California's New COVID-19 Sick Leave Mandate: What Employers Need to Know
#WorkforceWednesday: DOL Electronic Notices Guidance, EEO-1 Reporting Delayed, CA COVID-19 Paid Sick Leave - Employment Law This Week®
I-15 – Turning the Table: An Interview with the Podcast Host on Protected Employee Activity
The California Legislature has enacted several new laws that will impact the workplace in 2023. This Holland & Knight alert provides a brief summary of select employment laws that go into effect on Jan. 1, 2023, unless stated...more
In a decision issued on June 2, the National Labor Relations Board modified the timing of its electronic notice-posting requirement in circumstances where an employer has not yet reopened its facility due to COVID-19, or...more
The DE OFCCP Week in Review (WIR) is a simple, fast and direct summary of relevant happenings in the OFCCP regulatory environment, authored by experts John C. Fox, Candee Chambers and Jennifer Polcer. In today’s edition, they...more
A new law in California mandates many employers to provide COVID-19 supplemental sick leave to employees. Procopio Labor and Employment Law practice leader Wendy Tucker explains when employees are eligible for leave under the...more
On June 11, 2021, Governor Newsom signed Executive Order N-08-21 (the “Order”) that establishes September 30, 2021, as the end date for COVID-19 pandemic-related suspensions for (1) deadlines for filing, noticing, and posting...more
It’s #WorkforceWednesday! This week, some practical updates on posting requirements, reporting deadlines, and new COVID-19 leave in California. DOL Guidance on Posting Notices for the Remote Workplace The U.S. Department of...more
The Oregon Occupational Safety and Health Administration recently adopted a temporary rule requiring employers to implement safety measures to reduce the spread of COVID-19. The rule, which took effect November 16 and remains...more
On September 23, 2020, Governor Gavin Newsom issued Executive Order N-80-20 (Order). Among its provisions, the Order extends the prior suspension by Executive Order N-54-20 of public noticing requirements mandated by certain...more
Employers with more than 500 employees nationally, and employers of healthcare-provider and emergency-responder employees previously exempted from Families First Coronavirus Response Act (FFCRA) requirements, must provide...more
The Ballard Spahr Zoning and Land Use Team is continuing to monitor all aspects of the Philadelphia land use approval process during the COVID-19 emergency, including the issuance of zoning and building permits, regulation of...more
This edition of Employment Flash summarizes key employment law issues related to COVID-19 as well as two seminal U.S. Supreme Court rulings that protect gay and transgender employees from discrimination, and clarify the...more
While you have been primarily focused on COVID-19-related matters for the past few months, that doesn’t the world of labor and employment law has taken a timeout. While the pace of new developments has slowed somewhat, there...more
As we discussed, the National Labor Relations Board decided early this month that it would temporarily suspend the remedial notice-posting and emailing requirement at facilities shut down due to the COVID-19 pandemic until...more
The National Labor Relations Board usually requires employers to post on their premises notices of findings made against it by the Board within 14 days. However, the NLRB has temporarily modified this standard rule in order...more
The Board continues to issue decisions amidst the COVID-19 pandemic, while acknowledging that business operations around the country are far from “business as usual.” The agency is up and running. Representation elections...more
Updated March 29, 2020 - The Department of Labor once again updated its Q&A section concerning the implementation of the paid leave provisions of the Families First Coronavirus Relief Act....more
The Families First Coronavirus Response Act (“FFCRA”), which goes into effect on April 1, 2020, requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons...more
While the U.S. Department of Labor (“USDOL”) works on regulations to implement the expanded Family and Medical Leave Act (“expanded FMLA”) and paid sick leave provisions of the Families First Coronavirus Response Act (the...more
The U.S. Department of Labor has issued additional guidance on the Families First Coronavirus Response Act (the “Act”), which the President signed into law on March 18. As a reminder, the Act imposes new obligations on...more
UPDATE: on March 27 the USDOL added to its FAQs to address issues not previously covered. The United States Department of Labor (USDOL) issued on March 25, 2020 its required Families First Coronavirus Response Act Notice,...more
The Families First Coronavirus Response Act (FFCRA) requires all covered employers (generally, those with fewer than 500 employees, with the exception of certain healthcare providers and emergency responders who have opted...more
The Department of Labor’s Wage and Hour Division just released today the required notification poster for the Families First Coronavirus Response Act (FFCRA) that will soon need to be posted in many workplaces – and...more
On March 26, 2020, the U.S. Department of Labor’s (DOL) announced the issuance of additional guidance related to the Families First Coronavirus Response Act (FFCRA). The guidance includes “Field Assistance Bulletin 2020-1:...more
The U.S. Department of Labor (DOL) yesterday issued its Families First Coronavirus Response Act (FFCRA) “Employee Rights Paid Sick Leave and Expanded Family and Medical Leave under The Families First Coronavirus Response Act”...more