COVID-19 Update (10/18/2021):

Corporate Services, Inc. recommends coronavirus disease (COVID-19) protocols from the CDC including social distancing, masks, frequent handwashing, and regular santization of surfaces. Contact information is available here.

Corporate Services, Inc.
208 Kishwaukee St. · Rockford, IL 61104
(p) (815) 962-8367 · (f) (815) 962-0940
www.corpserv.com

The Corporate Review: employment-related news gathered by Corporate Services for your review.

Vol. XI — No. 8

Corporate Services, Inc. — Employment Services

Wednesday, July 7, 2021

Here is a sample of some of the news Corporate Services has put together for you. We hope you find it interesting and relevant. You can find these articles and more at corpserv.com.

Exercise Caution With COVID-19 Vaccine Incentives to Avoid Running Afoul of Gambling Laws

Since the U.S. Equal Employment Opportunity Commission (EEOC) released its updated COVID-19 guidance on May 28, 2021 greenlighting vaccine incentives, many employers seized the opportunity to offer incentives to employees to both get vaccinated and voluntarily provide proof of vaccination. These incentives run the gamut from direct cash payments to extra paid time off.more

OSHA Shifts Position on Recordability of Adverse Reactions from COVID-19 Vaccines

In a dramatic shift in its enforcement position with respect to the recordability of adverse reactions from COVID-19 vaccines, the Occupational Safety and Health Administration (OSHA) on May 21, 2021, published a new Frequently Asked Question (FAQ) establishing that employers do not need to record adverse reactions from COVID-19 vaccines on their OSHA 300 Logs, at least through May of 2022.more

DOL Withdraws Independent Contractor Regulations, Meaning More Uncertainty for Employers

On May 6, 2021, the U.S. Department of Labor (DOL) formally withdrew final regulations promulgated earlier this year under the prior administration which set forth, for the first time by way of an Administrative Procedure Act rulemaking, the analysis the Department would use to determine whether a worker was an employee or independent contractor under the Fair Labor Standards Act (FLSA).more