The U.S. Equal Employment Opportunity Commission (EEOC) has issued updated FAQs on the Americans with Disabilities Act (ADA) issues relating to confidentiality, reasonable accommodation, hiring, and other pandemic-related topics. The U.S. Department of Labor Occupational Safety and Health Division (OSHA) also remains active, and has updated employer recordkeeping and reporting requirements regarding workplace transmissions of COVID-19. Continue Reading EEOC and OSHA Update Prior Guidance on COVID-Related ADA Issues and Workplace Transmission Reporting
As states continue to adopt shelter-in-place orders to stop the spread of COVID-19, many employers remain open for business and need employees to perform essential operations. Here are some tips for employers with essential employees based on recent Centers for Disease Control and Prevention (CDC) and Department of Labor (DOL) guidance. Continue Reading COVID-19 Workplace Safety: Tips for Employers with Essential Employees
On April 1, the U.S. Department of Labor (DOL) issued a press release announcing its publication of a Final Rule on the paid sick leave requirements and family leave requirements of the Families First Coronavirus Response Act (FFCRA). Relying on the “good cause” exception of the Administrative Procedure Act (APA), the DOL bypassed the generally required notice and public comment provision before issuing the Final Rule.
The Final Rule supplements and clarifies the multiple FFCRA Q&A publications the DOL has issued over the past several weeks. On April 3, after the Final Rule was released, the DOL updated its prior Q&A guidance incorporating content from the Final Rule. The updated April 3 guidance is available here. This is the most current and comprehensive set of FFCRA Q&As published to date by the DOL. (Our previous summaries of the DOL’s March 25 and March 28 FFCRA Q&As are available here and here, though readers should note that the Q&As contained in those links have now been updated via the April 3 updated Q&As.) Continue Reading DOL Issues Final Rule and Additional Guidance on FFCRA Leave and Pay Requirements
Another day, another round of guidance from the federal government on the Families First Coronavirus Response Act (FFCRA). This time, it is the Internal Revenue Service (IRS) that has issued long-awaited FAQs for those employers looking to take advantage of the new law’s tax credits. The FAQs also include insights for employers with under 50 employees seeking an exemption from the law.
On March 27 and 28, the U.S. Department of Labor (DOL) released additional question-and-answer style guidance on the emergency paid sick and family leave provisions of the Families First Coronavirus Response Act (FFCRA), which we first reported here. We look below at seven key issues addressed in the DOL’s updated guidance.
Subtitle C of the Coronavirus Aid, Relief, and Economic Security (CARES) Act amends certain provisions in the Emergency Family and Medical Leave Expansion Act and the Families First Coronavirus Response Act. Here are four key provisions that employers need to know: Continue Reading CARES Act: Four Key Labor Provisions Employers Need to Know
Under the Coronavirus Aid, Relief, and Economic Security (CARES) Act, the “Relief for Workers Affected by Coronavirus Act” (Title II, Section A) provides for a substantial expansion of unemployment insurance and benefits for workers sidelined for specified reasons associated with COVID-19. Key aspects of the program are as follows: Continue Reading CARES Act: Expansion of Unemployment Insurance and Benefits
With consumers attempting to navigate quarantine and “shelter-in-place” orders, businesses that sell basic necessities are facing overwhelming demand.
This new level of demand is placing stress on both businesses that sell basic necessities and their employees. Many businesses are experiencing increased overall customer service inquiries, call volume, and website orders. They are needing to meet increased consumer demand while making unprecedented provisions for their own employees’ health and well-being (which we have written about here and here).
On March 24 and 25, the U.S. Department of Labor released guidance on the implementation of the Families First Coronavirus Response Act (FFCRA), which we wrote about here when it passed last week.
Among other things, the FFCRA requires covered employers to provide paid sick leave and expanded partially paid family and medical leave to certain employees affected by the coronavirus. The FFCRA’s provisions are summarized in the table below and go into effect on April 1, 2020.
The guidance provides further detail concerning various aspects of the new law, including employers’ notice posting obligations and calculations of: (1) number of employees for purposes of determining covered employer status, and (2) employee rates of pay and hours worked for purposes of calculating leave obligations. Continue Reading Department of Labor Issues Clarifying Guidance for Employers Concerning the Families First Act’s Employee Leave Requirements
On Wednesday, New York Governor Andrew Cuomo signed A10153, a bill designed to provide paid sick leave and wage replacement for workers who are affected by the coronavirus pandemic. While the bill provides public assistance for employees affected by the pandemic, it requires certain employers to provide additional paid sick leave to employees impacted by COVID-19. The new law’s provisions took effect immediately once Governor Cuomo signed it on Wednesday.