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Lawrence & Bundy Co-founder Allegra Lawrence-Hardy Appointed to Serve on Spelman Board of Trustees7/28/2022
Allegra Lawrence-Hardy, co-founder of Lawrence & Bundy has been appointed to serve on the Board of Trustees of Spelman College. Spelman is a historically black liberal arts college for women located in Atlanta, Georgia. The college is dedicated to the intellectual, creative, ethical and leadership development of its students, and deeply rooted in a tradition of inspiring commitment to positive social change through service.
“As an alumna of Spelman College, I can think of no greater honor than to be invited to participate in the strategic leadership of the College,” said Allegra Lawrence-Hardy. “Spelman prepared me for my choice to change the world. I am humbled to follow in the footsteps of my grandmother, former registrar, and my mother, former chair of the computer science department, in service to our beloved Spelman. I am grateful for the opportunity to continue the Spelman legacy and pass it on to future generations.” As a member of the Board of Trustees, Ms. Lawrence-Hardy will work closely with the other members of the Board in providing basic oversight and governance of the institution, basic educational and fiscal policy, the granting of degrees, and the promotion and tenure of faculty based on the recommendation of the president. After graduation from Spelman magna cum laude, Lawrence-Hardy went on to receive her J.D. from Yale Law School. An exemplary lawyer, Lawrence-Hardy served on the highest-ranking governing body of an international law firm for several years before co-founding her own firm, Lawrence and Bundy, which represents organizations in complex commercial litigation and labor & employment matters. What Employers Need to Know about the New EEOC Guidance Regarding COVID-19 and the Workplace7/22/2022
Since the start of the pandemic, employers have worked diligently to navigate the maze of regulations impacting their employee workforces. New EEOC guidance just added several new twists.
On July 12, 2022, the EEOC revised its prior guidance on What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws (“Revised Guidelines”). The Revised Guidelines make several important changes, most notably, changing the standard for when employers may permissibly test employees for COVID-19. ATLANTA (February 16, 2022) - Lawrence & Bundy, a nationally recognized boutique litigation firm, announced today the addition of three attorneys to its Atlanta office. The new hires reflect the firm’s continued strategic growth over the past several months.
By Allegra Lawrence-Hardy and Lisa Haldar
Unsurprisingly, our 2022 employer resolutions are generally all tied in some way to the COVID-19 pandemic -- vaccine protocols, remote work and even vacation policies. While these issues are not new, the landscape under which employers are addressing these issues has changed dramatically and continues to do so as the pandemic persists. For the sixth consecutive year, Lawrence & Bundy has been named to the U.S. News – Best Lawyers® “Best Law Firms” list. As part of the 2022 selection of distinguished firms, Lawrence & Bundy received one national ranking and six regional rankings, including two highest regional Atlanta rankings in the areas of commercial litigation and labor & employment litigation. Rankings are reflective of professional excellence, quality of legal practice, professionalism, integrity, and the high level of respect a firm has earned from clients and peers.
What happened?
On November 5, the Occupational Safety and Health Administration (OSHA) issued an emergency temporary standard (ETS) giving companies with at least 100 employees two choices: 1) require all employees except those with religious or medical accommodations to become fully vaccinated (which does not include receiving a booster shot) before January 4; or 2) require employees who are not fully vaccinated to begin wearing a face covering when indoors or when occupying a vehicle with another person for work purposes after December 5 and undergo weekly COVID-19 testing after January 4.[i] Through the ETS, OSHA intends to preempt any State or local requirements that ban or limit an employer’s authority to require vaccination, face-covering, or testing. The 2020 election saw the highest voter turnout in the U.S in over a century, breaking records nationwide despite the ongoing COVID-19 pandemic. Yet since then, many states have either proposed or enacted legislation to make it more difficult for voters to vote.
Click here to read article. Lawrence & Bundy, a nationally recognized boutique litigation firm known for its agility, innovation, and representation of leaders committed to doing the right thing, is pleased to announce that Celeste Coco-Ewing and Michelle McClafferty have joined the firm.
On September 9, 2021, President Biden announced a six-pronged national strategy to combat the COVID-19 pandemic.1 Several of these initiatives will significantly impact employers, the most notable being that all companies with 100 or more employees (including private employers) must require their employees to be vaccinated or submit to weekly COVID-19 testing.2 Large employers must also provide paid time off to employees for the time it takes for workers to get vaccinated or recover post-vaccination.3 While many large employers, including Google, Facebook, McDonald’s, Walmart, and Microsoft, had already announced some form of vaccine mandates, many other employers are still grappling with the decision. For better or worse, President Biden has taken the decision away from those employers subject to his action plan.
Legal Bulletin
Only months after issuing guidance excusing most employers (outside of the healthcare and transportation industries) from taking steps to protect their workforce from COVID-19 exposure, the Department of Labor’s (“DOL”) Occupational Health and Safety Administration (“OSHA”) seemingly backtracked. Based on increased risks associated with the Delta variant of the virus and updated direction from the Centers For Disease Control and Prevention (“CDC”), OSHA updated its prior COVID-19 safety guidelines on August 13, 2021 (“OSHA’s Update”). We address what OSHA’s Update provides; its legal/regulatory impact; and its impact on employers generally. |
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