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Since well before FDA approval of the first COVID-19 vaccine, many employers have contemplated whether eventual employee vaccination should be a voluntary or mandatory condition of returning to, or remaining at, the workplace. The current legal considerations surrounding employee vaccination depend on interpretation of many existing laws and other sources of employee rights in the workplace.

Continue reading the full GT Alert, “Mandatory or Voluntary Employee Vaccinations: EEOC Weighs In.”

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Photo of Nancy E. Taylor Nancy E. Taylor

Nancy Taylor is Co-Chair of the Health Care & FDA Practice and focuses her practice on health and FDA related matters. She has broad experience working with providers, plans, employers, private equity firms, and FDA regulated companies. She advises clients on health care

Nancy Taylor is Co-Chair of the Health Care & FDA Practice and focuses her practice on health and FDA related matters. She has broad experience working with providers, plans, employers, private equity firms, and FDA regulated companies. She advises clients on health care transactions, health and FDA regulatory policy and compliance, and responding to Congressional and Administration investigations and audits. Prior to joining Greenberg Traurig, Nancy served 10 years as Health Policy Director for a Senate Committee and worked on a number of significant health and FDA laws. She also served as CEO of a start-up medical device company, where she obtained eight product clearances, including securing reimbursement coverage for each product.

Photo of Jon Zimring Jon Zimring

Jon Zimring is Co-Chair of the firm’s Labor & Employment Practice’s Workforce Compliance & Regulatory Enforcement group. He practices management-side labor and employment law, representing clients before both the courts and administrative agencies, including the U.S. Department of Labor (DOL), the Office of…

Jon Zimring is Co-Chair of the firm’s Labor & Employment Practice’s Workforce Compliance & Regulatory Enforcement group. He practices management-side labor and employment law, representing clients before both the courts and administrative agencies, including the U.S. Department of Labor (DOL), the Office of Federal Contract Compliance Programs (OFCCP), the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), numerous state and local counterparts to these agencies, and additional other federal, state, and local agencies that investigate, audit compliance with, and enforce labor and employment laws. Drawing on this experience, he also has an active practice assisting employers with prevention through proactive audits, compensation analyses, investigations and consultation, and the development of policies, procedures, systems and training. Jon’s practice includes the representation of employers through virtually all workplace issues, including traditional labor relations with unions, affirmative action compliance, wage and hour, leave and disability, and all forms of discrimination, harassment, and retaliation.