Manufacturing Law Blog

Below is an excerpt of an article authored by Robinson+Cole Immigration Group lawyer Jennifer L. Shanley published in Industry Week on September 15, 2021. 

With U.S. manufacturers facing more than 800,000 vacant jobs, companies are re-focusing their efforts on building their workforce. Foreign nationals can help fill the workforce gap.

Manufacturers can sponsor foreign nationals

This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.

While employers in healthcare and education have mandated, or considered mandating, vaccination of employees during the COVID-19 pandemic, recently employers in many other industries are considering doing so. Manufacturers are now grappling with how best to evaluate the risks associated with such policies, implementation and administration of a mandatory vaccination policy, and the handling of requests for exemption, which may follow. Under federal and many state laws, employers requiring vaccination must provide employees (and applicants with job offers) with the opportunity to request an exemption from vaccination as a reasonable accommodation, based on a disability (or medical condition) or sincerely held religious belief. Employers are required to engage in an interactive process with employees to understand the request and determine whether to approve or deny it. Therefore, it is critical that employers maintain clear policies and procedures for evaluating such requests and understand their legal obligations in doing so. Of particular note, general vaccine hesitancies and personal philosophies are generally not protected by law and employers are not required to consider such exemption requests unless a state or local law provides otherwise.

This week’s post was co-authored by Robinson+Cole Insurance + Reinsurance Group lawyer Denis J. O’Malley.

When a domestic company starts a relationship with an international partner, choosing the jurisdiction in which any dispute must be litigated in the event of a contract breach may not be top of mind. But a recent decision by the Connecticut Supreme Court illustrates the vital importance of including a forum selection clause in any contract with a foreign company in order to avoid the risk of having to litigate overseas.

This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.

Earlier this year, we covered the topic of drug testing in the workplace. Since then, several states have passed legislation legalizing recreational use of cannabis, including Connecticut; this new law not only legalizes the recreational use of cannabis in the state, but also imposes various obligations and restrictions on employers, which are effective July 1, 2022. While certain employers in the manufacturing industry may be exempt from these employment-related restrictions in the new law, manufacturers may still be impacted.

Last month, Maine signed the nation’s first packaging-based extended producer responsibility program into law, signaling a possible sea change in the way we handle recycling in the United States.

Maine’s extended producer responsibility for packaging law, LD 1541, will shift the costs of dealing with product packaging, whether it is recyclable or not, from