- FTC Scrutinizes Children’s Privacy Issues Involving Education Technology
- Utah Becomes the Fourth State to Enact a Comprehensive Privacy Law
- Courts Requiring General and Professional Liabilities Policies to Respond to Cyberattacks
- The US and EU Announce a New Trans-Atlantic Data Privacy Framework
- BIPA Claims Following the McDonald Decision
- NY Attorney General Offers Guidance on Dealing with Credential Stuffing
- “Silent Cyber” Continues to Make Noise in State Appellate Courts
- The FBI Warns M&A Participants on the Increasing Ransomware Threat
- FTC Updates Safeguards Rule for Non-Banking Financial Institutions
- The DOJ’s Civil Cyber-Fraud Initiative
Legal developments in data, privacy, cybersecurity, and other emerging technology issues
- Posts by Mahja D. ZeonAssociate
Mahja D. Zeon is an associate in the firm’s Labor and Employment department. She focuses her practice on employment counseling, litigation, and strategic workforce planning.
- First and second-chair experience in jury and ...
Post authored by Mahja D. Zeon, an Associate in Honigman's Detroit office and Lauren Legner, a 2021 Summer Associate in the firm's Detroit office.
Employers have a right, and in some industries, even a requirement, to implement vaccine-related policies to promote workplace safety, but they must be mindful of the privacy implications. There are several competing concerns to weigh when deciding whether to implement vaccine-related policies. On the one hand, data regarding employee vaccination status may play an essential role in keeping the workplace safe from COVID-19 outbreaks. On the other hand, collecting and using such data implicates individual privacy and data security concerns. Should an employer choose to collect vaccine-related data, it must take the appropriate steps to keep this information safe. Here are three ways employers can implement vaccine-related, data-safe policies: