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.
The Ontario government intends to introduce legislation that, if passed, would immediately provide job-protected leave to employees in isolation or quarantine due to COVID-19, or those who need to be away from work to care for children due to closures.
On March 13, 2020, the Connecticut Department of Labor (CT DOL) issued guidance for workers and employers in the form of a set of frequently asked questions about coronavirus (COVID-19).
The following Frequently Asked Questions (FAQs) are designed to address some of the more common questions that employers with operations in France currently face.
The recent outbreak of the coronavirus (COVID-19) has implications specific to Rhode Island employers. On March 16, 2020, Governor Raimondo issued a directive that restaurants and similar businesses remain closed for eat-in dining.
The NJ Supreme Court recently held that employees can maintain an action under the NJLAD for disability discrimination when they suffer an adverse employment action as a result of their lawful use of medical marijuana outside of the workplace.
This article will not revisit the basics of the virus or macro issues that arise as a result. Rather, it will focus on issues specific to Oregon employers.
In the early hours of March 14, 2020, the U.S. House of Representatives passed sweeping legislation in response to the spread of the coronavirus (COVID-19) across the United States.
New FAQs clarify requirements under the Colorado Health Emergency Leave with Pay Rules, which require certain employers to provide paid sick leave for employees with flu-like symptoms who are being tested for COVID-19.
