Publication
US Supreme Court leaves NIH grant recipients with reduced funding
A SCOTUS ruling blocked US$783M in NIH grants nationwide.
OSHA compliance, investigations and citation appeals
United States | Publication | January 2022
Our OSHA newsletter is a publication of the Norton Rose Fulbright US OSHA team. We provide information on recent developments concerning both the federal and various approved states’ occupational safety and health programs across the nation.
This issue addresses updates on recent remand orders and decisions, the vaccine mandate, updates by multiple state-run OSHA programs and more.
Featured articles
- US OSHRC recent remand orders demonstrate difficulties smaller employers face
- Public comment period ends for OSHA heat hazard rulemaking
- US Supreme Court decisions stay OSHA ETS, uphold CMS vaccine mandate
- US Supreme Court to hear ETS and CMS arguments on January 7
- US Sixth Circuit dissolves stay of OSHA ETS
- Nationwide injunction issued against vaccine mandate for federal contractors
- OSHA extends public comment period for COVID ETS
- US Sixth Circuit gets ETS challenges
- US Fifth Circuit upholds stay on OSHA ETS
- US Fifth Circuit grants a nationwide stay of OSHA's vaccine-or-test mandate
- US OSHA issues COVID vaccine and testing ETS
- Forthcoming constitutional and other legal challenges to US OSHA COVID ETS
- US Senators and House members moving to disapprove Biden COVID vaccine orders
- State-specific OSHA guidelines: Arizona
- State-specific OSHA guidelines: California
- Hawaii updates isolation and quarantine policies
- State-specific OSHA guidelines: Michigan
- Unvaccinated Michigan residents most hospitalized with COVID
- Michigan updates school and quarantine guidelines
- State-specific OSHA guidelines: South Carolina
- State-specific OSHA guidelines: Tennessee
Recent publications
Publication
6th Circuit says employer intent now drives liability for client harassment
The Sixth Circuit Court of Appeals recently held in Bivens v. Zep, Inc., No. 2:23-cv-11398 that an employer can only be held liable for a client/customer’s harassment of an employee if the employer intended for the harassment to occur.
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