inoculated but also for any time needed to recover from vaccination side
effects. As explained below, however, obtaining this tax credit is not entirely new, nor is it free of related requirements.

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