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New Year, New Preparedness and Response Plan Requirements

January 13, 2021 – Advocacy News

Our friends at the Bodman PLC have prepared new Preparedness and Response Plan templates for Chamber members to use. The new plans take into account the revised Centers for Disease Control and Prevention (CDC) guidelines empowering local and state public health agencies to endorse shortened quarantine periods, new state legislation signed into law permitting employers to take advantage of the shortened quarantine and isolation periods and loosening the screening inquiry as well as changes to the paid leave requirements in the federal Families First Coronavirus Response Act (FFCRA).

Bodman put together this article explaining why recent legislation and public health guidance necessitate an update to employers’ Preparedness and Response Plans. Bodman updated their templates for:

The templates should be tailored to the employer’s particular risk level, maintained and implemented.  It is important to note that these templates are for information purposes only and not for the purpose of providing legal advice.  Employers should contact legal counsel to obtain advice with respect to their individual workplace.

January 13, 2021 – Advocacy News

Our friends at the Bodman PLC have prepared new Preparedness and Response Plan templates for Chamber members to use. The new plans take into account the revised Centers for Disease Control and Prevention (CDC) guidelines empowering local and state public health agencies to endorse shortened quarantine periods, new state legislation signed into law permitting employers to take advantage of the shortened quarantine and isolation periods and loosening the screening inquiry as well as changes to the paid leave requirements in the federal Families First Coronavirus Response Act (FFCRA).

Bodman put together this article explaining why recent legislation and public health guidance necessitate an update to employers’ Preparedness and Response Plans. Bodman updated their templates for:

The templates should be tailored to the employer’s particular risk level, maintained and implemented.  It is important to note that these templates are for information purposes only and not for the purpose of providing legal advice.  Employers should contact legal counsel to obtain advice with respect to their individual workplace.