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Regulatory Roundup for January 2022: Your Guide to the Latest Changes

Please note the list below is not intended to be comprehensive. Our team is constantly monitoring for updates that may impact organizations across the country.

In this edition of Regulatory Roundup, your guide to the world of compliance, we look at the changes across the nation, in our capital and in New York state.

Federal updates

In a recent decision, the U.S. Supreme Court announced it would allow the rule requiring health care employees — such as those working at hospitals, nursing homes and other Medicare and Medicaid-covered health care entities — to be fully vaccinated against COVID-19 to move forward. Centers for Medicare & Medicaid Services (CMS) provided new guidance after the decision was issued, which included new enforcement dates for states affected by the previous stay on the rule.

Health care workers in the affected states must be:

  • partially vaccinated by Feb. 14
  • fully vaccinated by March 1

Per previous CMS guidance, health care workers in other states must be:

  • partially vaccinated by Jan. 27
  • fully vaccinated by Feb. 28

Additionally, CMS guidance specific to Texas requires health care workers in the state to be:

  • partially vaccinated by Feb. 19
  • fully vaccinated by March 21

The Supreme Court issued a stay on the Occupational Safety and Health Administration’s (OSHA) emergency temporary standard, which required employers with 100 or more employees to track their workforce’s vaccination and testing data.

Effective Jan. 26, OSHA withdrew the standard and confirmed the agency is taking steps to implement a permanent rule.

EEOC updates

The U.S. Equal Employment Opportunity Commission (EEOC) tentatively scheduled the 2021 EEO-1 Component data collection to begin April 12, with a reporting deadline of May 17. Private sector employers and federal contractors who meet certain criteria must submit an annual EEO-1 form about their workforce. The EEOC also discontinued Type 6 reports for some employers.

Ban the box

The Fair Chance Act includes a “ban the box” provision, which prohibits most federal contractors from inquiring about a candidate’s criminal history prior to any job offer. However, this does not impact most jobs related to law enforcement, national security, classified information or those legally requiring an applicant’s criminal history.

Federal minimum wage

The minimum hourly wage for certain federal contractors has risen to $15 per hour.

Washington, D.C.

Effective between now and June 30, the capital’s living wage is $15.50 per hour. The living wage will increase to $16.10 per hour on July 1. Each employer subject to this requirement must post the recently updated living wage notice where it can be easily seen by employees.

New York

Effective June 20, 2022, Senate Bill 1780 allows for electronic notarization and authorizes video and conferencing technology in identifying individuals for this process.


DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.