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The U.S. Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) is continuing its discretion to defer the physical presence requirements associated with the Employment Eligibility Verification (Form I-9) under Section 274A of the Immigration and Nationality Act (INA) until
August 31, 2021. Initially, the flexibilities only applied to employers and workplaces that were operating 100% remotely due to the COVID-19 pandemic. As reported in an earlier
article, those flexibilities were later extended to employers and workplaces that opted for a hybrid remote and onsite work environment, but the flexibilities were set to expire on May 31st.
Oklahoma child support is regulated by state statutes, enforced by courts and agencies, and often affects employer programs and payrolls. Child support includes parental payment as well.
On May 17, 2021, the U.S. Department of Education’s Office for Civil Rights (OCR) announced that they will be hosting public hearings on the Title IX final rule issued a little over one.
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With the CDC’s recent announcement reducing mask requirements for fully vaccinated people, there has been a significant uptick in the number of employers who are calling us with questions about possible changes to their own mask and vaccination policies. Here are answers to a few of the more frequently asked questions by employers:
Q: Can I require my employees to be vaccinated?
A: YES provided you offer accommodations to those who, based on health or religious beliefs, will not be vaccinated.
Q: Can I ask employees whether or not they are vaccinated?