The emergency paid sick leave provided in the new Families First Coronavirus Response Act is in addition to the statutory sick leave benefit and applicable vacation leave to which Puerto Rico non-exempt employees are entitled.
This article provides a short overview of Norwegian employers’ obligations to their employees and rights to manage their business during the COVID-19 outbreak.
As the novel Coronavirus, COVID-19, spreads across the United States, laws impacting employers are being enacted and amended at an extraordinary rate to help ease the impact of the pandemic on employees.
COVID-19 is the top priority across businesses and industries as the virus affects millions of people. This Insight highlights some of the issues of particular concern to the retail community.
New York State adopted new legislation on March 18, 2020 that provides employees, who are subject to a COVID-19 mandatory or precautionary quarantine or isolation order, with immediate paid or unpaid time off specific to the current crisis.
On March 17, 2020, the District of Columbia City Council unanimously approved, and the mayor signed, the COVID-19 Response Emergency Amendment Act in response to the COVID-19 pandemic.
The Office of the Nevada Labor Commissioner has issued formal guidance regarding employees’ rights to use—and employers’ obligations to provide—mandatory paid leave in light of COVID-19.
Most employers are familiar with the federal Family and Medical Leave Act, Americans with Disabilities Act and relevant state or local paid sick leave laws. But there are other, lesser-known laws potentially implicated amid the COVID-19 crisis.
