News & Analysis

This article surveys state laws that may require employers to pay reporting time pay to employees who arrive to work but must leave after exhibiting a fever, or other symptoms, during a COVID-19 health screening.

As more businesses reopen across the country, it is time to come together (virtually) to discuss an additional challenge some employers might face in the coming weeks: an increased minimum wage obligation for non-exempt employees.

Effective May 1, 2020, Philadelphia became the tenth jurisdiction to enact employment legislation to protect domestic workers.

On May 20, 2020, the U.S. Department of Labor (DOL) released its final rule revising its so-called “fluctuating workweek” regulation.

Does an employer’s business qualify as a “retail or service establishment” for the purpose of satisfying the exemption requirements of section 207(i) of the FLSA? The answer to this question might have just changed.

On May 15, 2020, the Canadian federal government announced several actions relating to the Canada Emergency Wage Subsidy (CEWS) program.

On May 15, 2020, the U.S. House of Representatives passed H.R. 6800, the “Heath and Economic Recovery Omnibus Emergency Solutions” or “HEROES” Act.

In the past two weeks, the city of Chicago has undertaken several actions related to the COVID-19 pandemic’s continued effects on the city.

In addition to numerous provisions expanding paid leave and unemployment benefits, the newly introduced HEROES Act would create a program enabling employers to provide premium pay to essential workers during the COVID-19 crisis.

It is safe to say that spring 2020 will not soon be forgotten. While the COVID-19 pandemic dominated the news and the attention of federal and state governments alike, the Maryland General Assembly passed several new laws affecting the workplace.