After COVID-19 abates, employers may determine that they cannot return all employees to the workforce. Some employers may need to recall employees on a slower timeline depending on demand, social distancing imperatives, and the timeline for production.
On April 3, 2020, New York Governor Andrew Cuomo signed the 2020-2021 state budget bills, which include several amendments to New York’s Wage Theft Prevention Act (WTPA).
On April 23, 2020, the Oregon Supreme Court declined to review a ruling by the Oregon Court of Appeals in which employers were held to a standard of “strict liability” for failing to ensure that non-exempt employees take their full 30-minute meal breaks.
During the COVID-19 pandemic, many Canadians are performing work for their employers inside their homes. This raises the question of who has responsibility for potential hazards they may be exposed to while doing so.
On April 27, 2020, the Colorado Department of Labor and Employment amended its Health Emergency Leave with Pay (HELP) Rules, which require certain employers to provide employees paid sick leave for a covered COVID-19 reason.
One of the most fundamental challenges of returning employees to the workplace relates to workplace privacy and data security, namely, developing lawful processes to screen employees for possible COVID-19 infection before they re-enter.
On April 23, 2020, Illinois Governor J.B. Pritzker announced that Illinois’ Stay-at-Home Order will be extended through the end of May 2020, with certain changes effective May 1, 2020.
The 9th Circuit has held that the FCRA permits an employer to provide job applicants with a background check disclosure document at the same time it provides job applicants with other documents, so long as the disclosure is in a “standalone” document.
