Update Applicable to:
All employers in the state of New York

What happened?
In our previous communication, we informed you about the New York HERO Act that was extended from February 15, 2022, to March 17, 2022. This is an update to that article.

What are the details?
The New York Health Commissioner has allowed the designation to expire due to the COVID-19 infection and hospitalization rates decreasing, and the lifting of the HERO Act mask mandate and other preventative measures in New York.

Effective March 18, 2022, employers are no longer required to implement their Disease Exposure Prevention Plan under the HERO Act, including daily health screenings and other requirements. However, employers must continue to maintain their safety plans in the event of a later designation, but no longer need to activate them.

For more information, please see the links below:

NYS Department of Health Announcement

Article

What do employers need to do?
Employers should review the links provided above and continue to maintain their safety plans in case of a later designation per the New York State Department of Health.

Vensure encourages employers to reach out to their local health departments in case of any specific rules or mandates that are in effect still.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.