During the COVID-19 pandemic, many Canadians are performing work for their employers inside their homes. This raises the question of who has responsibility for potential hazards they may be exposed to while doing so.
On April 23, 2020, Illinois Governor J.B. Pritzker announced that Illinois’ Stay-at-Home Order will be extended through the end of May 2020, with certain changes effective May 1, 2020.
The pandemic’s initial origination in Asia provides an opportunity for western-based employers to anticipate where they might be in 6 weeks to 2 months and what they might anticipate as they prepare to manage their employees’ to return to the workplace.
On April 23, 2020, Governor Brian Kemp signed an order relaxing the statewide Shelter in Place Order and providing additional guidance related to the reopening of Critical Infrastructure and non-Critical Infrastructure business operations.
In guidance issued on April 23, 2020, the Equal Employment Opportunity Commission (EEOC) stated that employers may choose to administer COVID-19 testing to employees before they enter the workplace to determine if they have the virus.
Littler is offering a series of Insights on returning to work. This first installment provides an overview some of the key safety and health considerations employers should assess as they start to bring employees back into the workplace.
While most of California has been shuttered due to the COVID-19 pandemic, employees in the food sector continue to report to work to ensure the state’s 40 million residents are adequately supplied with food during these uncertain times.
One perhaps unanticipated effect of the pandemic and the corresponding shelter-in-place and stay-at-home orders is a marked increase in domestic violence worldwide.
On April 16, 2020, Governor Newsom signed Executive Order N-51-20, which took immediate effect and requires certain food sector workers to receive COVID-19 supplemental paid sick leave during the pendency of any statewide stay-at-home order.
The Mexican Institute of Social Security recently provided guidance on the criteria employees need to meet for their COVID-19 infection to be considered as an occupational illness.
