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.
Eric Hemmendinger and Teresa Teare, with the help of Lindsey White and Paul Burgin, were successful in defeating a motion for conditional certification in a lawsuit involving claims of failure
Chad M. Horton was a panelist for “Coders of the World Unite: Will Tech Workers Disrupt the NLRA?” along with former National Labor Relations Board chair Mark Gaston Pearce. This
On April 15, 2021, Lindsey A. White moderated a panel presentation, “Marijuana in the Workplace,” which was part of the American Bar Association National Symposium on Technology in Labor and
On April 15, 2021, Mark J. Swerdlin served as moderator/panelist on “Practicing Labor & Employment Law in a Virtual Environment” at Worklaw’s Spring 2021 Virtual Meeting. Worklaw is an international
Chad M. Horton won an interest arbitration case on behalf of an alcoholic beverage company. The arbitrator agreed with the company’s argument that the parties’ course of bargaining established that
Fiona W. Ong was quoted in a March 17, 2021 Law360.com article by Vin Gurrieri, 4 Questions for Employers as March Madness Bounces Back. (Subscription required)
Mark J. Swerdlin was a guest on the Employment Law Alliance’s podcast series, Episode 231: NLRB Developments Impacting Higher Education, on March 25, 2021.
On March 4, 2021, Paul D. Burgin testified before Maryland’s Senate Finance Committee in support of legislation to revise Maryland’s Economic Stabilization Act, which was amended last year to impose
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