SAV Law Firm Blog
In an ever-evolving business landscape, the onset of a new year offers a prime opportunity for business owners to recalibrate and align their strategies for sustained success. It's a time to reinforce the foundations, explore new horizons, and adopt practices that not only drive growth but also foster resilience.
With news of a vaccine on the horizon, many workplaces are wondering whether they can make their employees get vaccinated. Of course, vaccines are fantastic so it makes sense that employers want to require employees to be vaccinated against COVID-19. We put together a quick post explaining how requiring employees to get vaccinated may not be as easy as you think.
Lots of COVID-19 blog posts focusing on staying home and how contractors can get through this pandemic, but there is another unrelated law that has recently gone into effect that businesses need to be paying attention to as well when they start rehiring after COVID-19 is long behind us: The “Ban the Box” Act. “Ban the Box” was enacted to prevent employers, with 15 or more full-time employees, from asking job applicants about their criminal history until the applicant’s first in-person interview. This applies to any work for pay and any form of vocational or educational training, with or without pay. This includes, among others, contractual, temporary, seasonal, or contingent work as well as vocational or educational training with or without pay.
In this time of need where we should all be coming together, there are still circumstances that arise where a person needs to be made whole due to the careless and reckless behavior of another. Typically, suing someone for getting you sick requires proving that specifically that person was the cause of your illness AND that they were negligent or intentional in their actions in getting you sick.
