As infections from the coronavirus pandemic have plummeted across the country, one would think a loosening of restrictions would logically follow and in many states, it has and we’re seemingly on the road back to “normal”. Under new Governor Glenn Youngkin, Virginia this week officially repealed its Emergency Temporary Standard addressing COVID-19 in the workplace and issued a draft guidance in its place. The guidance is subject to a 30-day public comment period the begins Monday and expires on April 27, 2022. Employers now have the right to set their own rules for such things as masking requirements for employees and customers. In a similar vein, earlier this month, Indiana enacted a law requiring that employers who implement mandatory vaccination policies also provide specific exemptions to employees who provide a note from their medical provider; have acquired immunity by having tested positive for COVID within the past three months; or have a sincerely held religious belief in opposition to the vaccine. The law does allow employers to require employees with exemptions to submit to no more than two COVID tests in lieu of vaccination, but it is silent as to who pays for the tests. The law took effect immediately when Governor Eric Holcomb signed it on March 3. Utah took a different route, but ended up in essentially the same place when Governor Spencer Cox this week signed AB 63 into law. That legislation provides that a prior COVID infection is the legal equivalent of a vaccine and any employer mandate must exempt a previously infected employee. Similarly, Tennessee requires employers with mandates to provide exemptions to employees for religious objections, a note from a medical provider or a prior COVID infection. The Tennessee law became effective with the signature of Governor Bill Lee on March 11.  Massachusetts Department of Unemployment Insurance announced that the Massachusetts COVID-19 Emergency Paid Sick Leave (“MEPSL”) expired on March 15, 2022, and employers have until April 29, 2022 to file their applications for reimbursements. And, New York State Health Commissioner Mary Bassett, MD allowed the designation of COVID as a highly contagious infectious disease under the New York HERO Act to expire effective March 18, thereby ending the requirement that covered employers keep their Disease Exposure Prevention Plan active. Covered employers however must continue to maintain their plan, but it needn’t be active unless/until a new designation is issued.