Employment Law

Authored by Gammage & Burnham attorneys Rubi Bujanda and Richard Mahrle.

On Friday, the U.S. Citizenship and Immigration Services (“USCIS”) announced a new version of the Form I-9. Among other changes, the new version has been condensed and comes with clearer instructions. Employers can start using the new version of the Form I-9 as early as August 1, 2023. For employers that need more time to update their processes, the 2019 version of the Form I-9 can be used until October 31, 2023.

USCIS also now permits employers enrolled in good standing in E-Verify to remotely examine employee’s documents via live video.

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Authored by Gammage & Burnham attorneys Rubi Bujanda and Richard Mahrle.

The Pregnant Workers Fairness Act (PWFA) goes in effect this Tuesday, June 27, 2023. The PWFA requires employers with 15 or more employees to provide reasonable accommodations to employees and applicants with known limitations related to pregnancy, childbirth, or a related medical condition. Modeled after the Americans with Disabilities Act (ADA), the PWFA uses the same definition of reasonable accommodation and does not require that employers provide accommodations that cause an undue hardship. Like with the ADA, covered employers must participate in the interactive process if they receive an accommodation request from a pregnant worker.

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By:  Julie Pace, David Selden, & Heidi Nunn-Gilman

President Biden announced multiple new federal requirements that will impose upon employers mandates that are intended to cause more Americans to be vaccinated. The new requirements announced on September 9, 2021 will be enforced in part through the Occupational Safety and Health Administration (OSHA) of the Department of Labor, and in part through Executive Orders signed by the President on September 9, 2021. These new initiatives are explained below.

I. Vaccination Or Weekly Testing, And Paid Time Off For Vaccines To Be Required For Businesses With 100 Or More Employees.

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By: Julie A. Pace (602.256.4488)
David A. Selden (602.256.4490)
Heidi Nunn-Gilman (602.256.4455)

As the world slowly returns to “normal” employers still are subject to a number of requirements and recommendations to address COVID-19.  On March 24, 2021, by Executive Order 2021-06, Governor Ducey lifted mandatory restrictions or requirements that had previously been in place to prevent COVID-19 exposures, leaving companies to exercise their discretion in how best to comply with mandates to provide a safe workplace.

What precautions should employers keep in place?  Does it matter if employees are vaccinated? 

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How will Prop 207 affect you and your business? In this article, G&B Partner Julie Pace addresses what new marijuana laws will mean for employers and employees.

Read the full article here!

To learn about how our experienced cannabis law attorneys can help you navigate Prop 207 and other Cannabis related concerns, visit our Cannabis Law and Employment Law practice area pages!

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