It’s been a minute since I’ve blogged, and there is so much to talk about since the last blog went up. First and foremost, I am grateful to be healthy and to have made it through the last year relatively unscathed. I sincerely hope that if you are reading this, you and your loved ones have been well. It has certainly been a challenging time for everybody, and many have suffered tremendous losses from the pandemic. However, it has also provided a great opportunity for reflection, reevaluation of priorities, change, and growth. The events of the past year are beginning to flow over to the work environment, with increases to the minimum wage likely to be one of many changes to emerge out of the chaos.

During this time, I have continued to serve my clients and, although the courts were closed to the public, depositions, mediations, and some hearings have gone forward via videoconference technology. It’s a new world with new benefits and new challenges, but rest assured, the legal system has continued to function, albeit at a diminished capacity. As the pandemic wanes, things are definitely picking up all around. Cases that were stalled due to limitations on access to the courts are beginning to move and I’m pleased to say that I have several trials scheduled in the coming year. Thank you to everyone for your patience in these times.

While I’m here, I thought I’d go ahead and point out a few interesting developments in the last year or so:

• With the change in administration, implementation of labor law regulations from the prior administration has been delayed and policy statements have been released reflecting President Biden’s commitment to the advancement of employee rights. For example, the Department of Labor has recently issued a statement on the issue of independent contractor status.

• Just today, President Biden signed a bill into law confirming Juneteenth as a national holiday. Incidentally, this bill was signed this afternoon, and an order was issued immediately thereafter by the federal courts indicating that they would be closed tomorrow, June 18, 2021, in observation of the newly-recognized holiday. Speaking of which, Happy Juneteenth, everybody!

• Many people have asked me whether employers can require employees to prove they have been vaccinated against COVID-19. My take—unless an employee is exempt from vaccination by virtue of a disability/handicap or religious belief, the employers can absolutely require proof of vaccination to return-to-work. Nevertheless, I would not be surprised to see lawsuits filed in the near future on this very issue, along with lawsuits alleging violations of the FFCRA.

I’ll continue updating the blog, but, for now, I’m back off to resume working hard for all of my clients. If you are interested in seeing if you might be able to benefit from my services, please do not hesitate to click on this link and schedule your free consultation with me.

Finally, there are no words sufficient to express how thankful I am to the front-line workers, essential workers, scientists (thanks for the vaccine!!), and the many, many other individuals who have helped us pull through. May we never forget the contributions you have made to our lives.