On June 10, 2021, the federal Occupational Safety and Health Administration issued updated guidance for businesses on COVID-19 prevention and mitigation – taking into account the impact of vaccinations – along with a long-awaited Emergency Temporary Standard (ETS) applicable only to healthcare (which is not discussed in this E-lert).
The U.S. Department of Labor, through its Office of Disability Employment Policy (ODEP)-funded Job Accommodations Network (JAN), has recently added a number of resources for employers on COVID-19 and reasonable accommodations under the Americans with Disabilities Act to its COVID-19 webpage.
The U.S. Department of Labor’s Wage and Hour Division (WHD) has updated its COVID-19 and the Fair Labor Standards Act: Questions and Answers, initially issued in July 2020, to incorporate additional information that has become relevant as the pandemic has continued.
This past month, the Occupational Safety and Health Administration announced a new national emphasis program and an Updated Interim Enforcement Plan as part of its efforts to address workplace safety issues associated with the COVID-19 pandemic.
The Centers for Disease Control and Prevention (CDC) has issued guidance on workplace vaccination programs that reiterates and expands upon prior guidance on this topic, with the intent of increasing vaccine uptake among essential (and other) workers. According to the CDC, vaccinations benefit both employers and employees by keeping the workforce healthy, reducing absences, and improving both productivity and morale.
In addition to expanding and extending the tax credits that employers may opt to receive under the Families First Coronavirus Response Act for voluntarily providing paid COVID-19-related leave through September 30, 2021, which we discussed in our March 12, 2021 E-lert, the American Rescue Plan Act of 2021 (ARPA) contains several other important employment-related provisions...
The American Rescue Plan Act of 2021 (ARPA), which was signed into law by President Biden on March 11, 2021, both expands and extends the tax credits that employers may opt to receive under the Families First Coronavirus Response Act (FFCRA) for voluntarily providing paid COVID-19-related leave through September 30, 2021.
The Centers for Disease Control and Prevention (CDC) continues to issue a steady stream of new guidance and information on COVID-19, some of which has specific relevance to the workplace.
The CDC issued updated guidance on February 10, 2021, stating that, "Fully vaccinated persons who meet criteria will no longer be required to quarantine following an exposure to someone with COVID-19, but only if they have received both doses, it has been at least two weeks and not more than three months since the second dose, and they have not exhibited any symptoms following exposure."
As individuals beyond front-line healthcare workers are becoming eligible for the vaccine, the Centers for Disease Control and Prevention (CDC) has just released a toolkit for employers of essential workers, to join those that it previously released for medical centers/clinics/clinicians, and long-term care facilities.
In addition to the voluntary extension of the Families First Coronavirus Response Act’s paid leave provisions, which we discussed in our December 22, 2020 E-lert, the Coronavirus Response and Relief Supplemental Appropriations Act (the Act), included in the massive (5593 page) stimulus bill signed into law on December 27, 2020, expands or extends relief benefits under the Coronavirus Aid Relief and Economic Security (CARES) Act, discussed in our March 27, 2020 and March 30, 2020 E-lerts.
The paid sick leave and family leave mandates under the Families First Coronavirus Response Act (FFCRA) end on December 31, 2020; however, the stimulus bill passed by Congress on December 22, 2021 permits employers to voluntarily provide those paid leave benefits, and receive the corresponding tax credit, through March 31, 2021.
As distribution of the COVID-19 vaccine begins, the Equal Employment Opportunity Commission has modified its What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws resource to address the impact of federal non-discrimination laws on an employer’s vaccine requirements. .
The Occupational Safety and Health Administration has issued guidance identifying the violations of workplace standards most often found during COVID-related inspections, accompanied by a one-page summary identifying requirements that employers must follow.
In revising its definition of who is considered to be in “close contact” with a person infected with COVID-19, the Centers for Disease Control and Prevention (CDC) significantly expanded the universe of individuals who might be required to self-isolate.
As the school year begins, employers are struggling to understand how the paid leave mandates under the FFCRA apply to the varied iterations of school reopening. The Department of Labor has updated its Q&A resource to address some of these questions.
Virginia’s COVID-19 Emergency Temporary Standard (“ETS”), 16VAC25-220, went into effect after being adopted by the Department of Labor and Industry’s (DOLI) Virginia Occupational Safety and Health (VOSH) Program and the Virginia Safety and Health Codes Board
In a decision impacting all employers covered by the Families First Coronavirus Response Act (FFCRA), a federal court upended some of the employer-friendly limitations set forth in the U.S. Department of Labor’s (DOL) implementing regulations.
