Our readers are HR professionals, lawyers, and business owners/execs. Lawyers have certain ethical rules by which they must abide. Failure to do so can lead to dire consequences, as a workers’ compensation lawyer for a company was explicitly told by the Florida Supreme Court when it slapped a 91-day suspension on him. In other words, he can’t make a living for a full three months. (Texas would likely agree with the Florida court’s ruling.)

Ding. Buzz. Buzz. Ding. Beep. Ding. Buzz. Beep. It seems like every five seconds our phones send barrages of notifications our way. It's a familiar feeling, wading through the mire of home screens or inboxes for important information. The world is speeding up at an exponential rate, and our devices deliver the information 24/7, 365, with breakneck efficiency. Being in the know is an important aspect of working efficiently and productively. Technology has always been a powerful tool to aid in communication and the dissemination of information. Now that many workplaces have moved online, keeping the notification bell on has become common practice, and staying up to date has taken a paramount position at the proverbial conference table. So, clearly, the more connected we are to our e-mails, news apps, and texts messages, the better, right?

The Occupational Safety and Health Administration’s (OSHA) COVID-19 vaccine mandate for larger private employers may not be declared officially dead yet, but it's certainly on life support after the U.S. Supreme Court recently stayed (or blocked) its enforcement. Read on to learn what lies ahead for OSHA's emergency temporary standard (ETS) and, more important, how the agency may respond as well as what policies you should have in place as the pandemic continues.