By Christopher Ryan, Chief Strategy & Marketing Officer, Avionté
On January 13, 2022, the U.S. Supreme Court issued a stay on the OSHA Emergency Temporary Statute (ETS) standard, pending a final ruling, which is likely to overturn the ETS vaccine or test regulation. That regulation would have required all staffing firms with more than 100 employees to comply with OSHA specified COVID vaccine status tracking policies.
While we will let politicians, pundits, and legal experts debate the merits of the case, which even now is not fully settled, we wanted to highlight and address the real question that matters most to our customers: What does the Supreme Court decision mean for your business? A recent headline in the Washington Post sums the problem up succinctly: “Employers face patchwork of state policies on worker vaccination after Supreme Court order.” The Supreme Court did not prohibit COVID tracking, vaccination, and testing requirements for employment. It simply signaled that the OSHA ETS may be an overreach of the congressional authority given to OSHA. There was a lot, however, that, from a business perspective, the Supreme Court’s decisions left in place, such as the following:
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