Insights on Labor, Employment & OSHA

With COVID-19 diagnosed in 21 of Maryland’s 24 counties and the disease’s death toll increasing, Maryland Governor Larry Hogan has issued another order designed to stem the virus’s spread. Effective at 5:00 on Monday evening, all “non-essential businesses” closed until the state of emergency ends.

The Massachusetts Department of Unemployment (DUA) has taken steps to streamline the process for securing unemployment benefits in light of increased demand resulting from the COVID-19 pandemic.

What Does This Mean For Legal Proceedings in New York State?

The disruptions resulting from the novel coronavirus (COVID-19) pandemic present difficult questions for many employers who must decide whether to close offices, furlough employees, or layoff all or part of their workforce.

On March 18, DC Mayor Muriel Bowser signed into law the COVID-19 Response Emergency Amendment Act of 2020. The statute, which the City Council passed unanimously, contains two major workforce protections applicable to employers in the District of Columbia.  

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.

Earlier this week, we published an Alert that reviews the EEOC’s recent guidance entitled What Employers Should Know about the ADA, the Rehabilitation Act, and COVID-19. This Alert reviews the additional guidance that the EEOC issued on March 19.

On March 10th, the Department of Labor’s Wage and Hour Division issued guidelines that address many Family and Medical Leave Act (FMLA) issues that have arisen due to the COVID-19 pandemic.  

As an update to our post on Monday, yesterday the U.S. Senate overwhelmingly passed the Families First Coronavirus Response Act, H.R. 6201, which the U.S. House of Representatives had passed in a bipartisan vote on March 14 (with further changes made by the House by unanimous consent on March 16).

As the coronavirus pandemic continues to threaten public health worldwide, government officials in the United States are taking new steps to help stop the spread of COVID-19. These steps include new recommendations and guidance for employers navigating the crisis.

As the spread of COVID-19 accelerates across the United States, hospitals, health systems, and other providers face unique challenges. Arent Fox’s Health Care Group analyzes what you need to know about regulatory changes and guidance from the federal government.

The coronavirus pandemic raises vexing issues for employers, including issues under the Americans with Disabilities Act and the federal Rehabilitation Act. The EEOC has addressed several of those issues in its publication What You Should Know about the ADA, the Rehabilitation Act, and COVID-19. 

Questions are being raised if an employer has the legal right to discipline or discharge employees who refuse to work out of concern about the Coronavirus. The definitive legal answer is, “it depends.” There are both legal and employee relations issues at stake here.

Congress is moving quickly to provide relief to employees who are impacted by COVID-19, and the legislation will also have a big impact on most employers.

With the WHO declaring the coronavirus a worldwide pandemic and President Trump declaring a “National Emergency to Fight COVID-19,” it is imperative that employers understand the requirements of the OSH Act and its standards to ensure that work and the workplace are safe for their employees. 

On March 10, the Department of Labor’s Wage and Hour Division issued guidelines that address many Fair Labor Standards Act issues that have arisen due to the COVID 19 pandemic. This Alert identifies some of the highlights.

Congressional leaders in Washington are halfway towards passing a second comprehensive spending package in response to the coronavirus outbreak.

Bloomberg Law

The spread of the coronavirus COVID-19—recently declared a pandemic by the World Health Organization—has created a myriad of practical and legal issues for employers seeking to prioritize employee health and wellness while continuing to meet business and customer needs.

Yesterday, the National Labor Relations Board (NLRB or Board) issued its much anticipated final rule on the joint-employer standard under the National Labor Relations Act (NLRA).

On February 26, 2020, the National Labor Relations Board (the NLRB) issued its final rule governing joint employer status under the National Labor Relations Act (the NLRA).

On October 10, 2019, California Governor Gavin Newsom signed into law California Assembly Bill 51 (“AB 51”), which prohibits California employers from requiring prospective and current employees to “waive any right, forum, or procedure” for a violation of the California Fair Employment and Housing A

Schiff Hardin LLP is pleased to announce that 88 attorneys have been named to the 2020 Leading Lawyers list.

The Centers for Disease Control and Prevention recently published interim guidance for businesses and employers regarding coronavirus.

On Tuesday, February 11, 2020, the Equal Employment Opportunity Commission filed a complaint against Yale New Haven Hospital.