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.
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.
On March 18, 2020, the governments of Canada and the United States announced they will be closing the border between the two countries for all non-essential travel.
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.
Various agencies in Puerto Rico have issued guidance to clarify provisions in the recent Executive Order enacted to facilitate the private and public closings necessary to combat the effects of the coronavirus (COVID-19).
In light of the recent coronavirus pandemic, many businesses will inevitably be forced to reduce employees’ hours and thus their compensation. As a result, employees may be eligible to file for partial unemployment benefits.
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).
In an afternoon press conference on March 16, 2020, Pennsylvania Governor Tom Wolf declared that certain non-essential businesses across Pennsylvania “are to close” for at least 14 days to mitigate the spread of COVID-19.
