This past month, the DFEH issued new guidance regarding COVID-19 vaccine requirements for employees. The key takeaways are:

  1. An employer may require employees to receive COVID-19 vaccines.
  2. If an employer requires vaccination for its employees, it must reasonably accommodate those employees with disabilities or sincerely held religious beliefs and practices.
  3. Employers are not required under the state Fair Employment and Housing Act to reasonably accommodate employees who refuse the vaccine because they do not "trust that the vaccine is safe."
  4. If an employer itself administers the COVID-19 vaccination to its employees, it may ask the employees for relevant medical information before vaccination.

An employer may require its employees to provide proof of vaccination.



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Recent publications

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Publication

Intel judgment - more than one way to skin a rebate?!

On 24 October 2024, the Court of Justice of the European Union (CJEU) confirmed that the European Commission’s (the EC) 2009 decision, which imposed a (then record) €1.06 billion fine on Intel, was flawed as far as it found that loyalty rebates granted by Intel had anti-competitive effects.

Global | December 19, 2024

Antitrust and competition
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The 2025 Dutch tax classification of the Brazilian FIP

The Dutch tax classification system for non-Dutch entities will undergo significant changes as of 1 January 2025.

Global | December 19, 2024

Tax
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Paying the Price: Court of Appeal holds debt still due when non-fulfilment of a condition precedent is caused by the buyer’s own breach

In King Crude Carriers SA & Ors v Ridgebury November LLC & Ors [2024] EWCA Civ 719 the Court of Appeal held that the claimant sellers (the Sellers) were entitled to claim the deposits promised under sale contracts as a debt despite the defendant buyers’ (the Buyers) breach of contract, which had resulted in the non-fulfilment of a condition precedent to the payment of the deposits.

Global | December 18, 2024

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