Maryland’s Governor issued an Order expanding the mandated use of face coverings to almost all private workplaces, effective 5:00 p.m. on July 31, 2020. In addition, new travel restrictions were also announced, including “strongly recommending” 14-days quarantine periods for certain travel.
The CDC has issued a lengthy document in support of the President’s Plan for Opening America Up Again, containing specific Interim Guidance documents for employers with high-risk workers, as well as for child care programs, schools, bars and restaurants, and mass transit.
Various federal agencies have recently issued additional COVID-19 guidance of significance (more or less) to employers.
The federal Department of Labor (DOL) issued new Worker Adjustment and Retraining Notification (WARN) Act COVID-19 Frequently Asked Questions and added to its extensive Questions and Answers resource for the Families First Coronavirus Response Act (FFCRA).
The federal Equal Employment Opportunity Commission (EEOC) updated its “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws” resource to expand upon its guidance on some issues of concern to employers – reasonable accommodations and employee testing.
Governor Hogan issued “Maryland Strong: Roadmap to Recovery,” his plan for reopening the state as the COVID-19 pandemic crisis begins to ease. This plan is of critical interest and importance to Maryland employers, and we outline the plan here.
During the past week or so, various federal agencies have issued additional COVID-19 guidance of significance (more or less) to employers. We summarize these developments.
The U.S. Department of Labor updated its Families First Coronavirus Response Act: Questions and Answers on March 28, 2020 to provide guidance on a number of key issues.
Best Lawyers in America© has released its inaugural 2021 edition of The Best Lawyers® Employment Law Issue, which includes Shawe Rosenthal LLP and eleven of our partners – the most
On Wednesday, July 20, 2021 at 1:00 p.m. Eastern, Fiona W. Ong and Lindsey A. White will present this complimentary webinar on behalf of hrsimple.com, the publisher of the Maryland
Shawe Rosenthal is pleased to offer our clients the opportunity to participate in the Employment Law Alliance’s complimentary webinar – Welcome Back America! HR Considerations for the 2021 US Workplace
Fiona W. Ong was quoted in a May 28, 2021 article by Louise Esola, “Employers caught in confusion over CDC mask policy,” for businessinsurance.com.
Teresa D. Teare was a presenter for a June 10, 2021 panel discussion, “Pretext at Summary Judgment,” at the Maryland State Bar Association’s annual conference. Teresa currently serves as Chair-Elect
Fiona W. Ong was quoted in a May 17, 2021 article by John Kingston, “Supreme Court won’t hear Uber Black driver classification case,” for FreightWaves, the largest online source of
Parker E. Thoeni was a guest speaker for the Employment Law Alliance’s podcast series, Episode 246: The Ban on Non-Compete Agreements in the District of Columbia. The podcast can be
Mark J. Swerdlin authored the lead article, “Best Practices for Mask Policy,” in the Maryland Auto Dealers Association’s May Newsletter, On The Move.
Fiona W. Ong has once again been recognized by Lexology as its “Legal Influencer” for U.S. – Employment, most recently for Q1 2021. Lexology publishes in excess of 450 legal
Shawe Rosenthal “maintains its exceptional reputation for taking on employment and labor matters for the management of leading companies.”
Shawe Rosenthal “is known for a dedicated focus on labor and employment work, with significant strength in labor management relations, alternative dispute resolution, severance contracting and complex class actions.”
Shawe Rosenthal “is known for heavy emphasis on employment litigation, including wage and hour disputes, qui tam actions and workplace discrimination. Also well regarded for its labor relations practice, offering advice to clients relating to NLRB proceedings and union avoidance.”
“This fine practice is much noted for its experience representing employers before federal and state courts, the NLRB, EEOC, and other administrative agencies, as well as in arbitrations. Its attorneys have extensive expertise in matters pertaining to unfair labor practice cases and collective bargaining agreements, and continue to be in demand for their strengths in discrimination and wrongful termination litigation.”
Shawe Rosenthal is a “well-regarded labor and employment” national law firm. Sources say, “they are all very good lawyers.”
“This highly respected labor and employment boutique has a national presence and represents management in the full spectrum of labor and employment matters.” Sources say, “A first-class firm that listens to what we want to do and really helps us achieve our objectives.”