As the nuances of Colorado Governor Jared Polis’s “Safer at Home” Order continue to reveal themselves to Colorado employers resuming operations, one more state agency has weighed in: the Colorado Department of Labor and Employment.
As jurisdictions across the country are gradually easing up on stringent business closures and similar restrictions, employers may be confronted with a new dilemma: employees who are hesitant to return to work.
Under the Workplace Transparency Act, all Illinois employers must provide mandatory sexual harassment training to all employees by December 31, 2020, and annually thereafter.
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.
On April 19, 2020, the New York City Commission on Human Rights (the “Commission”) announced that it has formed a COVID-19 response team to handle reports of harassment and discrimination related to the coronavirus outbreak.
The Equal Employment Opportunity Commission recently confirmed that it has stopped issuing right-to-sue letters in an effort to delay the start of litigation deadlines.
When the Democrats took control of the General Assembly in addition to the governorship in the November 2019 election, many predicted an expansion of workers’ rights. That prediction was realized with the 2020 Virginia General Assembly session.
On April 13, 2020, Washington Governor Inslee issued a proclamation prohibiting employers from engaging in certain employment practices with respect to employees considered high-risk under the proclamation.
As they struggle to stay afloat during this time of crisis, many employers are looking for legal, humane ways to cut costs, including in payroll and benefits. This article summarizes the current state of Texas law on these subjects.
